Introduction
Schawlow (1981) proposes that "the most successful scientists often are not the most talented" (Amabile, 1997, p.39), therefore it stresses the importance to find the ones that are driven by curiosity. By finding the right person to do the right task, initiating their creativity is the first step to increasing innovation in the workplace. Since innovation is vital for the long-term success, a company need to recognise the necessity of innovation which in order to fit the rapid change of the industry. The reason behind is that the company itself cannot survive by delivering the same products and services so leaders have to increase the level of innovation in their organisations to avoid elimination. Therefore, this essay is structured …show more content…
In others words, salary, promotion or others work and services can also become their motivators as long as these can be beneficial to them. Moreover, extrinsic motivators can also include anything that comes with the control of the employees and they can be assessing on the feedback, deadlines or monitoring. Amabile (1993) further elaborate the extrinsic motivators are the most common tool in the organisations because there are few people truly enjoy writing up the reports with the pressure of deadlines or performance reviewing subordinates …show more content…
If the intrinsic motivation is strong enough, individuals can be immune from the negative effects of the extrinsic motivators that can affect his motivation and creativity. But, there are a lot of psychological theories argue that intrinsic motivation can have a similar negative effect as extrinsic motivators. Acquired needs Theory is one of the theories that described the motivation, it can influence every action that took place in a human behaviour in either good way or bad way (McClelland, 1985). Hence, it assumes people with different needs are motivated differently. It is also one of the content theories and they are useful for managers to profile or analyse people 's needs and motives. Leaders can use to identify which is the most suitable reward for an individual as it focuses from the psychological perspective, in order to fulfil the needs of the person (Pink, 2009). McClelland (1961) advocates three dominant needs that can be used to profile people and they are the need for achievement (N-Ach), the need for power (N-Pow) and need for affiliation
Schawlow (1981) proposes that "the most successful scientists often are not the most talented" (Amabile, 1997, p.39), therefore it stresses the importance to find the ones that are driven by curiosity. By finding the right person to do the right task, initiating their creativity is the first step to increasing innovation in the workplace. Since innovation is vital for the long-term success, a company need to recognise the necessity of innovation which in order to fit the rapid change of the industry. The reason behind is that the company itself cannot survive by delivering the same products and services so leaders have to increase the level of innovation in their organisations to avoid elimination. Therefore, this essay is structured …show more content…
In others words, salary, promotion or others work and services can also become their motivators as long as these can be beneficial to them. Moreover, extrinsic motivators can also include anything that comes with the control of the employees and they can be assessing on the feedback, deadlines or monitoring. Amabile (1993) further elaborate the extrinsic motivators are the most common tool in the organisations because there are few people truly enjoy writing up the reports with the pressure of deadlines or performance reviewing subordinates …show more content…
If the intrinsic motivation is strong enough, individuals can be immune from the negative effects of the extrinsic motivators that can affect his motivation and creativity. But, there are a lot of psychological theories argue that intrinsic motivation can have a similar negative effect as extrinsic motivators. Acquired needs Theory is one of the theories that described the motivation, it can influence every action that took place in a human behaviour in either good way or bad way (McClelland, 1985). Hence, it assumes people with different needs are motivated differently. It is also one of the content theories and they are useful for managers to profile or analyse people 's needs and motives. Leaders can use to identify which is the most suitable reward for an individual as it focuses from the psychological perspective, in order to fulfil the needs of the person (Pink, 2009). McClelland (1961) advocates three dominant needs that can be used to profile people and they are the need for achievement (N-Ach), the need for power (N-Pow) and need for affiliation