...Intrinsic vs. Extrinsic: Which Motivation is Better David Hood COLL100 American Military University Angela Matthews Intrinsic vs. Extrinsic: Which Motivation is Better Different strokes for different folks. No two people are alike. What works for one person does not always work as well for another. This is also true with regard to how people are motivated. While intrinsic motivation can make some people happy simply through the act of doing the task and enjoying it (Grabmeier, 2005), extrinsic motivation lures people in to do great things in order to obtain a reward or a specific outcome. Both motivational techniques can have positive and negative effects on each other. Intrinsic motivation can be diminished when an extrinsic motivator is taken away or perceived to be unworthy, which will further undermine or weaken the desire to perform (Schop, 2009). Intrinsic and extrinsic motivation work best when combined together to influence behavior in ways that move toward satisfying needs while also providing an incentive. In order to avoid a life of mediocrity, people need to keep their motivators in check so that they can persevere long enough to meet their needs. Think of the some of the best things in life – anything from computer games, football, coaching a child’s sports team, playing the drums … any activity that brings great joy or pleasure. Procrastination when doing one of these activities is usually not an issue. In fact, it is...
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...The Brain and Motivation PSY/355 August 29, 2011 The Brain and Motivation In this paper we are going to analyze the brain structures and functions associated with the motivation to engage in refraining from using drugs. This is the steps in which the structure and functions will be explained: • Study of the brain and motivation • Evaluate the influence of extrinsic factors • Evaluate the influence of intrinsic factors • Heredity and environmental factors A number of factors influence the brain structures and functions associated with the motivation to refrain from using drugs. The dynamics involved include intrinsic and extrinsic motivation, heredity, and environmental forces. In general, internal motivation is considered to be associated with long-term behavior modification, whereas the successful outcome of external motivation can be short lived (AllPsychologyCareers.com). Function of the Brain and Motivation Study of the brain and motivation started with Ivan Petrovich Pavlov, the Russian physiologist, psychologist, and physician, studied how dogs salivated when shown food they knew to be appetizing (Pavlov, I.P. 1927). First he fed the dogs to ensure that they had the taste of the dog food in their throat. So that when they smell the food in the air their brains will motivate the rest of the body that is a good smell. So now the dogs are motivated to taste the food so they salivate until they get the food. Pavlov went onto study children from there. He...
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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 and extrinsic motivation Regis University Joseph Billman May 27, 2016 Intrinsic and extrinsic motivation Three phrases come to mind when I think of motivation, “Monday blues”, “hump day”, and “Thank God it’s Friday”. These phrases have a lack of motivation associated with them. All three phrases basically refer to looking forward to the end of the work week. We spend most of our lifetime working at our career, job, or our personal business. Positive motivation is important in both our professional and personal time during the day; it brings in happiness and health into our lives. Because we spend most of our time at work, I’m going to talk about the benefits of intrinsic and extrinsic motivation at our jobs. In the appendix of this paper is an article called, “The Impact of Intrinsic and Extrinsic Motivators on Employee Engagement in Information Organizations” by Rajesh Singh. This paper will go over a summary of the article and how the article relates to motivation. Additional references will be made from the text book, “Management” by Schermerhorn, J., & Bachrach, D., for a comparison and contrast to the article. Lastly, all the information presented in this paper will show how a manager could become a more effective leader in the 21st century. Let’s begin with a summary of the article Research study This is a research article that was conducted from St. John’s University in New York, within the division of Library and Information Science (LIS). Ninety-eight...
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...Motivation Plan LDR 531 Nelson Garcia Soto December 23, 2013 Denna Atkinson “Motivation is the processes that account for an individual’s intensity, direction, and persistence of effort toward attaining a goal” (Robbins and Judge, 2013, p 202). An effective leader motivates his or her followers or subordinates to perform. Leaders encourage other to be moved by something. The degree of motivation and the type of motivation are both important. The degree of motivation is how much is someone motivated and the type of motivation concerns with what brings that motivation. Both extrinsic and intrinsic motivation are mentioned as catalysts of the explained behavior. Several theories of motivation try to explain the concept and its origins. The purpose of this paper is to explain key ideas of some of the theories as they relate to a team of six members and a mentor who is in a leadership position. The DISC assessment tool will be used to compare and contrast the individuals of the team based on their personalities. Both extrinsic and intrinsic motivators exist. Extrinsic motivation means doing something that leads to a separable outcome and intrinsic motivation means doing something because it is inherently interesting or enjoyable (Ryan and Deci, 2000). In consequence, the behaviors portrayed are different. Intrinsic motivation comes natural and is even associated with behaviors since one is a child....
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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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...What is the difference between intrinsic and extrinsic motivation? Can you provide an example of each? Intrinsic motivation is being motivated by yourself. You don't need any outside factors to motivate you. You do something because you know you have to do it. Extrinsic motivation is being motivated by something. Students who participate in sports and get a trophy or who get money for getting A's are being extrinsically motivated. Intrinsic: This is motivation for the sake of doing something due to the fact that you like it and nothing else. If you like reading, the thing that makes you read books is intrinsic motivation. For the love of it. Extrinsic: You are undertaking a task due to some other factor. For example, if you undertake to take a drivers ed course at school as you need to get the grades or if you take a computer course to get a pay rise at work. You are doing it not for the love of the activity but because you have to. Intrinsic motivation comes from within you. You are hungry, you eat. Whatever you truly want to do is intrinsic. If you feel acutely drawn to some field that is intrinsic. Extrinsic motivation comes from something outside of you. Teachers or parents desire you to behave a certain way that you may not be innately drawn to. Yet the rewards seem valuable and you go along. "Extrinsic" means "externally" or "from without", "intrinsic" means "internally" or "from within". e.g. If your motivation for becoming a lawyer is that it pays $500/hr...
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...this almost 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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...will give them an opportunity to earn a better income and give them much needed benefits; to provide better for their families. Also, they would be eager to work for a multinational company that will provide training and advancement. Identify at least three factors that are likely to contribute to the intrinsic motivation of those hired. Explain how these factors will contribute. Intrinsically motivation occurs when people are internally motivated to do something because it either brings them pleasure, they think it is important, or they feel that what they are learning is significant. One, the perks that come with working for Nokia; the cafeteria with free food, gym, playing fields, and a Sauna are all intrinsic motivation. Being able to challenge them and accomplish new tasks at work, at work is an example of extrinsic motivation. Three, control over what they will be doing on the job. Cooperation, Recognition, Happiness at work, and Trust; are all qualities that can build character and give the employees the confidence needed to be effective on their jobs. Identify at least three factors that are likely to contribute to the extrinsic motivation of those hired. Explain how these factors will contribute. Extrinsic motivation comes into play when an employee is compelled to do something or act a certain way because of factors external to him or her; like the rewards on the job. Money is one of main reason for extrinsic motivation;...
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...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 them. Most theories of motivation reflect these concerns by viewing motivation as a unitary phenomenon,...
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...are eating. Poor food choices and portion control can have negative effects on the body that ultimately results in weight gain or other health issues. Making better food choices helps control compulsive eating habits, and helps with weight loss. A decision to eat healthy starts with motivation. When it comes to motivation their two factors that influence a person’s behaviors and how he or she will maintain a healthy lifestyle. The motivation, to engage in healthy eating habits, starts in the brain and must be constant. There are two different types of motivation, which helps an individual engage in behaviors that will promote healthy eating habits. Extrinsic and intrinsic motivations at some point or another will both have an effect on healthy eating habits. The two motivators can be useful in motivating individuals to eat healthy when used in the right manner and for the right reasons. Environment and hereditary factors also play a strong role in maintaining healthy eating habits. This paper will discuss the influence of intrinsic and extrinsic factors, and the role the environment and heredity play in unhealthy eating. Intrinsic and Extrinsic Factors Many people may find too difficult to find the motivation to engage healthy eating habits. When feeling pressured to eat healthy or lose weight. Intrinsic and extrinsic factors are important...
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...its most valuable and worthy assets, the employees. According to Catalini (2012), organizations are taking more of a proactive stance towards ensuring employees are satisfied with their place of employment and feel a level of commitment and connection to employers. Back then, employee satisfaction is often not a primary focus of an employer. Organizations routinely focus on finances, production, and pleasing customers and neglect the impact their actions or lack of action has on employee satisfaction. The consequences may be seen in products or services that are not up to standards and an increase in turnover and increase in cost for employers. Hence, finding the right balance between employee satisfaction and its enhancement of employee motivation and performance is imperative as it will have positive effects on several aspects of an organization, including lowering turnover rates and increasing productivity and profit. The use of rewards has been found over the years to be one of the management tools in the organization to increase job performance. Besides, it is common to offer employees attractive, lucrative and competitive remuneration packages. For example, an attractive reward packages has been a norm of any employment contract. These have a direct link or inter-related to improving employees’ job competency, retaining high achievers and finally achieving the organizational performances and goals (Mansor, Borhannudin and Mohd Yusuf 2012). Besides,...
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...company or organization to be gainfully successful. If you find one employee that is motivated then your company will have a better chance at having the other employees to become motivated. Sometimes you may notice that the person that is motivated is being treated in a superior way opposing the way that the person who is non-accomplished is being treated. Motivation can be a way that things get done in an appropriate time and manner. Motivation at work can be difficult, the employer should be aware of how they can motivate and reward their employees. A manager should also be able to motivate their employees to be able to get things done that are needed. A manager should know the needs of their employees and realize that everybody is different. The principles of Maslow’s first theory and the two-factor theory of Herzbergs are important to know and understand. Achievement, recognition, advancement, responsibility, and the possibilities of growth are intrinsic and give satisfaction to the company and the employees. Dissatisfaction within the employees occurs when hygiene factors, extrinsic or job context are not present at the place of work, such as the pay, job security, working conditions, and peer relations. This factor does not motivate the employees but it prevents it from happening. The intrinsic motivation is a feeling of achievement, extrinsic motivator allows employees to be encouraged and do their best, and there may be some dissatisfaction on the job which prevents...
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...When I searched the definition of motivation, I found one from the Business Dictionary.com website. They define motivation as internal and external factors that stimulate desire and energy in people. It allows people to be continually be committed to a job, a role, or a subject in order to be able to achieve a goal. Motivation can result from a desire or need, rewards from achieved goals, and expectations on oneself or others (Business Dictionary.com). Different things motivate me in the workplace. Three of the biggest motivations that drive me include the need to help support my family financially, the challenges it gives me to better myself, and the rewards and benefits that result from doing a great job. Some days, only one of the factors motivates me, while on other days, it is a mixture of the factors. With the current economy and cost of living here in Hawaii, I feel the need more than ever to contribute to my family’s income. By being able to hold job that offers good benefits and security, I am able to appreciate my job, which in turn motivates me to work hard and produce quality work. Bainbridge’s definition of extrinsic motivation shows that this can be considered as an extrinsic type of motivation since the motivation comes from the outside and the rewards include good benefits and a paycheck (Bainbridge, Extrinsic Motivation). It can also be considered an intrinsic motivation because certain aspects of the job I do are very enjoyable. For example, when...
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...Let’s take a closer look at how motivation ties in with these intrinsic and extrinsic theories for motivation. It is clear that motivation is one of the most prominent driving forces by which humans pursue and ultimately achieve their goals. Motivation, quite simply, is rooted in the human instinct to minimize pain and maximize pleasure. The characteristics of such a basic theory would usually be about as clear cut as they come. However, motivation relies heavily on one’s personal psychology as well as specific situations. As noted before in the survey, it also has two very distinct and different sides to it, those being intrinsic motivation and extrinsic motivation. Intrinsic motivation is defined as a type of motivation that is internally driving, such as through interest or enjoyment in a task itself, and does not rely on any external pressure. It can be founded on both positive and negative emotions. Again, according to the survey, the two top answers for intrinsic motivation were self satisfaction and fear of failure. Although they seem to be complete opposites, they are both internal motivators that push students to achieve their goals, simply for themselves. Intrinsic motivation is almost always the more efficient and beneficial form of motivation, as opposed to extrinsic. This is especially true in the classroom. Students who are intrinsically motivated are more likely to fully engage in a given task. They tend to be more positive and optimistic in the face of challenges...
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