...Intrinsic good is something worthwhile, not because it leads to something else, but for it's own sake alone. Meaning, it has good in it self. There are many things that are simply valued for it's own sake. Examples like, friendship, love, pleasure, beauty, wisdom and health. These values are something we all should take to heart. Our values what makes us and because of it we realize what our morals and standards are. Friendship is a valuable thing to have and is something that's hard to gain and easy to lose. It is an example of an intrinsic good. It is an intrinsic good because gaining someone's friendship is something that should be valued and cherished. Acknowledging someone as your best friend, let alone your friend is something that should be honored on their...
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...the process going and value B just because it leads to our value of C, that process has a never-ending cycle. Many people might consider this be an intrinsic value because we must, in the end, get to something we value in itself, and not because something leads us to value something else. Rolston gives good examples of ascribing morally important values directly to different things in nature throughout his article. First we need to know the significant differences between instrumental value and intrinsic value and what I mean is to differentiate between human ascribed/generated intrinsic value and non-human generated intrinsic value. I feel as if there are a few concepts you must keep in mind when discussing different values in nature. We start off with only humans have intrinsic value, which is considered anthropocentric. Next only humans can generate intrinsic value and we can only ascribe those values to sentient things, which would be considered anthropogenic. The last concept would be that intrinsic values could arise from things other than human, which would be considered anthropogenic in nature. In conclusion, Rolston, in my eyes, says that those who want to argue that non-human things have no intrinsic value will be proven wrong in many different ways and examples. The best example I can come up with is a wolf having intrinsic value towards deer when they kill them, in order to keep the baby wolves alive be feeing them the...
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...Similarities of intrinsic and extrinsic motivation is the desire to do something for either the enjoyment or for the potential external reward that can be received as a result. The difference between intrinsic and extrinsic motivators lie within the reason a person chooses to do something. A person will have to understand the reason for their behavior in order to change or improve it. Intrinsic motivation is core beliefs, derived from a self-concept opposed to extrinsic motivators which undermine these motivations. In a human services work setting an example of intrinsic would be if an intrinsically motivated person find a task challenging and completes it because of his/ her interest. An intrinsic motivated person will not try to avoid hard tasks and does not look for other rewards in return for doing a job. In human services you have to be able to use good judgment so the competence of a person will show in there performance, and the choice of doing things correctly helps in any contribution. A human service worker may feel pride when helping people in need. Another intrinsic motivator will be the ability for a human service worker to be remembered as a leader within an organization. In a human services work setting an example of extrinsic would be if a person get the job because of the benefits. Once the rewards are no longer available they will stop performing the tasks. You may use extrinsic motivation in human services for public commendations or praise for doing a great...
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...money for labor, intrinsic motivation is also a driving force which empowers and uplifts the employee to accomplish the required tasks more effectively. Extrinsic rewards such as bonus and commission are tangible rewards that companies bestow on employees who achieve set levels of performance (Resnick, 2009). According to (Deci, 2000), intrinsic motivations are intangible rewards such as inspiration and job satisfaction that employees get from doing meaningful work and performing it well. Hence, it is critical for organizations to examine and have an in depth understanding of these effects towards employee's motivation. 2. Effects contributing to extrinsic rewards Extrinsic rewards are appreciation through compensation which an organization pays to its employees for better performance, commitment and efficiency at work (Muhammad Ehsan Malik, 2010). Extrinsic reward is highly related to company policies and administration, supervision, interpersonal relationships, working conditions, salary status and security (Herzberg, 2003) (Gkorezis, 2008). Other example of extrinsic rewards are financial rewards, training, promotion or advancement opportunities within organization, the social climate, and physical working conditions, extra vacation time (O'Driscoll, 1999) (Panagiotis Gkorezis, 2008) (Resnick, 2009). (Herzberg, 2003) proposed two factor theory of motivation, hygiene factors are extrinsic factors that caused dissatisfaction and motivators are intrinsic...
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...Intrinsic motivation, also known as self-motivation, refers to influences that originate from within a person to choose a task, get energized about it, and persist until they accomplish it successfully, regardless of whether it brings an immediate reward. This includes self-esteem, self-fulfillment, self-determination, self- efficacy, and attributions for success and failure. Intrinsic learners actively seek out and participate in activities without having to be rewarded by materials or activities outside the learning task. For example, the fourth-grader who puts together puzzles of states and countries because she likes to see the finished product and wants to learn the names of the capital cities is intrinsically motivated. Another example of intrinsic motivation can be of a student who studies really hard, not to get good grades, but because he or she is really interested in that subject. In such a case, even if the student fails or gets less marks, he or she continues to study that subject and takes failures as learning lessons. Both are examples of intrinsically motivated children who experience more enjoyment from learning, gain greater knowledge and insight, feel better about themselves and are more likely to persist in goal- directed activities (Barrett & Morgan, 1995; Deci, Vallerand, Pelletier, & Ryan, 1991; Ford & Tompson, 1985; Harter, 1978; Pintrich & Schunk, 1996). For years, researchers and psychologists have been studying this type...
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...For this discussion we examined the various motivational factors that contribute to the workplace. We learned that recognition and linking rewards to performance has positive outcomes. Based on our text and other accompanying materials I believe that intrinsic motivation is an integral component when considering employee attitudes. A study by Cho and Perry tests the influence of intrinsic motivation on employee attitudes while exploring three factors that they believe condition the effects of intrinsic motivation. These factors are managerial trustworthiness, goal directness, and extrinsic reward expectancy. According to the research study, “The analysis demonstrates that intrinsic motivation is substantively associated with both employee satisfaction and turnover intention. Managerial trustworthiness and goal directness increase the leverage of intrinsic motivation on employee satisfaction, whereas extrinsic rewards expectancy decreases the leverage (Cho and Perry, 2012, p.19).” I can agree with their findings with regards to manager trustworthiness. In my experience this has been one of the most defining factors when it comes to workplace motivation. If I liked the manager and found him trustworthy, I was more likely to have a better attitude at work that day and would try to accomplish more than what was asked of me. The company did not offer much when it came to pay or bonus incentives, so the managerial trustworthiness was all I had to motivate me. Discussing motivation...
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...approach was used to examine motivation towards specific school subjects and, the second approach was used to examine school motivation as a multidimensional concept. These two differential approaches have led to important discoveries and provided a better understanding of student motivational dynamics. The study examined elementary students and their motivation for writing, reading, and math from the stance of self-determination theory. First, we tested whether children self-report different levels of intrinsic, identified, and controlled motivation towards specific school subjects. Second, we verified whether children self-report differentiated types of motivation across school subjects. Sample. Participants were 425 French-Canadian children (225 girls, 200 boys) from three elementary schools. Children were in Grades I (N = 121 ), 2 (N = 126), and 3 (N = 178). Results. Results show that, for a given school subject, young elementary students self-report different levels of intrinsic, identified, and controlled motivation. Results also indicate that children self-report different levels of motivation types across school subjects. Our findings also show that most differentiation effects increase across grades. Some gender effects were also observed. Conclusion. These results highlight the importance of distinguishing among types of school motivation towards specific school subjects in the early elementary years. Educational Motivating students to become intrinsically motivated is...
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...Davao City The Relationship of Age and Intrinsic Motivation on the Probability of Career Change in Bayan Telecommunications Sales and Marketing Unit 2014 Introduction It’s human nature to get comfortable and settle into a predictable routine. If you’re able to perform your job competently, you may have little motivation to improve or update your skills regularly. Most people change jobs for better opportunities: a higher salary, more benefits, and/or a better title with more challenging work. You can often get that in the same company through promotions, but in this era of raise freezes and "you're lucky you even have a job" mentality, advancement doesn't always happen and we might end up stagnant in the same position for years because of the job security In the Philippines people tend to stick with the same job especially if they have been doing it for years. The job may be something that interests them or has become a routine but nonetheless as long as it is able to provide the basic need of the family it will do. For others changing careers may not be a big deal since they are able to support themselves financially but in the Philippines it is hard enough to look for a job that a person is qualified to how much more change careers. We are aware that there is a lack of job offers in the Philippines which is why Filipinos stick to the same job even f it does not particularly interest them. In psychology, intrinsic motivation refers to behavior that is driven...
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...MGMT5323 – Research Project Intrinsic and Extrinsic Rewards & Motivation August 6, 2011 Mark Twain wrote The Adventures of Tom Sawyer in 1876. One of the most famous stories in the novel is whitewashing the fence. It was a chore that Tom’s aunt Polly had assigned him but Tom found a way to get others to do the work and his first convert was Ben. When Ben told Tom he was going swimming and stated “Don’t you wish you could? But of course you’d druther work, wouldn’t you? Course you would!”. That was the start of a powerful lesson. Tom replied “Well, maybe it is, and maybe it ain’t. All I know, is, it suites Tom Sawyer” and he informed Ben that is it was not every day that a boy gets a chance to whitewash a fence and then proceeded to convince Ben that it was a privilege and only a few boys were even capable of doing such a job. Now the situation changed and Ben was willing to give Tom his apple in exchange for a chance for him to have the privilege of whitewashing the fence. “Tom gave up the brush with reluctance in his face, but alacrity in his heart. And while the late steamer Big Missouri worked and sweated in the sun, the retired artist sat on a barrel in the shade close by, dangled his legs, munched his apple, and planned the slaughter of more innocents. There was no lack of material; boys happened along every little while; they came to jeer, but remained to whitewash. By the time Ben was fagged out, Tom had traded the next chance to Billy Fisher for a...
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...by stating: “A thing is right when it tends to preserve the integrity, stability, and beauty of the biotic community. It is wrong when it tends otherwise.”1 This implies that no matter what instrumental value a biotic community may have to human beings, it is also of paramount importance to preserve biotic communities based on our “obligations to land”2. This concept of a prima facie responsibility to protect our environment and the communities within it is known as the preservationist intuition3. We certainly attribute this value to our fellow man, putting laws in place to prevent harm and maltreatment in our communities, and breaking these laws would indeed render the culprit to be considered morally wrong. We attribute value (be it intrinsic or instrumental) to sentient animals, even plant-life. But what of ecosystems? Can we consider ecosystems to be morally considerable, and therefore attribute any value to them? It is a question that has many variables, and in this essay I will be evaluating various arguments for and against the premise that ecosystems command any value with regards to an environmental ethic. First we must consider what it means for something to be morally considerable. It would appear that this definition would depend on what moral determinant we deem appropriate in pursuing an environmental ethic. Many philosophers, including K.E.Goodpaster adopt Joel Feinberg’s view that a thing may be morally considerable if and only if it is a living thing4. Those...
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...seemingly impossible task? There are two types of motivation: extrinsic and intrinsic. According to “Intrinsic Versus Extrinsic Goal Contents in Self-Determination Theory: Another Look at the Quality of Academic Motivation” by Maarten Vansteenkiste, Willy Lens, and Edward Deci, to achieve our goals, we will need to use not only intrinsic motivational goals, but also the language that is associated with it. Extrinsic motivational goals focus on things such as grades, teacher and peer acknowledgment, and parental approval. Intrinsic motivational goals focus on things such as personal growth, community contribution and connection. When intrinsic goal setting is in place, there is “less focus on external indicators of worth,” (Vansteenkiste et al., pg.24) which means learning and performance are better. Using intrinsic goal framing provides deep level processing and yields better test scores. Extrinsic motivational strategies take away from the natural intrinsic motivation in students. Brophy agrees and states, “expected tangible rewards undermine intrinsic motivation” (Brophy, pg.133). One thing Cinda does effectively in her classroom to promote intrinsic motivation is the creation of community. The students connect to one another in many ways throughout daily learning activities. They participate in history by being placed in groups that use jigsaw learning. I too will use community to help promote intrinsic...
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...Exploring Psychological and Ethical Egoism I disagree Kant’s philosophy when he assumed his criticism of speculative reason that whatever is universal and necessary in our knowledge must come from the mind itself, and not from the world of reality outside us. Like Utilitarianism, Kant’s moral theory is grounded in a theory of intrinsic value. But where the utilitarian take happiness, conceived of as pleasure and the absence of pain to be what has intrinsic value, Kant takes the only think to have moral worth for its own sake to be the good will. Persons, conceived of as autonomous rational moral agents, are beings that have intrinsic moral worth. This value of persons makes them deserving of moral respect. Kant’s moral theory is often referred to as the "respect for persons" theory of morality. Create a thread in this forum and provide an example that would support Kant's statement: "Act in such a way that you treat humanity, whether in your own person or in the person of another, always at the same time as an end and never simply as means." One good example is when I preach to my kids about respect each other’s and not do anything bad that may end with unhappiness results, like the use of violence or hurting others around them. I remember that morning when I considered myself as a civilian with 3 kids and my wife. I could not believe that this was happening, and instantly my reactions were to go and secure my kids from school. Later, when I came to the house I found...
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...Contemporary Educational Psychology 25, 54–67 (2000) doi:10.1006/ceps.1999.1020, available online at http://www.idealibrary.com on Intrinsic and Extrinsic Motivations: Classic Definitions and New Directions Richard M. Ryan and Edward L. Deci University of Rochester Intrinsic and extrinsic types of motivation have been widely studied, and the distinction between them has shed important light on both developmental and educational practices. In this review we revisit the classic definitions of intrinsic and extrinsic motivation in light of contemporary research and theory. Intrinsic motivation remains an important construct, reflecting the natural human propensity to learn and assimilate. However, extrinsic motivation is argued to vary considerably in its relative autonomy and thus can either reflect external control or true self-regulation. The relations of both classes of motives to basic human needs for autonomy, competence and relatedness are discussed. © 2000 Academic Press To be motivated means to be moved to do something. A person who feels no impetus or inspiration to act is thus characterized as unmotivated, whereas someone who is energized or activated toward an end is considered motivated. Most everyone who works or plays with others is, accordingly, concerned with motivation, facing the question of how much motivation those others, or oneself, has for a task, and practitioners of all types face the perennial task of fostering more versus less motivation in those around...
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...Intrinsic and Extrinsic Motivation HSM/ 220 November 27, 2013 Intrinsic and Extrinsic Motivation The differences between intrinsic and extrinsic motivation is the reason the person is doing it. If it is for intrinsic motivation, this is just for that person’s enjoyment, something that they enjoy doing, and find fulfilling. With extrinsic motivation, this has to do with external reasons that a person may be doing things, like doing well on a job assignment so that that person may get a raise, or getting good grades in school, so that you may graduate or pass onto another grade. Extrinsic is about the external things in life, if I do well on this project, my supervisor will notice, and I may get that promotion that I have wanted. Intrinsic has more to do with the inner self and doings. If you enjoy your job, you will do everything that is expected of you and beyond, because you internally are satisfied with this employment. You are not working just to receive a paycheck, but for the fun of it also. You may like to work with others and help them, because internally, this is something that you like to do, and you find it fulfilling. An extrinsic motivation in an organizational setting would be, if that employee does a good job on a certain assignment, then that employee will receive a raise, or an extra day off, or extra day of paid vacation. An example for intrinsic motivation would be, that employee seeks to look for new and exciting things to do in the company, but...
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...Extrinsic and Intrinsic Rewards In this paper I will answer the following questions: 1. Compare and contrast extrinsic and intrinsic rewards within the workplace. 2. How have you observed extrinsic and intrinsic rewards working well? 3. How can managers and leaders improve extrinsic reward and pay for performance plan? Introduction Motivation in an organization is a key element to increase overall operational efficacy. Proper motivation keeps employees working at high productivity levels, increases morale and increases retention of valuable employees. All of those dimensions are critical to a successful operational structure. In addition, these are also central elements in ensuring that when organizational change is necessary, the conditions to make switches will be as conducive as possible to desired outcomes1 . How to motivate diversified workforces and engage staff is the subject of ongoing studies and examinations of management tactics. Motivation is facilitated by the managers and leaders of an organization and can be divided into intrinsic and extrinsic categories. Both intrinsic and extrinsic rewards when used properly motivate employees to reach optimal success in the work place. Compare and contrast extrinsic and intrinsic rewards within the workplace. Extrinsic rewards are usually financial. They are generally awarded to employees from managers in the form of pay raises, bonuses, benefits and title. These rewards...
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