...MGMT5323 – Research Project Intrinsic and Extrinsic Rewards & Motivation August 6, 2011 Mark Twain wrote The Adventures of Tom Sawyer in 1876. One of the most famous stories in the novel is whitewashing the fence. It was a chore that Tom’s aunt Polly had assigned him but Tom found a way to get others to do the work and his first convert was Ben. When Ben told Tom he was going swimming and stated “Don’t you wish you could? But of course you’d druther work, wouldn’t you? Course you would!”. That was the start of a powerful lesson. Tom replied “Well, maybe it is, and maybe it ain’t. All I know, is, it suites Tom Sawyer” and he informed Ben that is it was not every day that a boy gets a chance to whitewash a fence and then proceeded to convince Ben that it was a privilege and only a few boys were even capable of doing such a job. Now the situation changed and Ben was willing to give Tom his apple in exchange for a chance for him to have the privilege of whitewashing the fence. “Tom gave up the brush with reluctance in his face, but alacrity in his heart. And while the late steamer Big Missouri worked and sweated in the sun, the retired artist sat on a barrel in the shade close by, dangled his legs, munched his apple, and planned the slaughter of more innocents. There was no lack of material; boys happened along every little while; they came to jeer, but remained to whitewash. By the time Ben was fagged out, Tom had traded the next chance to Billy Fisher for a...
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...Extrinsic and Intrinsic Rewards In this paper I will answer the following questions: 1. Compare and contrast extrinsic and intrinsic rewards within the workplace. 2. How have you observed extrinsic and intrinsic rewards working well? 3. How can managers and leaders improve extrinsic reward and pay for performance plan? Introduction Motivation in an organization is a key element to increase overall operational efficacy. Proper motivation keeps employees working at high productivity levels, increases morale and increases retention of valuable employees. All of those dimensions are critical to a successful operational structure. In addition, these are also central elements in ensuring that when organizational change is necessary, the conditions to make switches will be as conducive as possible to desired outcomes1 . How to motivate diversified workforces and engage staff is the subject of ongoing studies and examinations of management tactics. Motivation is facilitated by the managers and leaders of an organization and can be divided into intrinsic and extrinsic categories. Both intrinsic and extrinsic rewards when used properly motivate employees to reach optimal success in the work place. Compare and contrast extrinsic and intrinsic rewards within the workplace. Extrinsic rewards are usually financial. They are generally awarded to employees from managers in the form of pay raises, bonuses, benefits and title. These rewards...
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...Contemporary Educational Psychology 25, 54–67 (2000) doi:10.1006/ceps.1999.1020, available online at http://www.idealibrary.com on Intrinsic and Extrinsic Motivations: Classic Definitions and New Directions Richard M. Ryan and Edward L. Deci University of Rochester Intrinsic and extrinsic types of motivation have been widely studied, and the distinction between them has shed important light on both developmental and educational practices. In this review we revisit the classic definitions of intrinsic and extrinsic motivation in light of contemporary research and theory. Intrinsic motivation remains an important construct, reflecting the natural human propensity to learn and assimilate. However, extrinsic motivation is argued to vary considerably in its relative autonomy and thus can either reflect external control or true self-regulation. The relations of both classes of motives to basic human needs for autonomy, competence and relatedness are discussed. © 2000 Academic Press To be motivated means to be moved to do something. A person who feels no impetus or inspiration to act is thus characterized as unmotivated, whereas someone who is energized or activated toward an end is considered motivated. Most everyone who works or plays with others is, accordingly, concerned with motivation, facing the question of how much motivation those others, or oneself, has for a task, and practitioners of all types face the perennial task of fostering more versus less motivation in those around...
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...Intrinsic and Extrinsic Motivation HSM/ 220 November 27, 2013 Intrinsic and Extrinsic Motivation The differences between intrinsic and extrinsic motivation is the reason the person is doing it. If it is for intrinsic motivation, this is just for that person’s enjoyment, something that they enjoy doing, and find fulfilling. With extrinsic motivation, this has to do with external reasons that a person may be doing things, like doing well on a job assignment so that that person may get a raise, or getting good grades in school, so that you may graduate or pass onto another grade. Extrinsic is about the external things in life, if I do well on this project, my supervisor will notice, and I may get that promotion that I have wanted. Intrinsic has more to do with the inner self and doings. If you enjoy your job, you will do everything that is expected of you and beyond, because you internally are satisfied with this employment. You are not working just to receive a paycheck, but for the fun of it also. You may like to work with others and help them, because internally, this is something that you like to do, and you find it fulfilling. An extrinsic motivation in an organizational setting would be, if that employee does a good job on a certain assignment, then that employee will receive a raise, or an extra day off, or extra day of paid vacation. An example for intrinsic motivation would be, that employee seeks to look for new and exciting things to do in the company, but...
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...almost seemingly impossible task? There are two types of motivation: extrinsic and intrinsic. According to “Intrinsic Versus Extrinsic Goal Contents in Self-Determination Theory: Another Look at the Quality of Academic Motivation” by Maarten Vansteenkiste, Willy Lens, and Edward Deci, to achieve our goals, we will need to use not only intrinsic motivational goals, but also the language that is associated with it. Extrinsic motivational goals focus on things such as grades, teacher and peer acknowledgment, and parental approval. Intrinsic motivational goals focus on things such as personal growth, community contribution and connection. When intrinsic goal setting is in place, there is “less focus on external indicators of worth,” (Vansteenkiste et al., pg.24) which means learning and performance are better. Using intrinsic goal framing provides deep level processing and yields better test scores. Extrinsic motivational strategies take away from the natural intrinsic motivation in students. Brophy agrees and states, “expected tangible rewards undermine intrinsic motivation” (Brophy, pg.133). One thing Cinda does effectively in her classroom to promote intrinsic motivation is the creation of community. The students connect to one another in many ways throughout daily learning activities. They participate in history by being placed in groups that use jigsaw learning. I too will use community to help promote intrinsic...
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...200- to 300-word response that identifies similarities and differences between intrinsic and extrinsic motivation. Provide five short examples for both intrinsic and extrinsic motivation as they apply to an organizational setting. Intrinsic motivation is the 'built in' stimulus that we have to achieve goals without the need for external incentives. In a work environment this can mean that the employee is completing the task given to him or her in order to gain pleasure or satisfaction, rather than an external factor. These people get a psychological reward for simply finishing the task they are attempting to achieve. They are more than likely motivated by internal factors such as completing the job, the feeling of a responsibility to their employer, personal and professional advancement, and recognition by their peers. The intrinsically motivated person will want recognition for a job well done. Extrinsic motivation is based on material gain - usually money or the chance of bonuses like holidays, electrical goods or company cars. These employees undertake the jobs they are given not because they enjoy them, but for the rewards they will receive when they complete them. These people work to achieve a goal in order to receive something materialistic in return. Both extrinsic and intrinsic motivations are both attempting to achieve the same goal but for different purposes. Some examples for intrinsic motivation would be: an employee finishing up their monthly reports and submitting...
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...Intrinsic and Extrinsic Motivation Sandra Tharp HSM 220 September 29, 2015 Intrinsic and Extrinsic Motivation Intrinsic motivation is the built in stimulus that we have to achieve goals without the need for external incentives. In a working environment this can mean that the employee is completing the task given to them, in order to gain satisfaction, rather than that of an external factor. This would maybe make them happier and a bit more comfortable with their jobs. These people get an award in their minds for simply finishing the task given to them, it satisfies them for a job well done. They are more than likely motivated by internal factors such as completing the job, the feeling of being responsible to their employers, and being recognized by coworkers. The final reason is one that overlaps with those who are extrinsically motivated, that is to say inspired by external factors, but for different reasons. The intrinsically motivated person will want to be noticed for the job well done, however the extrinsically motivated will believe it is a step in the right direction to a financially better future. In contrast, to the intrinsic, extrinsic motivation is based on material gain usually money or the chance for a bonus like days off, toys, electronics, or tickets to a sporting event, or for that chance for the large prize of a company car. These employees undertake the job they are given not because they like them or enjoy them, but mostly for the rewards that could...
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...Intrinsic Aids to interpretation are found within the act itself. The judge may use other parts of the Act to understand the meaning of the word or phrase in question. These are long/short title of an Act, Preamble/objectives/purposes section, schedules, definition section and punctuation. Long/short title may be used as a guidance for the judge to find the true meaning of an Act. For example, the long title of the Abortion Act 1967 is 'An Act to amend and clarify the law relating to termination of pregnancy by registered medical practitioners.' This was referred to by four of the five Law Lords who heard the appeal in Royal College of Nursing of the United Kingdom v DHSS (1981). The preamble/objectives/purposes section that can be found at the beginning of an Act. A preamble is usually found in older statuses and it is a statement preceding the main body of the Act, setting out the purpose of the Act in detail. The objectives/purposes section is usually found at the beginning of the newer acts. The schedules appear as additions to the main body of the Act. These are usually referred by judges to make some sense of the main text. In some cases it is necessary to look at the Schedules in order to fully understand the Act. For example s2(1) of the Hunting Act 2004 provides 'Hunting is exempt if it is within a class specified in Schedule 1.' The exempt classes of hunting are then specified in Schedule 1. Judges can also refer to the definition section that most modern Acts...
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...WRITING 3: FINAL ASSIGNMENT DEFORESTATION: A THREAT AGAINST OUR PLANET Student: Khuc Van Mai Student number: 20135988 Class: TA1.01 – K58 School of Foreign Languages Hanoi University of Science and Technology December 2014 Contents Introduction 1. Impacts of deforestation 2.1. Deforestation contributes to global warming 2.2. Deforestation loses biodiversity 2.3. Deforestation impacts soil negatively 2. Causes of deforestation 1.1. Population growth is an indirect reason of deforestation 1.2. Deforestation is rooted by urbanization and industrialization 1.3. Agriculture leads to deforestation 3. Solutions Conclusion References | 111233345567 | Deforestation: A threat against our planet Introduction Forests play an important role in our lives. Not only do they maintain biodiversity, for example providing food and shelters for animals and plants, but they also provide important sources such as food, woods, and herb medicines for human beings. They, moreover, help control climate and prevent soil from erosion. Forests, however, are under threat by deforestation – an act of clearing trees to exploit resources like woods, minerals, medicines and to create land for agricultural activities or space for building facilities, for instance houses, roads, etc. Deforestation is a pressing problem, and it is killing our planet because of many reasons. The purpose of this paper is to investigate the impacts...
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...Is Intrinsic or Extrinsic Motivation Better? Motivation is a conceptual theory which used to explain and understand the reasons of individuals’ behaviors, actions and desires. Another explanation to motivation is that the psychological process that arouse and direct goal-directed behavior. From past to nowadays, motivation is a significant initiator in many incident. For instance, World War 1, World War 2, exploring new continent such as America, foundation of new companies, people’s life and etc. There need to be an initiator for incident to occur. Motivation is the first thing that comes to mind for the initiator role. There have been a lot of academic journals and researches about the effects and forms of motivation. Researches show that every human being has a different form and satisfaction level of motivation. In theory of Edward L. Deci and Richard M. Ryan which called the Self-determination theory focus to the choices that people make without any external influence and interference and the individual’s behavior whether is self-determined and self-motivated or happens with an external influence. This theory brings us to studies that happened in 1970’s which are the intrinsic and extrinsic motives. Intrinsic and Extrinsic motivations are the exactly the opposite of each other. “Intrinsic motivation occurs when we act without any obvious external rewards. We simply enjoy an activity or see it as an opportunity to explore, learn actualize our potentials.” (Coon, 2010)...
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...Table of Contents: An introduction: What does “product quality” really mean? 2 Understanding consumers’ perspective 2 * a) Intrinsic cues 4 * b) Extrinsic cues 4 * c) Appearance cues 4 * d) Performance cues 4 The role of aesthetics in apparel products 5 * 3.1 The sensory dimension of the aesthetic experience 5 * 3.2 The emotional dimension of the aesthetic experience 5 * 3.3 The cognitive dimension of the aesthetic experience 5 Conclusion 6 References 7 1. An introduction: What does “product quality” really mean? The Oxford Dictionary defines quality as “The standard of something as measured against other things of a similar kind; the degree of excellence of something; General excellence of standard or level. Many manufacturers use quality as a way to extinguish themselves from their competitors’ products.” It is very important to differentiate between intrinsic- and extrinsic properties of clothes. Intrinsic properties are the fit and feel of the clothing item and the ability to use it for multiple wearing. It also includes the chemical and physical properties of the clothing (Kincade & Gibson; 2010:78). The extrinsic properties are how the product appears to the consumer end their feeling of wealth, luxury and status. Most of the time this includes the brand names, price and store where the items are bought (Kincade & Gibson; 2010:78). 2. Understanding consumers’ perspective: Consumers have different ways of interpreting...
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...Common Management Platform EMC® Common Object Manager (ECOM) Toolkit 2.7.1.0.0 ECOM Deployment and Configuration Guide 300-014-010 REV A01 EMC Corporation Corporate Headquarters: Hopkinton, MA 01748-9103 1-508-435-1000 www.EMC.com Copyright © 2012 EMC Corporation. All rights reserved. Published March, 2012 EMC believes the information in this publication is accurate as of its publication date. The information is subject to change without notice. THE INFORMATION IN THIS PUBLICATION IS PROVIDED “AS IS.” EMC CORPORATION MAKES NO REPRESENTATIONS OR WARRANTIES OF ANY KIND WITH RESPECT TO THE INFORMATION IN THIS PUBLICATION, AND SPECIFICALLY DISCLAIMS IMPLIED WARRANTIES OF MERCHANTABILITY OR FITNESS FOR A PARTICULAR PURPOSE. Use, copying, and distribution of any EMC software described in this publication requires an applicable software license. For the most up-to-date listing of EMC product names, see EMC Corporation Trademarks on EMC.com. All other trademarks used herein are the property of their respective owners. 2 ECOM Deployment and Configuration Guide Contents Preface.............................................................................................................................. 7 Chapter 1 Overview of CIM and SMI-S Modeling with CIM and SMI-S....................................................... Structural model overview....................................................... Profiles.......................................................
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...Let’s take a closer look at how motivation ties in with these intrinsic and extrinsic theories for motivation. It is clear that motivation is one of the most prominent driving forces by which humans pursue and ultimately achieve their goals. Motivation, quite simply, is rooted in the human instinct to minimize pain and maximize pleasure. The characteristics of such a basic theory would usually be about as clear cut as they come. However, motivation relies heavily on one’s personal psychology as well as specific situations. As noted before in the survey, it also has two very distinct and different sides to it, those being intrinsic motivation and extrinsic motivation. Intrinsic motivation is defined as a type of motivation that is internally driving, such as through interest or enjoyment in a task itself, and does not rely on any external pressure. It can be founded on both positive and negative emotions. Again, according to the survey, the two top answers for intrinsic motivation were self satisfaction and fear of failure. Although they seem to be complete opposites, they are both internal motivators that push students to achieve their goals, simply for themselves. Intrinsic motivation is almost always the more efficient and beneficial form of motivation, as opposed to extrinsic. This is especially true in the classroom. Students who are intrinsically motivated are more likely to fully engage in a given task. They tend to be more positive and optimistic in the face of challenges...
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...Part I: Introduction Abstract: Motivation is the process of influencing people to work efficiently and effectively to achieve the goal of the organization. Practice of motivation is highly seen in the banks of Bangladesh. As a full financial institution, banks are highly dependent on effective and efficient work of bankers or its employees. As there are monetary and non-monetary sources of motivation, similarly there are extrinsic and intrinsic sources of motivation. Knowing the most influential factor of motivation is of a great importance for bank authorities. So a survey based report is prepared. Through the analysis of the report, we will see the more effectiveness of non-monetary rewards than monetary incentives. Besides different analysis regarding employee’s wants and their perceptions regarding motivation are also analyzed. Keywords: Motivation, Monetary source, nonmonetary source, extrinsic source, intrinsic source, salary, influence, performance, employee, authority, job, workplace, needs, wants etc. Objectives of the Report: Objectives of preparing this report are given below: * To apply the theoretical knowledge in practical life. * To know the motivational techniques in banks. * To understand the perception and want of employees regarding motivation. * To become a good manager. * To understand the current workplace situation. Limitations of the Report: We faced several problems and limitations through preparing this report some of...
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...between different organizations. An example is SRO which ran focus groups to learn more of employees perceptions. From these focus groups the CEO wanted to uncover the root cause of employees unhappiness which resulted in poor performance. This shone light to the fact that employees were not satisfied with the way their manager ran things. Firstly the staff were not aware of what was going on in the company. They never heard of news of people getting promoted due to the lack of transparency in the company which eventually led to low motivation. After implementing the intranet promotion announcement system and having award ceremonies, staff became more aware of these promotions and realize that it was possible to achieve their intrinsic and extrinsic goals. This in turn resulted in an improvement in the organizations performance as staff began to work harder. Like SRO, focus groups were set up at Deloiite as well but with a different agenda. They were organized to learn from the culturally diverse workforce in the company so as to set up an initiative to attract and retain talented employees. In another case, the company Datacom learnt that the level of engagement from workers varied between teams. Even though members of the team were happy, their performance levels still weren't up to standard. Teams who were happy with their work environment and were well engaged in their projects were the most productive. This was due to the relationship between staff and managers. Whenever...
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