TYPES OF MOTIVATION

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The motivation can be divide two types ,

1. Intrinsic motivation

2. Extrinsic motivation

Intrinsic motivation

According to Armstrong ,Intrinsic motivation can arise from the self-generated factors that influence people’s behavior. It is not created by external incentives. It can take the form of motivation by the work itself when individuals feel that their work is important, interesting and challenging and provides them with a reasonable degree of autonomy opportunities to achieve and advance, and scope to use and develop their skills and abilities. Deci and Ryan (1985) suggested that intrinsic motivation is based on the needs to be competent and self-determining .Intrinsic motivation can be enhanced by job or role design. According to an early writer on the significance of the motivational impact of job design (Katz, 1964): ‘The job itself must provide sufficient variety, sufficient complexity, sufficient challenge and sufficient skill to engage the abilities of the worker.’ In their job characteristics model, Hackman and Oldham (1974) emphasized the importance of the core job dimensions as motivators, namely skill variety, task identity, task significance, autonomy and feedback. (  Deci and Ryan ,1985 cited in Armstrong ,2009 )

In order to ,One source of complexity in understanding intrinsic motivation is in defining the construct .Also intrinsic motivation as occurring when an activity satisfies basic human needs for competence and control. Ryan and deci ,chapter 2,cited in Carol .S and Judith .M Harackiewics ,2000 ,p 444)

Extrinsic motivation

Extrinsic motivation is a motivation that is driven by external rewards .,.Unlike intrinsic motivation ,which arises from within the individual ,extrinsic motivation is focused purely on outside rewards .People who are extrinsically motivated will continue to perform a task even though it might not be in and of itself result .As an example anybody person will do something at his or her job that they don’t find enjoyable in order to earn a salary. These can be tangible ,such as money grades ,or intangible ,such as praise or fame.(Cherry .K)

Extrinsic motivation extrinsic motivation occurs when things are done to or for people to motivate them. These include rewards, such as incentives, increased pay, praise, or promotion; and punishments, such as disciplinary action, withholding pay, or criticism. Extrinsic motivators can have an immediate and powerful effect, but will not necessarily last long. The intrinsic motivators, which are concerned with the ‘quality of working life are likely to have a deeper and longer-term effect because they are inherent in individuals and their work and not imposed from outside in such forms as incentive pay.(Armstrong ,2009)

As an example the desired behavior and the threat of punishment following misbehavior competition is an extrinsic motivation because it encourages the performer to win and to beat others not simply to enjoy the intrinsic rewards of the activity a cheering crowd and the desire to win atrophy are also extrinsic incentives

 

List of references

 

Amstrong, M. (2009) ARMSTRONG’S HANDBOOK OF HUMAN RESOURCE MANAGEMENT PRACTICE. 11th edn.[online].Available at: Armstrong's Handbook of Human Resource Management Practice by Armstrong, Michael. - PDF Drive [Accessed on 27st of November 2022]

 

Carol .S and Judith .M Harackiewicz (2000) INSTRINSIC AND EXTRINSIC MOTIVATION ,The search for optimal motivation and performance [Online ].Avaliable at:Intrinsic and Extrinsic Motivation_ The Search for Optimal Motivation and Performance (Educational Psychology) ( PDFDrive ) (2).pdf[Accessed on 27th November 2022]

 

Deci .E.L,1972 INTRINSIC MOTIVATION ,EXTRINSIC REINFORCEMENT AND INQUITY[online ]Available at (PDF) Intrinsic Motivation, Extrinsic Reinforcement, and Inequity (researchgate.net) [Accessed on 03thDecember 2022]

 

Deci and Ryan ,1985 ,SELF DETERMINATION  THEORY ,A view from the hierarchical  model of intrinsic motivation  and extrinsic motivation  [online ] Available at: https://www.researchgate.net/publication/284515746_Deci_and_Ryan's_self-determination_theory_A_view_from_the_hierarchical_model_of_intrinsic_and_extrinsic_motivation [Accessed on 03thDecember 2022]

Comments

  1. Derrick WilliamDecember 5, 2022 at 1:26 AM

    Agree on your content Nimesha. Further wish to add, Mulwa (2003), conducted a study on employee performance in public audit institutions in Kenya. He explains the various motivation theories; Abraham Maslow's hierarchy of needs, Hertzberg's two-factor theories and the equity theory of Adams and found that motivation is key for the productivity, profitability and sustainability of every institution - as the employees are its movers. Motivation is not a one-off undertaking rather it's a continuous undertaking by management as long as the organization exists.

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    1. W.A.Nimesha MadushaniDecember 13, 2022 at 9:48 PM

      In research, a hypothesized model of life satisfaction is discussed, the model suggests that there are personal variables, environmental variables and community variables which has influencing effects in determining life satisfaction (Iverson & Maguire, 1999). Rapid variations in life satisfaction comprise considerably more than changes in work life, therefore, we assume that life satisfaction will foresee performance only at the trait level, i.e. predicting generally happy individuals are more productive, but global satisfaction is not related to short-term productivity

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  2. ALM.AmeenDecember 6, 2022 at 7:30 AM

    agreed madushani, Global business situation if fast shifting and the organizations which are adaptable to the change are the one going to survive. Organizations need to frame strategies in order to tolerate the challenging competition, and the one which are able to survive will be able to sustain longer than others. One of the greatest challenges organizations face today is how to manage turnover of work force that may be caused by migration of a lot of industrial workers. This may be because of their lack of Motivation and commitment for the organization; this point of view highlights the reputation of the study of Motivation and its relationship to Job Satisfaction (Prof. S. K. Singh & Vivek Tiwari, 2011)

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    1. W.A.Nimesha MadushaniDecember 13, 2022 at 9:49 PM

      In (2011), Parvin and Kabir studied the tested factors affecting job satisfaction for pharmaceutical companies and described job satisfaction as how content an individual is with his or her job, and viewed job satisfaction is not the same as motivation, although clearly linked. Similarly, Pantouvakis and Bouranta (2013) indicated job satisfaction as a consequence of physical features and as an antecedent of interactive features. Wickramasinghe (2009) investigated that gender and tenure are significant in job satisfaction measurement. So here it can be said that job satisfaction is often determined by how well outcome meet or exceed expectations. For example, a good work environment and good work conditions can increase employee job satisfaction and the employees will try to give their best which can increase the employee work performance

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  3. KandeepanDecember 9, 2022 at 9:40 AM

    Agreed Madushani. In addition, the notion of intrinsic motivation represents organisms' natural predisposition to participate in activities that pique their interest and, in doing so, to acquire knowledge, grow, and broaden their horizons. People are motivated by intrinsic factors whenever they perform in ways that provide them pleasure (Carol, 2000)

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    1. W.A.Nimesha MadushaniDecember 13, 2022 at 9:50 PM

      The work of Hunter et al. (2012) defines that achievement is a unique and specialized form of organizational performance. As per Satyawadi and Ghosh (2012), employees are motivated to a greater extent by achievement and self-control. Now this can be understood: an employee who is achievement motivated seeks achievement, bringing realistic but challenging goals, and betterment in the job. There is a strong need for feedback from the higher officials in the organization as to achievement and progress, and a need for a sense of attainment

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  4. VisithagDecember 9, 2022 at 5:33 PM

    Good explanation. According to the jain, A., Gupta, B., Bindal, M., ( 2019) if the organization focuses on the values of employee motivation like loyalty to the organization, recognition of accomplishment, job security, work that is challenging, that provides opportunities for personal growth, and desire to participate in decisions that affect one’s organization, that helps the organization to have motivated employees.

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    1. W.A.Nimesha MadushaniDecember 13, 2022 at 9:50 PM

      A study by Mahazril et al. (2012) organizations had the duty to appreciate the employee from time to time and offer other form of benefits such as payment, which will help in employee motivation. Likewise, Kingira and Mescib (2010) define appreciation as the abstract of immaterial incentives; “employees giving immaterial incentives (appreciation, respect etc.) as much as materiel incentives with working department” shows employees do not agree with this behavioral statement. With this result, it can be stated that employees being employed in different parts can take their different opinions at different levels. Among the variable of responsibility and being appreciated, it is understood that “success of employers always be appreciated with education.” The more effective quality and practicality of education employees had, the more contribution they will have to businesses

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