Relationship Between Intrinsic And Extrinsic Motivation

In Self-Determination Theory (Carol Sansone, Judith M. Harackiewicz, 2000) the types of motivation were differentiated on the basis of different reasons or goals which actually initiates an action. However the major two types of motivation that have been dealt with in a number of organizational structures seminars are Extrinsic Motivation and Intrinsic Motivation. Where extrinsic motivation serves to meet the non-job or indirect needs of the employees, which could be easily understood from the situation that money is used as a medium to accomplish the desired ends but it does not mean that monetary motivation is the only motivation or money is considered to be a sure tool of providing motivation, similarly in the career perspectives the jobs play as an major role in achieving the desired needs by way of the bonuses and perks. This simply means that higher the monetary allowances, higher is the motivation to the employees to

Motivation is the process that accounts for an individual’s intensity, direction, and persistence. There are two type of motivators: intrinsic motivators and extrinsic motivators. Extrinsic motivators come from outside the person and include pay, bonus and other tangible rewards. Intrinsic motivators come from internal desire to do something due to interest, challenge and personal satisfaction.

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

According to Bateman & Snell (2009), Motivators to employee job performance are centered on extrinsic and intrinsic rewards. Extrinsic rewards are characteristics of the workplace that attract and retain people. They revolve around organization and management policies, working conditions, pay, benefits, and other so-called “hygiene” factors. Intrinsic rewards are motivators that provide employees personal satisfaction in the performance of their jobs such as opportunities for personal and career growth, recognition and the feeling of achievement in the successful completion of a task. (p. 486). Herzberg’s two-factor theory suggests

Motivational factors – like achievement, recognition, advancement, and responsibility are related to job satisfaction while extrinsic factors

Extrinsic motivation e.g. Money is the critical incentive to motivation in today's work environment However , motivation differs from individual to individual and with their respective beliefs and values, circumstances and culture. It is important for mangers to identify which motivation factor works with which employee and apply it respectively In any environment, both Intrinsic and Extrinsic motivations are needed for work satisfaction and work performance

In “Understanding Management”, there is a chapter on motivation that covers both extrinsic and intrinsic reward. The material does highlight the increasing trend of motivating people through appealing to those intrinsic needs and how it

Individuals possess different intrinsic motivators that encourage them to come to work and perform to the best of their abilities. If these intrinsic motivators are met, the person is more likely to be happy with their job and feel a sense of personal fulfillment. The purpose of this paper is to identify and compare two jobs, one where the employee feels professionally happy and the other where the employee feels professionally unhappy. After identifying the two jobs, the author will discuss the various factors from each job that cause the feelings and the author will also discuss his personal and professional intrinsic motivators.

Intrinsic motivation comes from within and not from external forces. An extrinsic motivator can sometimes detract someone from something they enjoy. An example of this is someone loves their job and it brings them great enjoyment, but then a reward is offered and the job seems more like work rather than an enjoyable activity. Studies have been done where a child plays with a toy because they like it, but when the child earns praise for playing with the toy they become disinterested in the toy. These shows that extrinsic can actually be a detractor when intrinsic motivation is already enforced. I have personally seen overtime that intrinsic motivation keeps someone in their career longer then extrinsic motivation. If you enjoy your work you

I constructed a survey from about fifteen different people to see if they believed that their motivation was intrinsic or extrinsic. I also asked the surveyors which type of motivation they

Intrinsic and extrinsic types of motivation have been widely studied and the understanding of each has

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).

The outcome of this paper is to explain how motivation is different for each person and why some factors (cultural and situational) may influence motivation and the effect.

Edwin, A.L., (1990). "Work motivation and satisfaction: Light at the end of the tunnel." Psychological science, 1(4),240-246.

Herzberg (1987) believed that there are factors that led to job satisfaction and job dissatisfaction. The factors that led to job satisfaction are labeled as motivators and they included: achievement, recognition for an achievement, the work being done by the employee, responsibility, and the opportunity for growth or advancement. These are all internalized factors that