Intrinsic versus Extrinsic Motivation

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Intrinsicversus Extrinsic Motivation

Intrinsicversus Extrinsic Motivation

Thedifferences between intrinsically and extrinsically motivatedindividuals

Intrinsic motivation is a type of motivation where an individualengages in certain behavior for personal reward other than performingtasks for an external reward. Intrinsically motivated employeesstrive to learn and acquire new skills. The extrinsic motivation thatorganization use occurs when an individual engages in activitiespurposely to earn a reward. Individuals who are intrinsicallymotivated are always committed to their assigned duties, enjoy andbelieve that their tasks worth the efforts (Agrifoglio et al., 2012).Extrinsically motivated persons engage themselves to perform taskseither to avoid punishment or to receive a reward as a return.

Howto motivate individuals who are intrinsically motivated andextrinsically motivated

Inmost cases, to motivate extrinsic employees in an organization, themanagement need to use bonuses, financial enticement as well aspromoting its members to attain full performance of the tasksassigned to every an individual. Sometimes employees can becriticized with punishment to be motivated extrinsically. Thelearning organization has always incorporated both intrinsic andextrinsic motivations to facilitate learning process (Haines, Sabaand Choquette, 2008). Instructors as well tutors do emphasis onexternal rewards such as the use of grades, gold stars to encouragecompetencies amongst students. The management can extrinsicallymotivate employees through making an ultimatum warning to individualswho cannot make up to the required expectation. Extrinsicallymotivated employees do put focus only when their reward can beanticipated, or the management applies force thus leads to theirperformance. Individuals who are intrinsically motivated possesscharacteristic such as the desire for self-determination, strive forexcellence and purpose. However, it is evident that whenorganizations praise their employees, it enhances internalmotivation. If organizations give rewards to individuals for the sakeof completing a certain task, a higher probability of intrinsicmotivation to decrease is high.

Thecharacteristics of a performance-driven team

Inmost cases, a high performance-driven team constitute of individualswho can work jointly to achieve a common goal, and possess variouscharacters.

  1. Develop clear goals – organizations that work consistently towards achieving the goals are determined by high performance-driven team. The team helps in setting up goals on a regular basis and also help in developing strategic plans that work hand-in-hand towards the mission set for the organization.

  2. Enhancing effective communication – A high performance-driven team do rely on effective communication. Members who communicate effectively and efficiently strive to bring positive relationship with other members. Such individuals find it easy to manage conflicts and solve other related problems.

  3. Officiating meetings – performance-driven team clarifies organizational roles and develop effective leadership roles within the team in proving opportunities for members. Organizations that involve their team members in decision-making process with the help of leaders act to be effective in taking up the leadership roles. Team members with such characteristics prove to serve the organization towards achieving the goals set.

References

Agrifoglio,R., Black, S., Metallo, C., &amp Ferrara, M. (2012). ExtrinsicVersus Intrinsic Motivation in Continued Twitter Usage.&nbspTheJournal of Computer Information Systems,&nbsp53(1),33-41.

Haines,V., Saba, T., &amp Choquette, E. (2008). Intrinsic motivation for aninternational assignment.&nbspInternationalJournal of Manpower,&nbsp29(5),443-461.

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