Wk 4: Applications of Motivation in Learning Theory
Industrial/Organizational Psychology Presentation
Extrinsic and Intrinsic Motivation
Extrinsic Motivation
Intrinsic Motivation
Extrinsic motivation would be when employees are motivated to engage in an activity or to complete a task in order to be rewarded. You would engage in an activity because you expect to be rewarded or prevent anything unpleasant in return. If you want to avoid being pushed or harassed, for example, you should accomplish the assigned task on time. Intrinsic motivation, on the other hand, emerges when you do something because it makes you happy. You're doing something for the sake of doing it, rather than for financial gain. Behaving well is a prize in and of itself. You might, for example, complete the assignment ahead of time because you enjoy doing it.
2
Effectiveness of intrinsic compared with extrinsic motivation
Impact on Human Behavior
Affect of reward system
According to studies, both intrinsic and Extrinsic motivation have a particular impact on human behavior. The over justifying effect has been proven in research to diminish intrinsic motivation when excessive external rewards are given for an action that is already intrinsically gratifying. Employees who were rewarded for performing better at work had already expressed interest in performing better before being externally rewarded, according to a 2004 study. However, after being externally compensated, they grew less interested in the item. This isn't to say that extrinsic motivation isn't useful; it can be in some circumstances. Most people assume that intrinsic motivation is the best, although this is not always true. A person may just lack the desire to engage in a specific activity. Excessive compensation might be problematic at times. When used effectively, extrinsic motivators, on the other hand, can be a powerful weapon.
3
Three Major Conclusions About Extrinsic Rewards And Their Impact On Intrinsic Motivation
Intrinsic Motivation Decreases when Employees are Rewarded for Completing Tasks.
Praise increases Internal motivation
Unexpected External rewards do not detract from internal drive.
Intrinsic Motivation Decreases when Employees are Rewarded for Completing Tasks.
This Photo by nknown Author is licensed under CC BY-SA
If managers bestow praise on their staff every time they execute a simple task, the employee will become less intrinsically motivated to repeat the task.
5
Praise increases Internal motivation
This Photo by Unknown Author is licensed under CC BY-SA
Positive praise and feedback when people do something better than others has been demonstrated to enhance intrinsic motivation.
6
Unexpected External rewards do not detract from internal drive.
Do you enjoy what you do?
Do we need rewards to succeed?
Your underlying incentive for learning more about the work will not be changed if you receive positive feedback at work since you enjoyed performing it and the boss decides to reward you with a gift card to your favorite shopping mall. However, rewarding should be done with prudence in this case since people may come to expect rewards.
7
Implementing both intrinsic and extrinsic motivation at work
Increasing Motivation
Working towards benefits
This Photo by Unknown Author is licensed under CC BY-SA
Intrinsic motivation can be used in a variety of ways at work. One of the most effective ways for increasing motivation is to provide and receive positive feedback. In some cases, extrinsic motivation is essential for day-to-day work. Bonuses, commissions, awards, and prizes are also the sole ways to incentivize individuals to perform certain tasks.
8
Consider the following to make both extrinsic and intrinsic motivation at work:
Contributors
Management
Management is typically in control of either creating a motivational approach to keeping employees moving towards being a productive piece of the business. Depending on what the business structure within the company is there may be an incentive-based contribution to the employee for exceeding the daily, weekly or monthly goals. Some companies will simply give kudos to their employees through a recognition email or explain their excellence within a team meeting. Some people truly need these kinds of praises to truly feel appreciated where others would rather have a gift card or a financial benefit to their efforts.
9
Managers
Motivating your team
Providing appropriate feedback
To develop intrinsic motivation in your team, be deliberate with your feedback. If you give them clear and powerful positive criticism, they will understand your standards and expectations. Also, make sure you're not praising work that has nothing to do with your team. On the other hand, as a boss, it's vital to use extrinsic motivation while delivering rewards sensibly. While external incentives can motivate your team to take on a new challenge, learn a new skill, or accomplish a quarterly goal, you should also make sure they have the tools they need to pursue initiatives and abilities that they are passionate about.
10
Contributors
Feedback
Experiment
You should constantly let superiors know when and how their feedback drives you as a contributor. Also, offer them positive feedback if their counsel was extremely helpful. You're extrinsically motivating your supervisors to keep managing you successfully when you provide them positive feedback about what inspires you. When it comes to the extrinsic, work for the rewards that make you joyful, but be aware of your limitations and take breaks when needed. Be available to experiment with new skills and activities that interest you, whether for enjoyment or to learn something new.
11
References