Extrinsic and intrinsic motivation. What does the will to act depend on?
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Proper motivation is an important part of team management. Employee motivation is essential for a group to work effectively and for a project to be ended with success. Some of the employees are driven by intrinsic motives, such as recognition, internal satisfaction, or a sense of influence. Others are driven by extrinsic benefits, such as the desire to earn money or to be promoted. The level of motivation has a direct impact on the effectiveness of their work and, as a result, on the success of a project, which is why managers should be aware of how important this issue is. Motivated employees perform their duties to the best of their abilities, which leads to increased productivity and quality of the final product. In contrast, unmotivated employees put less or no effort into their work and produce low quality work. Researchers have analysed types of motivation over the years. The following paper will analyse and compare intrinsic and extrinsic motivation as factors influencing teamwork, project success and willingness to act. Possible motivation methods that managers can use as inspiration to create a strong, hard-working and valuable team will be presented. Extrinsic and intrinsic motivation will be discussed using examples of successful projects. One of the examples concerns the impressive work of the Dabbawallas from Mumbai, who consistently surprise with their performance despite not using modern theories or technology. Lastly, the limitations of the theory will be presented. | Proper motivation is an important part of team management. Employee motivation is essential for a group to work effectively and for a project to be ended with success. Some of the employees are driven by intrinsic motives, such as recognition, internal satisfaction, or a sense of influence. Others are driven by extrinsic benefits, such as the desire to earn money or to be promoted. The level of motivation has a direct impact on the effectiveness of their work and, as a result, on the success of a project, which is why managers should be aware of how important this issue is. Motivated employees perform their duties to the best of their abilities, which leads to increased productivity and quality of the final product. In contrast, unmotivated employees put less or no effort into their work and produce low quality work. Researchers have analysed types of motivation over the years. The following paper will analyse and compare intrinsic and extrinsic motivation as factors influencing teamwork, project success and willingness to act. Possible motivation methods that managers can use as inspiration to create a strong, hard-working and valuable team will be presented. Extrinsic and intrinsic motivation will be discussed using examples of successful projects. One of the examples concerns the impressive work of the Dabbawallas from Mumbai, who consistently surprise with their performance despite not using modern theories or technology. Lastly, the limitations of the theory will be presented. | ||
| + | ==Motivation== | ||
| + | Over the last decades, much attention has been paid to the motivation of employees at the workplace, as it was identified as an important factor when it comes to the productivity and receiving the final outcome of the projects. Many frameworks, models and theories that focus on people motivation has been developed. They differ in some assumptions but one thing that they agree on is that we can distinguish extrinsic and intrinsic motivational factors. | ||
| + | Motivation (from Latin motivus "moving" from motus "movement") - a state of readiness to undertake a particular action, aroused by a need, a set of psychological and physiological processes determining the basis of behaviour and its changes. An internal human state, having an attributive dimension. Motivation results from the interaction of both conscious and unconscious factors. Mastering motivation to enable sustained and deliberate action is crucial to achieving high levels of skill, e.g. in art, medicine, sport, science. | ||
==Motivation theories== | ==Motivation theories== | ||
| + | The most frequently cited models of motivation are Maslow's Hierarchy of Needs and Herzberg's two-factor model. Both of them are widely accepted and researchers builds on the ideas presented in them. | ||
| + | Maslow's hierarchy of needs is a motivational theory in psychology comprising a five-tier model of human needs, often depicted as hierarchical levels within a pyramid was presented for the first time in 1954. | ||
| + | From the bottom of the hierarchy upwards we can distinguish the following needs : physiological (food and clothing), safety (job security), love and belonging needs (friendship), esteem, and self-actualization. According to Maslow, each level of the pyramid needs to be fulfilled before someone could be motivated by higher level factors. | ||
| + | Figure 1 is a graphical example of Maslow's model. | ||
| + | Taking that into account it’s said that you wouldn't be able to motivate someone with positive feedback (an esteem factor) if their basic physiological needs aren't met. This is applicable in the workplace. If an employee is not paid enough to be able to feed their family, they won’t be really into engaging in new task and hearing they do a good job. They’d prefer to earn more to provide for the family and that’s what would be a motivating factor for them. | ||
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| + | The other model that will be described in this paper is Herzberg's two-factor model. Presented in 19xx popular Frederick Irving Herzberg's concept concerns why people feel satisfied at work. It can be leveraged to help the managers get the best performance from their team. | ||
| + | The two factors identified by Herzberg are motivators and hygiene factors. | ||
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===Extrinsic motivation=== | ===Extrinsic motivation=== | ||
Revision as of 15:41, 20 February 2022
Developed by Katarzyna Kukulowicz
Contents |
Abstract
Proper motivation is an important part of team management. Employee motivation is essential for a group to work effectively and for a project to be ended with success. Some of the employees are driven by intrinsic motives, such as recognition, internal satisfaction, or a sense of influence. Others are driven by extrinsic benefits, such as the desire to earn money or to be promoted. The level of motivation has a direct impact on the effectiveness of their work and, as a result, on the success of a project, which is why managers should be aware of how important this issue is. Motivated employees perform their duties to the best of their abilities, which leads to increased productivity and quality of the final product. In contrast, unmotivated employees put less or no effort into their work and produce low quality work. Researchers have analysed types of motivation over the years. The following paper will analyse and compare intrinsic and extrinsic motivation as factors influencing teamwork, project success and willingness to act. Possible motivation methods that managers can use as inspiration to create a strong, hard-working and valuable team will be presented. Extrinsic and intrinsic motivation will be discussed using examples of successful projects. One of the examples concerns the impressive work of the Dabbawallas from Mumbai, who consistently surprise with their performance despite not using modern theories or technology. Lastly, the limitations of the theory will be presented.
Motivation
Over the last decades, much attention has been paid to the motivation of employees at the workplace, as it was identified as an important factor when it comes to the productivity and receiving the final outcome of the projects. Many frameworks, models and theories that focus on people motivation has been developed. They differ in some assumptions but one thing that they agree on is that we can distinguish extrinsic and intrinsic motivational factors. Motivation (from Latin motivus "moving" from motus "movement") - a state of readiness to undertake a particular action, aroused by a need, a set of psychological and physiological processes determining the basis of behaviour and its changes. An internal human state, having an attributive dimension. Motivation results from the interaction of both conscious and unconscious factors. Mastering motivation to enable sustained and deliberate action is crucial to achieving high levels of skill, e.g. in art, medicine, sport, science.
Motivation theories
The most frequently cited models of motivation are Maslow's Hierarchy of Needs and Herzberg's two-factor model. Both of them are widely accepted and researchers builds on the ideas presented in them. Maslow's hierarchy of needs is a motivational theory in psychology comprising a five-tier model of human needs, often depicted as hierarchical levels within a pyramid was presented for the first time in 1954. From the bottom of the hierarchy upwards we can distinguish the following needs : physiological (food and clothing), safety (job security), love and belonging needs (friendship), esteem, and self-actualization. According to Maslow, each level of the pyramid needs to be fulfilled before someone could be motivated by higher level factors. Figure 1 is a graphical example of Maslow's model. Taking that into account it’s said that you wouldn't be able to motivate someone with positive feedback (an esteem factor) if their basic physiological needs aren't met. This is applicable in the workplace. If an employee is not paid enough to be able to feed their family, they won’t be really into engaging in new task and hearing they do a good job. They’d prefer to earn more to provide for the family and that’s what would be a motivating factor for them.
The other model that will be described in this paper is Herzberg's two-factor model. Presented in 19xx popular Frederick Irving Herzberg's concept concerns why people feel satisfied at work. It can be leveraged to help the managers get the best performance from their team.
The two factors identified by Herzberg are motivators and hygiene factors.
