TYPE OF MOTIVATION.

 TYPE OF MOTIVATION.

Intrinsic Motivation.

Intrinsic is not a synonym of internal (Oudeyer & Kaplan 2013). When someone is motivated internally, they are said to be intrinsically motivated (Vindhya & Yallatti 2019). This kind of motivation originates from a person's enjoyment or interest in the work. It requires the experience of inner pleasure in the task itself (Obiekwe 2016). Some tasks are naturally motivating for people while others are not, and not all tasks are intrinsically motivating for everyone (Ryan & Deci 2000). When a worker doesn't exhibit any interest in what they are doing or lacks the necessary skills to accomplish the work correctly, extrinsic motivation is a useful tool. Incentive programs without financial compensation are more intrinsic (Filimonov 2017). Great instances of intrinsic motivation include,

  • ·         playing sports because it's an enjoyable form of activity.
  • ·         Enjoy gaming because they're fun instead of just to win.
  • ·         do sports to obtain medals and awards.
  • ·        competing with one another for more scholarships in the group. (Cherry 2013 cited in Filimonov 2017).

Extrinsic motivation.

Extrinsic motivation refers to a person's motivation being motivated by rewards and recognition from external sources. Many people might not sense internally motivated, and they will only work with external motivation to complete tasks (Vindhya & Yallatti 2019). Extrinsic motivation comes from a person's physical environment. Rewards that encourage extrinsic motivation include increased benefits, higher salaries, bonuses, and job promotions, career opportunities (Obiekwe 2016). External rewards create extrinsic motivation. Everyone tries to gain awards like fame, grades, money and others (Filimonov 2017).

impact of external motivation on internal motivation

  • ·       Extrinsic motivation is not reduced when extrinsic benefits arrive quickly.
  • ·       An intrinsic motivation may grow with praise.
  • ·     If external rewards are provided for a little task or individual effort, intrinsic motivation will low (Cherry 2013 cited in Filimonov 2017).

 

Difference between intrinsic motivation and extrinsic motivation.

Table 01.01. Difference between intrinsic motivation and extrinsic motivation.

Intrinsic Motivation

Intrinsic Motivation

Purpose of participation: Enjoyment in the process itself

Purpose of participation: Benefits derived from participating

Emotions experienced: Pleasant (enjoyment, freedom, relaxation)

Emotions experienced: Tension and pressure (social approval is not under direct control)

Rewards: Effective rewards (enjoyment, pleasure)

Rewards: Social or material rewards

More likely to stay with a task long-term

More likely to do a necessary task of little interest

Self-motivation to take on new tasks and innovate

Increases social learning compliance

Self-motivation to take on new tasks

Increases speed of task

Slower behavioral change

Removing reward results in motivation loss

(Source: Mitchell 2013 cited in Nickerson 2021)

Positive motivation

In fact, Positive motivation means motivation itself.  Positive motivation is the best way to motivate a person working in an organization.  This leads to a better working environment and rewards.  Such rewards and employee work environments can be financial or non-financial (Jain et al. 2019).

Reward-Based Motivation or Incentive Motivation

Here, it is a motivation that is done knowing that after achieving a certain goal, you will receive a certain reward or something.  An employee working in an organization knows that when he is assigned a duty, he will get something desired after completing it, so he tries to finish his duty with strong determination, correctly and quickly.  The better the reward, the greater the employee's performance. This method is a common process used in many cases.  Also, this method is very effective (Jain et al. 2019).

 

REFERENCES.

1.      Filimonov, V., (2017). Extrinsic motivation and incentives. Bachelor’s Thesis Degree Programme in Hospitality, Tourism and Experience Management. Available at: https://www.theseus.fi/bitstream/handle/10024/131731/Filimonov_Danila.PDF?sequence=3

2.      Jain, D., Gupta, D. and Bindal, D., (2019). A Study of Employee Motivation in Organization. International Journal of Engineering and Management Research, 09(06), pp.65-68.

3.      Nickerson,C., (2021). Differences of Extrinsic and Intrinsic Motivation. Available at:https://www.simplypsychology.org/differences-between-extrinsic-and-intrinsic-motivation.html

4.      Obiekwe, N., (2016). EMPLOYEE MOTIVATION AND PERFORMANCE. Thesis CENTRIA UNIVERSITY OF APPLIED SCIENCES. Available at: https://core.ac.uk/

5.      Oudeyer,P.Y.&Kaplan, F.,(2013). How can we define intrinsic motivation?.Available at : : https://www.researchgate.net/publication/29614795

6.      Ryan, M.R., Deci, E.L., (2000). Intrinsic and Extrinsic Motivations: Classic Definitions and New Directions. Contemporary Educational Psychology,25, pp.54-67.

7.      Vindhya, M., & YALLATI, R., (2019). A STUDY ON EMPLOYEE MOTIVATION. Journal of engineering science, 10(12), pp.145-147.

 

Comments

  1. shiran rodrigoSeptember 4, 2022 at 8:58 AM

    On the argument of Reward-Based Motivation or Incentive Motivation, Kohn (1993), mentioned citing Deci, that it is not appropriate to use extrinsic incentive simply because it "deprives" people of their enjoyment and interest in activities. To demonstrate scientifically how rewards and positive reinforcement might "hurt" internal motivation, he gave his justification. These studies' findings are frequently used as proof that rewards and positive reinforcements can have unintended consequences.

    ReplyDelete
    Replies
    1. Nonali SandeepaSeptember 9, 2022 at 1:40 PM

      Thank you for your feedback Shiran ! According to Morse (2003), in many cases, both managers and employees are constantly leaning towards external incentives

      Delete
  2. Asitha GalhenaSeptember 9, 2022 at 12:24 PM

    A research program shows a healthy relationship between positive affect, intrinsic motivation and employee creativity. We tend to think money is the primary motivation fact, especially for extrinsically oriented workers,
    but bonuses and performance-based incentives may be challenging when employees assume that all the actions they do might affect their compensation (Hennessey, Moran, Altringer and Amabile, 2014).

    ReplyDelete
    Replies
    1. Nonali SandeepaSeptember 9, 2022 at 1:50 PM

      Thanks Asitha, for the feedback! Deci and Ryan (2008) say that intrinsic motivation is considered the most optimal motivation. Associated with various benefits such as mental well-being and enjoyment.

      Delete

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