The Motivation And Intrinsic Motivation

Motivational theories are attempted to explain the way of employee effort is generated, in this they are different types of motivational theories which is perform the effective result of the organization development with the employee individual behavior. Different types of motivational theories are named as goal setting, social learning and equity theories.

There are certain theories that works in the business organization at both practical and theoretical levels and one of such theories is motivation. The term motivation has been defined, discussed and has been dealt with a number of times as in accordance with the changing dynamics of the business organizations. Richard M. Ryan and Edward L. Deci defines a person to be motivated if, a person is moved to do something. (2000). Thereby it simply means that the one who is not energized or focused to be moving to his desired goal is unmotivated.

When a person plans or wants to do something, he or she has a motivation for that specific thing. In other words, when a person does something, that person has a reason why he or she should do that thing. Not always there is a reason to do something, but sometimes may be many reasons that are backing a person to take those actions to do it. This happens not only to humans, or living organisms, but also in nonliving organisms. An example is when a rock which had bounced after it hit the floor while falling down. Scientists may tell some of the reasons why the rock does that kind of action, but they cannot tell all of the reasons that back the rock’s actions. A similar thing, as the scientists, was Alfie Kohn trying to do in his essay, “Why

Motivation can be defined as the desire or inspiration to carry out specific tasks or to do something. Motivation is required when goals are being set and more so in their execution. In a work setting, motivation can be defined as a process through which individuals choose between alternative forms of behavior with the aim of achieving personal objectives. The goals sought by individuals can be extrinsic or relatively tangible such as monetary rewards and promotion, or intrinsic or intangible such as self esteem or job satisfaction (Armstrong, 2006). In learning, the desire to attain good grades is what motivates a student to study hard everyday as they prepare for the exam. On the other hand, for a teacher to put his best foot forward, he

Motivation is the number one driving force behind anything and everything an individual does each day. “Motivation is the desire to do the best possible job or to exert the maximum effort to perform an assigned task. Motivation energizes, directs, and sustains human behavior directed towards a goal.” (Honor, 2009). Motivation can determine the outcome of projects, goals, and can set limits on what an individual can obtain or what they believe they can obtain. Motivation often is the deciding factor on how successful a project in an organization is, and an individual’s needs and desires can both influence a person’s motivation greatly. Motivation can also determine how well an individual does in school, college, or university.

USP MBA Program - Presentation – Trimester 1 – 2011 by Group 8 Members Mukhtar Ahmed Nitesh Chandra ; Gabriel Pen ; Ateca C. Vakatora ; Devina R. Rao ; Salote Naulivou

In this set of materials, the reading passage mentioned two classification of motivation and the lecture presented story about the term mentioned in it.

Sturman, Corgel and Verma noted, “the motivation, the drive, or compelling force that energizes people to do what they do comes from either inside the individual (intrinsic motivation) or from the environment (extrinsic motivation)” (Sturman, Corgel, & Verma, 2011). Per the Profile Survey on page 49 my two “Not at all Characteristic” behaviors of noticing appropriate rules and following them and encouraging others to develop and solve their own problems are more like in need of improvement behaviors. In my mind motivation is closely related to encouragement and I have noticed one of my areas that need improvement is recognizing when people need me to encourage them to take action versus when they need me to help them solve a problem. For example,

Dan Pink also speaks of the discrepancy between what science knows and how we motivate others. The evidence he showed was giving an extrinsic reward produces substandard results when individuals where asked to complete a job where critical thinking was needed to complete the task at hand. Individuals become less creative and unable to solve problems when they are given a reward in the end. Dan showed that people are motivated by cognitive task than those who are rewarded.

“Motivation refer to a desire, need, or drive that contributes to and explains behavioral changes” (Boundless, 2015). Motivation is either intrinsic, influenced by internal factors, or extrinsic, when it is influenced by external factors. Intrinsic motivated staff perform their roles to satisfy their inner zeal to do things correctly while the extrinsic motivated perform their roles due to the attached benefit such as recognition, increased pay, or reward or to avoid a negative action such as losing their job. To motivate an intrinsically motivated individual, I would seek to know what they need to best do the job, delegate roles and responsibility that will make them feel they contributed to the running of the unit. Extrinsically motivated

Intrinsic Motivation in Public Organizations is an essential principal. It is clear that employee engagement and motivation is a vital part of the workplace. We spend almost more time with them as a full time employee than our own family. Fellow workers become our second family with the workplace acting as a home away from home. Everyone wants a healthy environment to come to. The public sector and organizations are more challenging to motivate due to the application of ethical guidelines and outside influence from others. Society sees the public sector as overpaid and underworked. Unfortunately, this leads to low morale and negatively impact employee positive engagement. The public organizations also suffer from a lack of funds compared to

Leaders who rely on extrinsic motivators are consumed by how they are viewed by others and seek superficial rewards. Extrinsic motivators include wealth accumulation, power, titles, elevated social status, and prestige (George, 2015). On the other hand, leaders who pursue intrinsic motivators more self-aware and seek profound rewards that go beyond the surface of superficiality. Intrinsic motivators may include personal growth, helping other people, taking on social causes, creating great products or services, and making a difference in the world through your efforts (George, 2015).

stages such as I did when using the role of a mother in playing house. I used perspectives and traits I believe I presents a mom such as cooking and cleaning to represent the self of a mother. This is an example of Mead theory of the play and game stage.

Need: Although there has been countless research done about intrinsic motivation, a lot of it is conflicting when looking at comparisons. Previous studies have looked at the two mechanisms of attribution and perceived competence, as well as the influence of extrinsic rewards on levels of intrinsic motivation. However, they have not directly measured the two variables or focused on reward contingency in multiple aspects in one study.

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).