types of motivational factors

 types of motivational factors

Introduction

There are two types of motivational factors that affect the motivation of individuals to performing or engaging in certain assignments. Intrinsic motivation involves deliberately engaging in an activity because it is satisfying to you. The motivation in this is driven by self-fulfillment simply by engaging in that activity. On the other hand, extrinsic motivation is driven by external factors. Participating in an activity is usually driven by rewards or done to avoid repercussions. For instance, cleaning the floor to avoid punishment or cooking to get a reward (Akanbi, 2011). However, the two types of motivation affect people’s behavior differently and are different in how they push one to pursue certain goals. While the motivation in intrinsic motivation is driven by one’s self-drive and self-motivation, extrinsic motivation is usually aroused and controlled by external factors regarding the issue at hand. This review will be highlighting the two types of motivation as well as reflect on the impact that they have on employees and their performances.

Extrinsic motivation includes participating in an activity to avoid certain consequences or to get certain rewards. In this case, rewards are the driving force. Therefore for most employees, especially those that work in stations they don’t like are driven by the money. Also, employees can be motivated by company policies that reward their employees after hitting a set target. The money, in this case, is the motivation. Without motivation, most employees would most probably not put extra effort at work

. Some organizations offer treats for the best performer which drives their employees to yearn for that chance. However, excessive rewards can cause problems such as employees not working if there is no reward or external force (Kuvaas &Buch et al, 2017). Extrinsic motivation is usually the best way to get employees to improve employee performance since the best know there will be rewarded while the dominant employees will either be sacked or fail to receive the rewards associated with this motivational practice at work.

Intrinsic motivation includes working on something because one enjoys doing the activity. Procrastination of any work by employees is less likely in an environment where an employee is self-regulatory and self-motivated. They actually derive happiness in conducting the activity since they are highly interested in it as it offers self-fulfillment. Not many employees derive happiness from their work or work environment and this affects their performance which is usually depicted in the overall performance of the company. However, employees who are intrinsically motivated conduct their activities wholeheartedly and therefore boosting their performance. For instance, if one loves artwork and is employed as a painter, they will find peace in their craft and will, therefore, conduct it to the best of their ability. Intrinsic motivation from an employee deserves frequent praise and occasional gifts for applauding the good work. Employees who are intrinsically motivated can also perform negatively if their energy is distracted or have lost interest in the activity (Reiss, 2012).

Conclusively, intrinsically motivated employees perform best especially since they devote a lot of concentration in an activity hence minimizing the chances of failure. Lazauskaite-Zabielske et al (2015) observed that extrinsically motivated employees will perform fairly well although their motivation to fully indulge in an activity is usually limited to the prize to be paid for being part of the activity. Without any motivation whatsoever, one does not find the need for performing some tasks. That is why it is important to have motivated employees since the motivation of any kind among employees improves the performance of the organization.

 

REFERENCES

Akanbi, P. A. (2011). Influence of extrinsic and intrinsic motivation on employees’ performance. Retrieved September 18, 2016.

Kuvaas, B., Buch, R., Weibel, A., Dysvik, A., & Nerstad, C. G. (2017). Do intrinsic and extrinsic motivations relate differently to employee outcomes?. Journal of Economic Psychology, 61, 244-258.

Lazauskaite-Zabielske, J., Urbanaviciute, I., & Bagdziuniene, D. (2015). The role of prosocial and intrinsic motivation in employees’ citizenship behavior. Baltic Journal of Management.

Reiss, S. (2012). Intrinsic and extrinsic motivation. Teaching of Psychology, 39(2), 152-156.