psych635-week4individual-michaila

psych635-week4individual-michaila - Intrinsic and Extrinsic...

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Intrinsic and Extrinsic Motivation 1 Intrinsic and Extrinsic Motivation in the Workplace Handout Michaila Shaak Psych 635 August 17, 2015 Professor Rebecca Singer
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Intrinsic and Extrinsic Motivation 2 Intrinsic Motivation and Extrinsic Motivation in the Workplace All businesses, no matter their size, are looking to increase productivity and quality. Having employees who are motivated will ultimately lead to the success of the business as it will lead to an increase in quality and production. However, fostering motivation in employees can be difficult as motivation is an internal process, which reflects the desire of individuals to achieve certain goals. This means that what motivates one person might not necessarily motivate another. However, it also means that there is no way to force another person to hold the goals that you wish for them to hold to the same degree of importance. Therefore, the challenge of the business owner, administrators and supervisors is to formulate an action plan to stimulate and motivate employees. The following will explore intrinsic and extrinsic motivation as it relates to the workplace. Additionally, the long-term effectiveness of intrinsic motivation versus extrinsic motivation will be covered. Finally, an example of an effective employee motivational system as well as the steps to take to implement it, will be provided. Extrinsic Motivation and Its Impact on the Workplace Simply stated, extrinsic motivation is the desire to complete a task or exhibit a behavior in order to obtain an external rewards like money or praise (Schunk, 2012). In business and the workplace, this is the most common type motivation which employers and supervisors used to in an attempt to increase employee productivity and foster increased self-motivation (Amabile, 1993). Rewards such as extra time off from work, monetary bonuses, gift cards or even a title such as employee of the month, are utilized as incentives in an attempt to incentivize increased work performance. Unfortunately, while this type of motivation might produce immediate results, motivation levels and productivity can fade over time (Amabile, 1993). Rewards must be consistently offered for motivation to remain consistent and employees will generally tire of
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Intrinsic and Extrinsic Motivation 3 small or trivial rewards over time (Amabile, 1993). In other words, while extrinsic rewards can
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