...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)...
Words: 1705 - Pages: 7
...Money Talks … to Online Opinion Leaders What Motivates Opinion Leaders To Make Social-Network Referrals? MENGZE SHI Rotman School of Management, University of Toronto mshi@rotman.utoronto.ca ANDREA C. WOJNICKI Independent marketing consultant Andrea.Wojnicki@ gmail.com This study investigated the effectiveness of intrinsic versus extrinsic motivations for consumers’ online social-network referrals, specifically across “opinion leaders” and “non–opinion leaders.” The authors utilized a unique dataset that matched a survey with an online field experiment. The empirical results indicated “money talks”—that is, online referral rates were higher when extrinsic rewards were conferred. Notably, the effect of an extrinsic reward was significantly stronger among opinion leaders. In this paper, the authors highlight the significance of reputational concerns and referral motivations in this context. Opinion leaders may have developed a reputation of intrinsically motivated referrals across their social networks, shielding them from potential loss of social capital associated with extrinsic rewards. INTRODUCTION Given the commercially and academically documented impact of social networks in the marketplace, many marketers seek to harness the power of consumer referrals or word of mouth (WOM), whether it be online through social media (Kaiser, Kröckel, and Bodendorf, 2013) or offline. In the quest to inspire consumers to talk, some marketers offer rewards (i.e., discounts or gift certificates)...
Words: 6938 - Pages: 28
...Research Summary and Ethical Considerations Grand Canyon University NSR-433 Professor Stone August 15, 2015 Research Summary and Ethical Considerations Type 2 Diabetes can be prevented with certain lifestyle changes such as increased physical activity, healthy dietary habits, and weight loss. However, A better understanding of what motivates lifestyle changes and the barriers that prevent the life style changes, especially among overweight individuals with risk of T2D was needed. The study, Motivators and barriers to exercise among adults with a high risk of type 2 diabetes – a qualitative study, was preformed to help fill this knowledge gap. The purpose of this study was to describe the motivators and barriers to exercise among subjects with a high risk of T2D. (Korkiakangas, 2010) Background of study While there was previous research study, the Finnish Diabetes Prevention Study, motivations and barriers to exercise with individuals with Type 2 Diabetes. Prior to this study, there was only one research study on motivation and barriers to exercise with individuals at risk for Type 2 Diabetes. The purpose of this current research study is to obtain more information and to identify and describe the motivators and barriers to exercise among subjects with a high risk of T2D. The obtained information will be used to develop content and methods for counseling. Nursing will be able to use this new developed content and methods for counseling to help guide the patient that...
Words: 1869 - Pages: 8
...Resource Management, Vol. 20, No. 7, July 2009, 1503–1520 Workforce motivation in Japan: an examination of gender differences and management perceptions Reginald Worthleya*, Brent MacNabb, Richard Brislina, Kiyohiko Itoa and Elizabeth L. Rosec a University of Hawaii at Manoa, Honolulu, Hawaii, USA; bThe University of Sydney, Sydney, Australia; cHelsinki School of Economics, Helsinki, Finland As Japan enters the new century, pending workforce shortages – a function of low birth rates and an aging population – increase the need to address gender issues in organizations. Throughout the past four decades, the number of female workers in Japan has been growing, although full-time female participation in the Japanese workforce remains below the levels of some other industrialized nations. Despite the growing importance that the Japanese female labor force is expected to play, relatively little is known about women’s attitudes toward work motivation in Japan. Using a twofactor, Herzberg intrinsic/extrinsic approach to motivation, we examine the applicability of such a model in Japan, and compare the attitudes of female and male workers, as well as management and non-management. Our findings include: (1) support for the applicability of a Herzberg, two-factor model in Japan; (2) Japanese men in the workforce tending to value intrinsic motivators more than extrinsic factors; (3) female workers in Japan rating extrinsic factors higher than their male counterparts; and (4) managers’ opinions...
Words: 9991 - Pages: 40
...Motivation is a theoretical construct, used to explain behavior. It is the scientific word used to represent the reasons for our actions, our desires, our needs, etc. Motives are hypothetical constructs, used to explain why people do what they do. A motive is what prompts a person to act in a certain way or at least develop an inclination for specific behavior.[1] For example, when someone eats food to satisfy the need of hunger, or when a student does his/her work in school because they want a good grade. Both show a similar connection between what we do and why we do it. According to Maehr and Meyer, "Motivation is a word that is part of the popular culture as few other psychological concepts are".[2] Wikipedia readers will have a motive (or motives) for reading an article, even if such motives are complex and difficult to pinpoint. At the other end of the range of complexity, hunger is frequently the motive for seeking out and consuming food.Types of theories and models[edit] Motivation theories can be classified on a number of basis. Natural vs. Rational based on whether the underlying theory of human Cognition is based on natural forces (drives, needs, desires) or some kind of rationality (instrumentality, meaningfulness, self-identity). Content vs. Process based on whether the focus is on the content ("what") motivates vs process ("how") motivation takes place. Monist and pluralistic motivational theories[edit] A class of theories about why people do things seeks...
Words: 8883 - Pages: 36
...Escalation * Project features encourage it * Psychological factors encourage it * Social factors encourage it * Structural factors encourage it * ex: Vietnam war – committed large number of troops to combat * Reduce escalation of commitment * Separate initial decision-makers from decision evaluators * banks making problem loans * get a fresh set of eyes to evaluate * Shift focus of attention * think about others, pro-social view * hopes and aspirations, growth * Hold people accountable for decision processes, not only outcomes * Maximizers vs. Satisficers * Maximizers – 20% higher salary * Maximizers less successful * less satisfied with outcomes * more negative emotions during search * Maximizers tend to do better but feel worse than satisficers * ex: Silver medal in Olympics * Maximizers at greater risk of escalating commitment * Irrationality * Often can not articulate why we make decisions * ex: Predicting double faults * when asked to justify, they do not really know but may give an answer * Irrationality is unconscious * people’s decisions are also shaped by factors outside of their conscious awareness * Role of priming * requests – providing a reason gives greater compliance * the word “because” has an automatic reaction * ex: copier ...
Words: 4504 - Pages: 19
...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...
Words: 2275 - Pages: 10
...Assessing and Developing Emotional Intelligence Student: Abraham L. Maker Student No15449342 5th May. 11 Table of Contents INTRODUCTION: 3 PART 1: - SELF ASSESSMENT USING SELF-ASSESSMENT EXERCISES 3 IPIP Introversion-Extroversion Scale 3 The scales of money attitudes 4 TWO “TEAM PROCESSES” SELF-ASSESSMENTS 4 Team Roles Preference Scale 4 Team Player Inventory 5 TWO “ORGANISATIONAL PROCESSES” SELF-ASSESSMENTS 5 Tolerance of Change Scale 5 EMOTIONAL INTELLIGENCE 6 Emotional Empathy Scale 6 PART 2: - OVERVIEW OF RELEVANT LITERATURE 6 Job Satisfaction and Performance Practices 6 Extrinsic and Intrinsic Motivation 6 Zest in the Workplace 7 Prima Donnas” in the Workplace 8 ORGANISATIONAL STRUCTURE 8 Mechanistic vs. Organic Structures 8 Tolerance to Change 9 PART 3: - APPLICATIONS AND LIMITATIONS 9 Organisational Structure and Tolerance to Change 10 CONCLUSION 10 REFERENCES: 11 INTRODUCTION The point of this report is to develop some insights into self-assessment tools as a technique for self-evaluation and improvement, as part of continual improvement and professional learning. In addition, through use of the self-assessment tools, areas of interest can be explored with regards to my own self-awareness and self-evaluation, but firstly it will define what emotional intelligence is. Emotional Intelligence is defined as “a set of abilities to perceive and express...
Words: 2924 - Pages: 12
...as sound and prudent judgment based on a simple perception of the situation or facts. In layman’s terms, common sense is the knowledge and experience which most people already have, or which the person using the term believes that they do or should have. The limitations of this approach can be grouped into three categories: extrinsic limitations (the result of factors extraneous to experience), limitations of common sense as a social practice (ensuing from the way knowledge is shared and communicated) and intrinsic limitations (limited viewpoint). Extrinsic limitations Extrinsic limitations can be bias or dogmatic. Bias limitations is insights based on personal experiences are difficult to distinguish from one's preferences, desires or fears. Dogmatism limitation is when beliefs based on common sense become embedded in a particular cultural framework, they are very difficult to change and often become dogmatic. Limitations of common sense as a social practice Limitations can be intangible or elusiveness in nature. According to this limitation, common sense is based on clues often too complex and subtle to be rationally explained and systematically described. Intrinsic limitations Intrinsic limitations are limited in scope and inaccurate in nature. Limited scope means that common sense is limited one’s own experiences which is not taking into account all aspects of reality. Imprecision limitations mean that common sense relies on ‘rule of thumb' methods and, therefore, is...
Words: 5813 - Pages: 24
...- Totally 128 full time Gen-Y employees of the Malaysian Administrative and Diplomatic officers completed a questionnaire measuring their motivator and hygiene factors and job satisfaction. The motivators were measured by work values questionnaire (WVQ) with 25 items, and job satisfaction was measured with a 15-item questionnaire adapted from Warr et al., (1979). The scales for all questions were seven point Likert scales. Factor analysis, T-Test, regression, and One-way ANOVA were applied in the data analysis. Findings - The results revealed that employees’ motivators are related significantly to their intrinsic job satisfaction. However, employees’ hygiene factors are not significantly related to extrinsic job satisfaction. This result is inconsistent with the previous study of Furnham A. and Eracleous A. (2009) and supports Locke’s (1976) criticism of Herzberg’s theory. Research limitations - The limitation of this study was that it used self-report measure in investigating motivational factors as well as job satisfaction and therefore the defensive bias in self-reporting was not controlled. Originality/Value - This paper revealed that hygiene factors might not affect a person’s extrinsic job satisfaction in the Malaysian context and specifically among...
Words: 3865 - Pages: 16
...Employee performance -vs- reward system GM591 Leadership and Organizational Behavior Professor Vicki Boone Chartis Insurance is a world leader in insurance who can trace their roots back 90 years when an American entrepreneur named C.V. Starr founded Chartis. What began as a small insurance business grew to become one of the world’s largest companies. Their fundamental strength lies in the 40,000 employees who service more than 70 million clients around the world. Chartis delivers commercial and personal insurance though hundreds of innovative products and services. Commercial Insurance’s products and services are provided to the full spectrum of enterprises from all around the world, from large, multinational, and mid-sized companies to small business, entrepreneurs, and non-profit organizations. Chartis Insurance serves commercial, institutional and individual customers through extensive property-casualty and life insurance networks. Chartis Insurance operates through five (four core and one non-core) divisions: life insurance and retirement services, general insurance, financial services, asset management, and other operations. By the end of 2007 Chartis Insurance had assets of approximately $1 trillion, $110 billion in annual revenues, 74 million customers and 116,000 employees in 130 countries and jurisdictions. (About Us) Within Chartis Insurance I am currently a Foreign Casualty Insurance Underwriter. I protect individuals and/or organizations from...
Words: 2829 - Pages: 12
...groups, and structure on behaviour within organizations; its purpose is to apply such knowledge toward improving an organization’s effectiveness. B. Challenges in the Canadian Workplace Page 6 Challenges at the Individual Level 1. Individual Differences 2. Job Satisfaction 3. Motivation 4. Empowerment 5. Behaving Ethically Challenges at the Group Level 1. Working With Others 2. Workforce Diversity Challenges at the Organizational Level o Improving Customer Service o Stimulating Innovation and Change o The Use of Temporary (Contingent) Employees o Improving Quality and Productivity o Developing Effective Employees o Helping Employees with Work-Life Balance o Creating a Positive Work Environment o Responding to Globalization Chapter 2 A. Perception Page 38 What is Perception? • The process by which individuals organize and interpret their impressions to give meaning to their environment. Why is it important? • Because behaviour is based on perception of what reality is, not on reality itself. • The world as it is perceived is the world that is behaviourally important. Why we study perceptions? • To better understand how people make attributions about events. We don’t see reality. We interpret what we see and call it reality. The attribution process guides our behaviour, regardless of the truth of the attribution. B. Personality (including tests) Page 46 What is Personality...
Words: 2385 - Pages: 10
...Define and describe the following theories on personality: Trait theory – the trait theory suggests that a person’s personality is built through a number of different traits that the person has. The maker of the theory was Gordon Alport; he came up with the idea. He found that just by figuring out what traits you have, the trait theory can figure out what personality you have. He said that there are 4,000 words in the English dictionary that describe traits. He put these words and traits into 3 categories; Cardinal traits, central traits and secondary traits. These categories would help describe what someone’s personality is. This theory would help pick out people like; introverts unstable, introvert stable, extrovert unstable, and extrovert stable. This then suggests the fact that some people with one of them personality’s should be selected for a certain sport. For example if someone was an introvert stable this would suggest that they should play a game like snooker or darts, something that isn’t that boistres and loud and something with no contact. Some people will argue against this and say that the test is not accurate because there are athletes that play rugby that are an introvert stable. And there can also be extrovert snooker men or darts players, they will just have a more focused point on the game. Basically, the series of tests that are available to use the trait theory are just a series of questions that you answer and at the end calculates what sort of personality...
Words: 4892 - Pages: 20
...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 session; F(1,33) = 4.52, p = 0.041) and the ANT,...
Words: 7999 - Pages: 32
...need efficient leaders to take them toward that success. In this sense, leadership style is one of the main factors determining the effectiveness of any leader. Leadership style reflects a manager or leader's personality and how he or she manages work, which affects the performance of institutions as well as employees (Lwasif, 1995). However, Subramaniam (2011) pointed out the importance of studying leadership styles because of its significance in an institution's success. Educational process is to achieve its goals, it needs teachers with high motivation. At the same time, teachers need support to increase their satisfaction and motivation, and this will come about through principals' effective leadership style (Johnson, 2007). The purpose of the study is to know how some principals prefer embracing certain leadership styles and the effects it has on teachers motivation. It is also to find outcome of desired leadership style by the principal towards achieving the school goals. It is of good interest to know the reaction of teachers to the principal whether negative or positive. It is also aimed to determine the relationship between teachers motivation and the leadership style of the principal. Further, the extent to which the various leadership approaches adopted by elementary school principals has influenced the teaching learning situations is an important area of investigation. The study will also enable us to examine the influence of the relationship on the schoolwork...
Words: 6272 - Pages: 26
