...and linking rewards to performance has positive outcomes. Based on our text and other accompanying materials I believe that intrinsic motivation is an integral component when considering employee attitudes. A study by Cho and Perry tests the influence of intrinsic motivation on employee attitudes while exploring three factors that they believe condition the effects of intrinsic motivation. These factors are managerial trustworthiness, goal directness, and extrinsic reward expectancy. According to the research study, “The analysis demonstrates that intrinsic motivation is substantively associated with both employee satisfaction and turnover intention. Managerial trustworthiness and goal directness increase the leverage of intrinsic motivation on employee satisfaction, whereas extrinsic rewards expectancy decreases the leverage (Cho and Perry, 2012, p.19).” I can agree with their findings with regards to manager trustworthiness. In my experience this has been one of the most defining factors when it comes to workplace motivation. If I liked the manager and found him trustworthy, I was more likely to have a better attitude at work that day and would try to accomplish more than what was asked of me. The company did not offer much when it came to pay or bonus incentives, so the managerial trustworthiness was all I had to motivate me. Discussing motivation is difficult without bringing up reinforcement. Reinforcement theory is an instrument that can be used by managers to increase...
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...Intrinsic motivation, also known as self-motivation, refers to influences that originate from within a person to choose a task, get energized about it, and persist until they accomplish it successfully, regardless of whether it brings an immediate reward. This includes self-esteem, self-fulfillment, self-determination, self- efficacy, and attributions for success and failure. Intrinsic learners actively seek out and participate in activities without having to be rewarded by materials or activities outside the learning task. For example, the fourth-grader who puts together puzzles of states and countries because she likes to see the finished product and wants to learn the names of the capital cities is intrinsically motivated. Another example of intrinsic motivation can be of a student who studies really hard, not to get good grades, but because he or she is really interested in that subject. In such a case, even if the student fails or gets less marks, he or she continues to study that subject and takes failures as learning lessons. Both are examples of intrinsically motivated children who experience more enjoyment from learning, gain greater knowledge and insight, feel better about themselves and are more likely to persist in goal- directed activities (Barrett & Morgan, 1995; Deci, Vallerand, Pelletier, & Ryan, 1991; Ford & Tompson, 1985; Harter, 1978; Pintrich & Schunk, 1996). For years, researchers and psychologists have been studying this type...
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...Davao City The Relationship of Age and Intrinsic Motivation on the Probability of Career Change in Bayan Telecommunications Sales and Marketing Unit 2014 Introduction It’s human nature to get comfortable and settle into a predictable routine. If you’re able to perform your job competently, you may have little motivation to improve or update your skills regularly. Most people change jobs for better opportunities: a higher salary, more benefits, and/or a better title with more challenging work. You can often get that in the same company through promotions, but in this era of raise freezes and "you're lucky you even have a job" mentality, advancement doesn't always happen and we might end up stagnant in the same position for years because of the job security In the Philippines people tend to stick with the same job especially if they have been doing it for years. The job may be something that interests them or has become a routine but nonetheless as long as it is able to provide the basic need of the family it will do. For others changing careers may not be a big deal since they are able to support themselves financially but in the Philippines it is hard enough to look for a job that a person is qualified to how much more change careers. We are aware that there is a lack of job offers in the Philippines which is why Filipinos stick to the same job even f it does not particularly interest them. In psychology, intrinsic motivation refers to behavior that is driven by...
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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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...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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...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 them. Most theories of motivation reflect these concerns by viewing motivation as a unitary phenomenon,...
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...of employee motivation and rewards, how best to achieve exceptional levels of performance and motivation in the work place. Psychologists have advanced two types of motivation theories. Dualistic theories divide motivation into two types, namely intrinsic and extrinsic. The other theories are more multidimensional and identify inherently separate motives. This paper will argue that the multidimensional approach for work place incentives would work for more types of business models, but also be a far superior method to approach staff inducement. Firstly, I will examine why the dualistic approach as a hypothesis is invalid because human motives are multifaceted (genetically diverse) and do not divide into just two kinds. Second, the rational and behavioural measures of intrinsic and extrinsic motivation often yield different or even opposite results (Eisenberger et al., 1999). Secondly, I will put forward the argument for a more multidimensional approach to employee motivation and why many researchers have moved beyond the study of intrinsic-extrinsic motivation. Researchers have validated and applied 16 universal reinforcements to a wide range of work places. Literature Themes or Arguments Intrinsic motivation is normally defined as “doing something for its own sake” from simply doing something for the joy and gratification derived. On the other hand extrinsic motivation represents the pursuit of a specific goal (Reiss, 2012). The difference between intrinsic and extrinsic...
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...this 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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...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 them...
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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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...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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...Acta Psychologica 141 (2012) 243–249 Contents lists available at SciVerse ScienceDirect Acta Psychologica journal homepage: www.elsevier.com/ locate/actpsy Effects of intrinsic and extrinsic motivation on attention and memory Lucy J. Robinson, Lucy H. Stevens, Christopher J.D. Threapleton, Jurgita Vainiute, R. Hamish McAllister-Williams, Peter Gallagher ⁎ Institute of Neuroscience, Newcastle University, UK a r t i c l e i n f o Article history: Received 21 February 2012 Received in revised form 22 May 2012 Accepted 31 May 2012 Available online 26 June 2012 PsycINFO classification: 2300 Human Experimental Psychology 2360 Motivation and Emotion 2346 Attention a b s t r a c t It is well recognised that motivational factors can influence neuropsychological performance. The aim of this study was to explore individual differences in intrinsic motivation and reward-seeking and the effect of these on attentional and mnemonic processes, in the presence or absence of financial incentives. Forty participants (18–35 years) completed two testing sessions where the Attentional Network Test (ANT) and the Newcastle Spatial Memory Test (NSMT) were administered. After a baseline assessment, participants were re-tested after randomisation to a non-motivated (control) group or to a motivated group, where payment was contingent upon performance. Performance in the motivated group was significantly improved compared to the control group on the NSMT (condition by...
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...Intrinsic vs. Extrinsic: Which Motivation is Better David Hood COLL100 American Military University Angela Matthews Intrinsic vs. Extrinsic: Which Motivation is Better Different strokes for different folks. No two people are alike. What works for one person does not always work as well for another. This is also true with regard to how people are motivated. While intrinsic motivation can make some people happy simply through the act of doing the task and enjoying it (Grabmeier, 2005), extrinsic motivation lures people in to do great things in order to obtain a reward or a specific outcome. Both motivational techniques can have positive and negative effects on each other. Intrinsic motivation can be diminished when an extrinsic motivator is taken away or perceived to be unworthy, which will further undermine or weaken the desire to perform (Schop, 2009). Intrinsic and extrinsic motivation work best when combined together to influence behavior in ways that move toward satisfying needs while also providing an incentive. In order to avoid a life of mediocrity, people need to keep their motivators in check so that they can persevere long enough to meet their needs. Think of the some of the best things in life – anything from computer games, football, coaching a child’s sports team, playing the drums … any activity that brings great joy or pleasure. Procrastination when doing one of these activities is usually not an issue. In fact, it is...
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...2011, Vol. 54, No. 1, 73–96. THE NECESSITY OF OTHERS IS THE MOTHER OF INVENTION: INTRINSIC AND PROSOCIAL MOTIVATIONS, PERSPECTIVE TAKING, AND CREATIVITY ADAM M. GRANT University of Pennsylvania JAMES W. BERRY University of North Carolina at Chapel Hill Although many scholars believe that intrinsic motivation fuels creativity, research has returned equivocal results. Drawing on motivated information processing theory, we propose that the relationship between intrinsic motivation and creativity is enhanced by other-focused psychological processes. Perspective taking, as generated by prosocial motivation, encourages employees to develop ideas that are useful as well as novel. In three studies, using both field and lab data, we found that prosocial motivation strengthened the association between intrinsic motivation and independent creativity ratings. In our second and third studies, perspective taking mediated this moderating effect. We discuss theoretical implications for creativity and motivation. As work becomes increasingly dynamic, uncertain, and knowledge-based, organizations depend on creative ideas from employees (George, 2007). Scholars and practitioners share a strong interest in understanding the psychological forces that motivate creativity—the production of ideas that are both novel and useful (Amabile, 1996). For several decades, researchers have believed that intrinsic motivation is an important driver of creativity (Elsbach & Hargadon, 2006). When intrinsically...
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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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