...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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...Intrinsic and Extrinsic Motivation Sandra Tharp HSM 220 September 29, 2015 Intrinsic and Extrinsic Motivation Intrinsic motivation is the built in stimulus that we have to achieve goals without the need for external incentives. In a working environment this can mean that the employee is completing the task given to them, in order to gain satisfaction, rather than that of an external factor. This would maybe make them happier and a bit more comfortable with their jobs. These people get an award in their minds for simply finishing the task given to them, it satisfies them for a job well done. They are more than likely motivated by internal factors such as completing the job, the feeling of being responsible to their employers, and being recognized by coworkers. The final reason is one that overlaps with those who are extrinsically motivated, that is to say inspired by external factors, but for different reasons. The intrinsically motivated person will want to be noticed for the job well done, however the extrinsically motivated will believe it is a step in the right direction to a financially better future. In contrast, to the intrinsic, extrinsic motivation is based on material gain usually money or the chance for a bonus like days off, toys, electronics, or tickets to a sporting event, or for that chance for the large prize of a company car. These employees undertake the job they are given not because they like them or enjoy them, but mostly for the rewards that could...
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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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...to 300-word response that identifies similarities and differences between intrinsic and extrinsic motivation. Provide five short examples for both intrinsic and extrinsic motivation as they apply to an organizational setting. Intrinsic motivation is the 'built in' stimulus that we have to achieve goals without the need for external incentives. In a work environment this can mean that the employee is completing the task given to him or her in order to gain pleasure or satisfaction, rather than an external factor. These people get a psychological reward for simply finishing the task they are attempting to achieve. They are more than likely motivated by internal factors such as completing the job, the feeling of a responsibility to their employer, personal and professional advancement, and recognition by their peers. The intrinsically motivated person will want recognition for a job well done. Extrinsic motivation is based on material gain - usually money or the chance of bonuses like holidays, electrical goods or company cars. These employees undertake the jobs they are given not because they enjoy them, but for the rewards they will receive when they complete them. These people work to achieve a goal in order to receive something materialistic in return. Both extrinsic and intrinsic motivations are both attempting to achieve the same goal but for different purposes. Some examples for intrinsic motivation would be: an employee finishing up their monthly reports and submitting them...
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...WRITING 3: FINAL ASSIGNMENT DEFORESTATION: A THREAT AGAINST OUR PLANET Student: Khuc Van Mai Student number: 20135988 Class: TA1.01 – K58 School of Foreign Languages Hanoi University of Science and Technology December 2014 Contents Introduction 1. Impacts of deforestation 2.1. Deforestation contributes to global warming 2.2. Deforestation loses biodiversity 2.3. Deforestation impacts soil negatively 2. Causes of deforestation 1.1. Population growth is an indirect reason of deforestation 1.2. Deforestation is rooted by urbanization and industrialization 1.3. Agriculture leads to deforestation 3. Solutions Conclusion References | 111233345567 | Deforestation: A threat against our planet Introduction Forests play an important role in our lives. Not only do they maintain biodiversity, for example providing food and shelters for animals and plants, but they also provide important sources such as food, woods, and herb medicines for human beings. They, moreover, help control climate and prevent soil from erosion. Forests, however, are under threat by deforestation – an act of clearing trees to exploit resources like woods, minerals, medicines and to create land for agricultural activities or space for building facilities, for instance houses, roads, etc. Deforestation is a pressing problem, and it is killing our planet because of many reasons. The purpose of this paper is to investigate the impacts...
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...Is Intrinsic or Extrinsic Motivation Better? Motivation is a conceptual theory which used to explain and understand the reasons of individuals’ behaviors, actions and desires. Another explanation to motivation is that the psychological process that arouse and direct goal-directed behavior. From past to nowadays, motivation is a significant initiator in many incident. For instance, World War 1, World War 2, exploring new continent such as America, foundation of new companies, people’s life and etc. There need to be an initiator for incident to occur. Motivation is the first thing that comes to mind for the initiator role. There have been a lot of academic journals and researches about the effects and forms of motivation. Researches show that every human being has a different form and satisfaction level of motivation. In theory of Edward L. Deci and Richard M. Ryan which called the Self-determination theory focus to the choices that people make without any external influence and interference and the individual’s behavior whether is self-determined and self-motivated or happens with an external influence. This theory brings us to studies that happened in 1970’s which are the intrinsic and extrinsic motives. Intrinsic and Extrinsic motivations are the exactly the opposite of each other. “Intrinsic motivation occurs when we act without any obvious external rewards. We simply enjoy an activity or see it as an opportunity to explore, learn actualize our potentials.” (Coon, 2010)...
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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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...Acta Psychologica 141 (2012) 243–249 Contents lists available at SciVerse ScienceDirect Acta Psychologica journal homepage: www.elsevier.com/ locate/actpsy Effects of intrinsic and extrinsic motivation on attention and memory Lucy J. Robinson, Lucy H. Stevens, Christopher J.D. Threapleton, Jurgita Vainiute, R. Hamish McAllister-Williams, Peter Gallagher ⁎ Institute of Neuroscience, Newcastle University, UK a r t i c l e i n f o Article history: Received 21 February 2012 Received in revised form 22 May 2012 Accepted 31 May 2012 Available online 26 June 2012 PsycINFO classification: 2300 Human Experimental Psychology 2360 Motivation and Emotion 2346 Attention a b s t r a c t It is well recognised that motivational factors can influence neuropsychological performance. The aim of this study was to explore individual differences in intrinsic motivation and reward-seeking and the effect of these on attentional and mnemonic processes, in the presence or absence of financial incentives. Forty participants (18–35 years) completed two testing sessions where the Attentional Network Test (ANT) and the Newcastle Spatial Memory Test (NSMT) were administered. After a baseline assessment, participants were re-tested after randomisation to a non-motivated (control) group or to a motivated group, where payment was contingent upon performance. Performance in the motivated group was significantly improved compared to the control group on the NSMT (condition by...
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...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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...Part I: Introduction Abstract: Motivation is the process of influencing people to work efficiently and effectively to achieve the goal of the organization. Practice of motivation is highly seen in the banks of Bangladesh. As a full financial institution, banks are highly dependent on effective and efficient work of bankers or its employees. As there are monetary and non-monetary sources of motivation, similarly there are extrinsic and intrinsic sources of motivation. Knowing the most influential factor of motivation is of a great importance for bank authorities. So a survey based report is prepared. Through the analysis of the report, we will see the more effectiveness of non-monetary rewards than monetary incentives. Besides different analysis regarding employee’s wants and their perceptions regarding motivation are also analyzed. Keywords: Motivation, Monetary source, nonmonetary source, extrinsic source, intrinsic source, salary, influence, performance, employee, authority, job, workplace, needs, wants etc. Objectives of the Report: Objectives of preparing this report are given below: * To apply the theoretical knowledge in practical life. * To know the motivational techniques in banks. * To understand the perception and want of employees regarding motivation. * To become a good manager. * To understand the current workplace situation. Limitations of the Report: We faced several problems and limitations through preparing this report some of...
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...Teamwork & Teambuilding (c3131618) Nilesh s/o Ganesh Team/group roles and purposes varies between different organizations. An example is SRO which ran focus groups to learn more of employees perceptions. From these focus groups the CEO wanted to uncover the root cause of employees unhappiness which resulted in poor performance. This shone light to the fact that employees were not satisfied with the way their manager ran things. Firstly the staff were not aware of what was going on in the company. They never heard of news of people getting promoted due to the lack of transparency in the company which eventually led to low motivation. After implementing the intranet promotion announcement system and having award ceremonies, staff became more aware of these promotions and realize that it was possible to achieve their intrinsic and extrinsic goals. This in turn resulted in an improvement in the organizations performance as staff began to work harder. Like SRO, focus groups were set up at Deloiite as well but with a different agenda. They were organized to learn from the culturally diverse workforce in the company so as to set up an initiative to attract and retain talented employees. In another case, the company Datacom learnt that the level of engagement from workers varied between teams. Even though members of the team were happy, their performance levels still weren't up to standard. Teams who were happy with their work environment and were well engaged in their...
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...Table of Contents: An introduction: What does “product quality” really mean? 2 Understanding consumers’ perspective 2 * a) Intrinsic cues 4 * b) Extrinsic cues 4 * c) Appearance cues 4 * d) Performance cues 4 The role of aesthetics in apparel products 5 * 3.1 The sensory dimension of the aesthetic experience 5 * 3.2 The emotional dimension of the aesthetic experience 5 * 3.3 The cognitive dimension of the aesthetic experience 5 Conclusion 6 References 7 1. An introduction: What does “product quality” really mean? The Oxford Dictionary defines quality as “The standard of something as measured against other things of a similar kind; the degree of excellence of something; General excellence of standard or level. Many manufacturers use quality as a way to extinguish themselves from their competitors’ products.” It is very important to differentiate between intrinsic- and extrinsic properties of clothes. Intrinsic properties are the fit and feel of the clothing item and the ability to use it for multiple wearing. It also includes the chemical and physical properties of the clothing (Kincade & Gibson; 2010:78). The extrinsic properties are how the product appears to the consumer end their feeling of wealth, luxury and status. Most of the time this includes the brand names, price and store where the items are bought (Kincade & Gibson; 2010:78). 2. Understanding consumers’ perspective: Consumers have different ways of interpreting...
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...Common Management Platform EMC® Common Object Manager (ECOM) Toolkit 2.7.1.0.0 ECOM Deployment and Configuration Guide 300-014-010 REV A01 EMC Corporation Corporate Headquarters: Hopkinton, MA 01748-9103 1-508-435-1000 www.EMC.com Copyright © 2012 EMC Corporation. All rights reserved. Published March, 2012 EMC believes the information in this publication is accurate as of its publication date. The information is subject to change without notice. THE INFORMATION IN THIS PUBLICATION IS PROVIDED “AS IS.” EMC CORPORATION MAKES NO REPRESENTATIONS OR WARRANTIES OF ANY KIND WITH RESPECT TO THE INFORMATION IN THIS PUBLICATION, AND SPECIFICALLY DISCLAIMS IMPLIED WARRANTIES OF MERCHANTABILITY OR FITNESS FOR A PARTICULAR PURPOSE. Use, copying, and distribution of any EMC software described in this publication requires an applicable software license. For the most up-to-date listing of EMC product names, see EMC Corporation Trademarks on EMC.com. All other trademarks used herein are the property of their respective owners. 2 ECOM Deployment and Configuration Guide Contents Preface.............................................................................................................................. 7 Chapter 1 Overview of CIM and SMI-S Modeling with CIM and SMI-S....................................................... Structural model overview....................................................... Profiles.......................................................
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...Kim Nguyen 2/17/16 HCM 3020 002 Case Study 1 The group that I was put in was group number two. In our group we discussed the cost and benefits of high turnover and how to reduce things. These are increases cost of turnover are since company’s hire new employee they would need to be trained. By that employee would need to stop what they are doing and take their time to train others. Companies would need to spend money on supplies since employee need to use things to get things done. Supplies would include name badges, tags, uniforms, and badges to get access to the office when it is locked. When companies hire they need to spend money for background checks as well as medical screening. Some companies even get employee cell phones to keep in contact or emergencies or even need to communicate. Since people quit from their job this company would be short staff which makes it a low quality of work. The benefits of reducing turnover would be high productivity, lower of supplies, quality of work increases, and time management. In the case the company would spend less money. The cost of turnover rate is that we wanted to change the managers. By that we want to improve managers in order to be professional and how they can be better managers, more training for them, loss of replacement of managers, and give more benefits. In group one I believed they didn’t really say anything. They have stated to bring moral down, and to keep employee motivated. By keeping those motivated have...
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...Motivation, pay satisfaction, and job satisfaction of front-line employees Carolyn Stringer University of Otago, Dunedin, New Zealand Motivation of front-line employees 161 Jeni Didham Westpac, Sydney, Australia, and Paul Theivananthampillai University of Otago, Dunedin, New Zealand Abstract Purpose – This paper aims to explore the complex relationships between intrinsic and extrinsic motivation, pay satisfaction and job satisfaction at the retailer that uses a pay-for-performance plan for front-line employees. Design/methodology/approach – This paper draws on a single organization case study across seven stores, and uses a survey, archival documents, open-ended questions and researcher interaction with employees and managers. Findings – The results provide some support for the complementary nature of intrinsic and extrinsic motivation. Intrinsic motivation was positively associated with pay and job satisfactions, whereas extrinsic motivation was negatively associated with job satisfaction, and not associated with pay satisfaction. The qualitative insights indicate that pay fairness is important, and those who perceived pay was not fair generally made comparisons with others or felt that pay did not reflect their effort. It is also found that the majority of employees perceived that goals were clear. Research limitations/implications – The dominance of extrinsic motivation without including behavioural, social, and psychological factors in agency theory research...
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