"Motivation is the reason for which humans and other animals initiate, continue, or terminate a behavior at a given time."
This topic distinguishes between intrinsic and extrinsic motivation and explains how they influence employee behavior and performance in the workplace. It covers the different types of rewards and incentives commonly used to motivate employees.
Definition of Intrinsic vs. Extrinsic Motivation: Intrinsic motivation is the type of motivation that comes from within a person, while extrinsic motivation comes from external factors.
Differences between Intrinsic and Extrinsic Motivation: Understanding the key differences between intrinsic and extrinsic motivation, which include how they affect behavior, the source of the motivation, and their impact on performance.
Common Examples of Intrinsic vs. Extrinsic Motivation: Understanding common examples of intrinsic vs. extrinsic motivation, including how they might be demonstrated in an organizational setting.
Self-Determination Theory: An overview of self-determination theory, which is a psychological theory that explains how intrinsic motivation can facilitate personal growth and well-being.
Types of Extrinsic Motivation: Understanding the different types of extrinsic motivation, including rewards, punishments, and social pressure.
Maslow's Hierarchy of Needs: An overview of Maslow's hierarchy of needs, which is a motivational theory that suggests people are motivated by different needs, including physiological, safety, belongingness, esteem, and self-actualization.
Deci and Ryan's Cognitive Evaluation Theory: An overview of Deci and Ryan's cognitive evaluation theory, which is a theory that suggests that external factors can either enhance or undermine intrinsic motivation.
Motivation Strategies: An overview of different motivation strategies that can be used to promote intrinsic and extrinsic motivation in an organizational setting, including designing tasks that are challenging and rewarding, offering recognition and praise, and providing opportunities for growth and development.
Factors Affecting Intrinsic vs. Extrinsic Motivation: Understanding the different factors that can affect intrinsic and extrinsic motivation, including personal values, social norms, organizational culture, and the nature of the task or goal.
Importance of Intrinsic and Extrinsic Motivation: Recognizing the importance of both intrinsic and extrinsic motivation in promoting individual and organizational performance, and understanding how to balance the two types of motivation to achieve optimal results.
Achievement: Achievement in the context of organizational studies and intrinsic vs. extrinsic motivation refers to an individual's desire to attain personal goals and excel in their performance.
Autonomy: Autonomy in organizational studies refers to the degree of independence and self-direction individuals have in their work, decision-making, and goal-setting.
Personal Growth: Personal growth refers to the continuous development of an individual's knowledge, skills, and abilities, often driven by the internal desire to reach their full potential.
Curiosity: Curiosity refers to the inherent desire of individuals to explore and learn, driven by an intrinsic motivation to uncover new information and experiences.
Recognition: Recognition in the context of Organizational studies and Intrinsic vs. Extrinsic Motivation refers to the acknowledgement and appreciation extended to employees for their contributions and achievements within the workplace.
Responsibility: Responsibility in organizational studies refers to the sense of obligation and accountability individuals feel towards their roles and tasks within the workplace.
Creativity: Creativity refers to the generation of novel and valuable ideas, solutions, or products that are original and innovative.
Mastery: Mastery refers to the internal desire and satisfaction that individuals derive from developing, improving, and becoming expert in their work or chosen field.
Self-determination: Self-determination in organizational studies refers to the extent to which individuals feel a sense of autonomy and self-direction in their work, which can significantly impact their intrinsic motivation and job satisfaction.
Purpose: Purpose refers to the internal drive that arises from a sense of meaning and personal fulfillment, leading individuals to engage in work that aligns with their values and contributes to a larger goal.
Money: Money is a external, extrinsic motivator commonly used by organizations to incentivize individuals and encourage desired behaviors or performance.
Benefits: Benefits refer to tangible rewards, such as salary, healthcare, and retirement plans, offered by organizations to employees as a means of extrinsic motivation and attracting, retaining, and satisfying them.
Status: Status in organizational studies refers to an individual's position or rank within a social structure, which influences their power, authority, and access to resources.
Job Security: Job security refers to the perceived stability and assurance of continued employment within an organization.
Promotion: Promotion in organizational studies refers to the advancement of employees to higher positions within the organizational hierarchy as a form of extrinsic motivation.
Feedback: Feedback in the context of organizational studies refers to information or evaluation given to individuals regarding their performance or behavior and its impact on their intrinsic and extrinsic motivation.
Coercion: Coercion refers to the use of force or threats to compel individuals to act against their will or without intrinsic motivation in organizational settings.
Punishment: Punishment in organizational studies refers to the use of negative consequences or disciplinary measures to discourage undesirable behavior and promote compliance within the workplace.
Competition: Competition refers to the rivalry among individuals or organizations to outperform others and achieve superior outcomes, often fueled by both intrinsic and extrinsic motivations.
Fear of failure: Fear of failure refers to the psychological distress or anxiety experienced by individuals when they are concerned about making mistakes or falling short of expectations.
"Motivational states are commonly understood as forces acting within the agent that create a disposition to engage in goal-directed behavior."
"This means that we can be motivated to do something without actually doing it."
"The paradigmatic mental state providing motivation is desire."
"But various other states, such as beliefs about what one ought to do or intentions, may also provide motivation."
"Motivation is derived from the word 'motive', which denotes a person's needs, desires, wants, or urges."
"It is the process of motivating individuals to take action to achieve a goal."
"The psychological elements fueling people's behavior in the context of job goals might include a desire for money."
"Content theories... aim to describe what goals usually or always motivate people."
"Abraham Maslow's hierarchy of needs... posit that humans have certain needs, which are responsible for motivation."
"Behaviorist theories try to explain behavior solely in terms of the relation between the situation and external, observable behavior without explicit reference to conscious mental states."
"Motivation may be either intrinsic if the activity is desired because it is inherently interesting or enjoyable."
"Motivation may be... extrinsic if the agent's goal is an external reward distinct from the activity itself."
"It has been argued that intrinsic motivation has more beneficial outcomes than extrinsic motivation."
"Motivational states can also be categorized according to whether the agent is fully aware of why he acts the way he does or not, referred to as conscious and unconscious motivation."
"Motivation is closely related to practical rationality."
"Failing to fulfill this requirement results in cases of irrationality, known as akrasia or weakness of the will, in which there is a discrepancy between our beliefs about what we should do and our actions."
"In the field of business, a central question concerns work motivation, for example, what measures an employer can use to ensure that his employees are motivated."
"Motivation is also of particular interest to educational psychologists because of its crucial role in student learning."
"Specific interest has been given to the effects of intrinsic and extrinsic motivation in this field."