Intrinsic And Extrinsic Motivation

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Register to read the introduction… Intrinsic motivation is by far the better of the two because it motivates people to achieve goals from within themselves. People feel a desire or drive to do something, and they behave in ways to accomplish that. Extrinsic motivation is created from external factors outside of us that influence our internal needs, wants, and subsequent behaviors. Those external factors can include rewards, recognition, bonuses, promotions, and praise. When thinking in terms of motivating employees, a manager should try to help an employee make the connection between their inner drives to fulfill their personal needs and what that might mean in terms of working hard and smart on the job. When employees identify their own welfare with that of their employer, they?ll naturally work harder (Bruce and Pepitone 2-4).

Why do organizations need motivated employees? Managers who are able to understand the importance of motivating their workers they will have a better chance of reducing the typical labor problems faced in today?s work environment, for example, turnovers, absenteeism and low productivity. One recent study found that high employee motivation goes hand-in-hand with high organizational performance and profits (Daft and Marcic 445). Managers can use motivation theory and practices to help satisfy employee?s needs and at the same time encourage high work
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One most often used reward is money. However, this reward can be costly to the company and may not hold the attention of employees long. Managers can consider giving employees a promotion, bonus, or profit share. There are some rewards managers can give employees that will not cost the company as much money. The manager can reward employees with plaques, gift certificates, funds for books and seminars, trips, lunches or dinners, just to name a few. In short, managers should remember to always support, communicate, and praise the work of an employee, which could be the most beneficial reward of all (Bruce and Pepitone 46-47).

In conclusion, motivation is hard to ?turn on? in employees and is not a simple matter. Motivation involves a lot of elements. However, if a manager can study the theories and practice the techniques to improve motivation; managers, in turn, will be rewarded with productive employees. It is the job of the manager to ?turn on? motivation in employees.


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