reward system critique - Will Goss MGMT 4030 Reward System...

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Will Goss MGMT 4030 Reward System Critique 2/7/16 Reward System Critique Motivation refers to the factors which energize, direct and sustain employee involvement in the workplace. There are two major types of motivation that exist in business which guide how an employer uses certain reward systems. Intrinsic motivation refers to an employee’s drive from within, derived from an underlying interest or passion in the subject, to perform job functions at a high level. Intrinsic motivation is powered by feelings of achievement, recognition, autonomy, self-growth or advancement held by the employee. Reward systems that incorporate intrinsic motivation have often been found to produce better results than those that use solely extrinsic motivators. Extrinsic motivators come from something outside the employee’s control, and usually cost the company in some way whether it is in the form of time or money. An example of extrinsic motivation would be a bonus or raise to the employee with the highest sales in a given period. Extrinsic motivation does play a key role in the workplace as there will be instances when intrinsic motivators are not sufficient to support desired production. However, problems can arise when motivation is purely extrinsic. In the “Expectancy Theory,” it is stated that people’s behavior will be driven by conscious choices among alternatives. When thought of in the context of extrinsic behavior, we begin to
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  • Spring '08
  • SATURAY,ST
  • expectancy theory, extrinsic motivators, extrinsic motivation, Goss

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