Extrinsic motivatoin: How to balance motivation?
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| − | A certain amount of motivational behaviour results in a particular outcome. The challenge lies in achieving a sustainable positive outcome with the existing possibilities. The goal for this article is to analyse the topic of extrinsic motivation, to give a general guideline on how to enforce and use extrinsic motivation. | + | A certain amount of motivational behaviour results in a particular outcome. The challenge lies in achieving a sustainable positive outcome with the existing possibilities. The goal for this article is to analyse the topic of extrinsic motivation, to give a general guideline on how to enforce and use extrinsic motivation. <ref> Narasimhan, K., 2002. Successful Management by Motivation: Balancing Intrinsic and Extrinsic Incentives20022Edited by Bruno S. Frey and Margit Osterloh. Successful Management by Motivation: Balancing Intrinsic and Extrinsic Incentives. Springer‐Verlag, 2002. 299 pp., ISBN: ISBN 3‐540‐42401‐6 £33.00 (hardback). The TQM Magazine, 14(2) </ref>. |
Revision as of 21:11, 13 February 2022
Abstract
As a rather complex topic, that occurs in every area of business management motivation is an important topic to deal with, when managing projects, teams, and companies.
It can be categorized in intrinsic and extrinsic motivation. Intrinsic motivation relates to satisfying a personal need, where an individual acts out of personal reasons, which can be enjoyment. Extrinsic motivation is rooted in behaviour, that is enabled by external sources, such as pressure or reward.
The outcome of both types of motivations differs quite a lot depending on the environment. In general, intrinsic motivation is to be seen as the more successful one in the long run. Additionally extrinsic motivation is limited applicable and can even have a negative effect. Yet both are to be combined to derive the best results. [1].
A certain amount of motivational behaviour results in a particular outcome. The challenge lies in achieving a sustainable positive outcome with the existing possibilities. The goal for this article is to analyse the topic of extrinsic motivation, to give a general guideline on how to enforce and use extrinsic motivation. [2].
Contents |
Background
Categorization
The history of different existing models and theories for motivation in management will be introduced here.
Field of application
Different fields for application is shown and in which frame to use the gained insights.
Challenges of study
How was the study limited in it´s execution, how are the results limited to use.
Annotated bibliography
1. Sansone, C. and Tang, Y., 2021. Intrinsic and extrinsic motivation and self-determination theory. Motivation Science, 7(2)
2. Narasimhan, K., 2002. Successful Management by Motivation: Balancing Intrinsic and Extrinsic Incentives20022Edited by Bruno S. Frey and Margit Osterloh. Successful Management by Motivation: Balancing Intrinsic and Extrinsic Incentives. Springer‐Verlag, 2002. 299 pp., ISBN: ISBN 3‐540‐42401‐6 £33.00 (hardback). The TQM Magazine, 14(2).
3. Kuvaas, B., Buch, R., Weibel, A., Dysvik, A. and Nerstad, C., 2017. Do intrinsic and extrinsic motivation relate differently to employee outcomes?. Journal of Economic Psychology, 61, pp.244-258.
References
- ↑ Sansone, C. and Tang, Y., 2021. Intrinsic and extrinsic motivation and self-determination theory. Motivation Science, 7(2)
- ↑ Narasimhan, K., 2002. Successful Management by Motivation: Balancing Intrinsic and Extrinsic Incentives20022Edited by Bruno S. Frey and Margit Osterloh. Successful Management by Motivation: Balancing Intrinsic and Extrinsic Incentives. Springer‐Verlag, 2002. 299 pp., ISBN: ISBN 3‐540‐42401‐6 £33.00 (hardback). The TQM Magazine, 14(2)
