Competency-Building Blocks To Build Intrinsic Motivation

Of the many mini theories developed, intrinsic motivation plays a role in workplace situations I have personally experienced. Factors that encourage intrinsic motivation include challenge, curiosity, control, fantasy, competition, cooperation, and recognition. Intrinsic motivation challenges the way we learn, our purpose, interests, and meaning. Intrinsic motivation occurs when there is a generalized interest in a goal and it benefits us when the behavior to achieve the goal is self-imposed (Reeve, 2009).

Dan Pink in Ted Talks gives insight on motivation in the workplace today. Mr. Pink speaks of motivation driven by intrinsic rewards. Intrinsic is an outcome that gives personal satisfaction or fulfillment when the task is done well. Autonomy, mastery and purpose are examples of intrinsic rewards that Mr. Pink states are the driving focus of motivation. His talk was focused on autonomy, the urge to direct our own lives. Mr. Pink reviewed companies that has implemented autonomy and it showed that job satisfaction as well as job retention was high. Studies showed that extrinsic rewards only worked when little cognitive ability is required to solve a task. Extrinsic is an award that is based on something tangible, physical or monetary. Since the

One type of motivation left out of Coach Carters' repertoire is intrinsic motivation. Intrinsic motivation is the desire to learn and perform well that comes from within an individual. This is a shame because intrinsic motivation has been proven to be the most successful type of motivation when it comes to keeping a commitment. Although intrinsic motivation does come from within an individual, eg; the desire to win a trophy for a grandfather, it can still be inspired by a coach.

The work of Harlow and Deci, however, brought a different perspective to the table. The idea that people can be motivated internally by things that cannot be seen or touched was a startling new concept. Intrinsic motivation, or Motivation 3.0 as Pink calls it, was officially born. Motivation 3.0 suggests that “I want to do something” because the sheer act of doing so is personally satisfying and deeply meaningful on a much grander scale. Intrinsic motivation, as the name implies, comes from within an

In a study conducted on motivation in college students, those who displayed a greater level of intrinsic motivation were more satisfied with their college courses and had greater confidence in their overall performance (Trevino et al.,

“Intrinsic motivation is closely allied to the fundamental motivation to learn and acquire new skills. The building blocks, or psychological needs, that underlie intrinsic motivation are the need to determine one’s behavior (what psychologists term self-determination), the need to feel competent, and the need for relatedness, or to have meaningful relationships with other people. When these basic needs are satisfied, high intrinsic motivation results... they strive to learn new skills and improve their performance” (Karageorghis). The intrinsic rewards of attending college or pursuing technical training can help determine success. If a student or employee is finding that their work is intrinsically rewarding, psychology has shown that they are more likely to build work relationships, learn new skills, and be more

This type of motivation, intrinsic involves being appealing in your behavior only because it’s personal when you are achieving your reward. Normally this person is motivated by ones self-gain knowing that they are reward with knowledge rather than money. For instance, lets use a sport if someone who’s motivated in the intrinsic way they are only playing because they actually enjoy playing the sport. Solving a mystery because you enjoy the rush of adrenaline and the challenge of solving that mystery. Those are all examples of an intrinsic

Participating in this service learning writing assignment, Dortha Bare, Jordan Felver, my partner, and I all seemed excited but also nervous of meeting each other. Jordan and I had prepared our questions and assignment thoroughly. Our motivations seemed confident and well prepared in retrieving answers and getting to know Dortha that day. Incentive approaches to motivation are theories suggesting that motivation stems from the desire to attain external rewards, known as incentives (Feldman, 289). For example, grades, money, affection, and food are incentives. I believe this is the method that we used to obtain a new friendship with Dortha and to receive a college grade. Intrinsic motivation causes us to participate in an activity for our own

What motivates us and how we maintain the passion to continue to do what we do is fascinating. I find that between intrinsic and extrinsic rewards can definitely be the main factors of our motivation. There have been several theories since the start of the 1900’s that have presented to explain and present information about motivation.

Self-motivation, or intrinsic motivation, is being genuinely interested in what one is doing or learning about. People who are intrinsically motivated do not have to be told to do a task or be rewarded for doing their work. One example of self-motivation is when Marcus chooses to learn more about the Holocaust. Mrs. Gruwell has the class read The Diary of Anne Frank and everyone in the class does. However, not everyone goes as far as Marcus does. In his spare time, Marcus chooses to go to the library and pick up even more books about Anne Frank. There is no reward or requirement for him to read these books, but he does it anyway because he honestly enjoys reading about Anne Frank. He tells Mrs. Gruwell and Eva Benitez that in a way he can somewhat relate to Anne Frank. Marcus’ interest in Anne Frank reminds me of my own interest in psychology. I remember a time when we were talking about why we do the things we do and what motivates us to do them while in class a few years ago. I had always been very interested in psychology and how the brain works and the conversation made me even more curious. I was motivated to research about the brain on my own time. I began with just searching for things on the internet, and that led me to eventually going as far as getting books on the brain from the local library. After about a week, I noticed how much I had learned from

Intrinsic Motivation has been experimented on for years and in order to prove its validity. Regarding athletics, intrinsic motivation is defined as “an athlete taking up playing a sport just for the enjoyment of playing a sport” (Pelletier et al., 1995). In an article published by Ryan & Deci, the two argue that through their research, it was proven that having intrinsic motivation will help engage an athlete because of the feeling of competence that arises

According to Pink, money is a significant component of intrinsic motivation in people. However, he claims that three intrinsic factors motivate people (Daniel 40). The three elements are autonomy, purpose, and mastery. Subsequently, the concept of autonomy intrinsic motivation focuses on the desire people have to control their lives. That is, people have self-drive towards achieving success and satisfaction in life. Furthermore, Pink gives elements under autonomy that have propelled people to motive themselves, in which one of them is time. If people are given freedom to do their task, they become innovative and creative. Additionally, Autonomy can be described as the task people do, when and how the task is done and who participated in the

“Motivation is the process whereby goal-orientated activity is instigated and sustained” (Schunk, Pintrich & Meece, 2008. As cited in Eggen & Kauchak, 2010, p.284). Motivation comes in many forms and can be divided into two broad categories - extrinsic and intrinsic motivation. Extrinsic motivators are external

NCCI’s commitment to coaching supports its new employee evaluation program by using extensive meetings throughout the year for evaluations and individual coaching sessions for their employees. In the two years since it was implemented, the process has proved its worth (Ivancevicj & Duening, 2006, p. 294). Turnover is decreasing and employee performance has improved since the program was started for the company. Coaching helps sell the evaluation system to employees because the guidance makes it easier for workers to achieve the performance improvements that result in salary raises and bonuses (Ivancevicj & Duening, 2006, p. 294). The more commitment a company shows for their employees to succeed, the better the attitudes and performance will be for the staff. This is also in combination with feedback. Employees are striving for success and they are receiving the feedback they need to become a stronger performer in their job role. Coaching promotes creativity, breakthrough performance and resilience, giving organizations a competitive edge and an effective way to flow and operate within an environment of continuous change (“Why coaching in the workplace?,” 2012). Coaching can be used for many organizations in need of performance improvement in a company.

Young children are compelled to learn because of their natural curiosity in life. Older children seem to need a push in the direction to learn. This describes the two types of motivation. Intrinsic motivation describes the young child. It is motivation from within and the desire someone feels to complete a task, including natural curiosity. Intrinsic motivation is anything we do to motivate ourselves without rewards from an outside source. “In relation to learning, one is compelled to learn by a motive to understand, originating from their own curiosity” (Rehmke-Ribary, 2003 p.intrinsic).