Discussion question and responses

Ryan W week 3

 

Human motivation has been studied for many years in the fields of social Psychology and organizational theory, and different types of motivation that influence organizational behavior have been identified. Those that have consolidated and have had greater theoretical and practical influence are extrinsic (EM), intrinsic (IM) and prosocial motivation (Bastons & Mas & Rey, 2017). To better understand the difference between the two types of motivation people go through, one must look at the benefit each represents. Extrinsic motivation simply put means the person is driven by external means example being money. Intrinsic motivation comes from the individual or self-driven motivation. Instead of the monetary reward, the employee will seek to learn something from the task or gain experience, and not motivated by external rewards. 

Other motivational theorists emphasizing the motivating effects of control or choice opportunities include Deci and his colleagues (Deci, 1975, 1990; Deci & Ryan, 1985). According to their work, intrinsic motivation is most likely to result when individuals perceive themselves as being self-determining, free from the directives and dictates of others, especially authority figures. This relates directly into last weeks discussion of self-efficacy and self-control, this type of motivator can help a company strive when the employee finds his or her work rewarding outside the external reward driven tactic. Simply love what you are doing. 

Identifying these motivators or rewards can be traced back to the early forties and by a man named Frederick Taylor. Frederick Taylor utilizing the scientific principles to evolve the workplace environment can still be seen today. Taylor was the first major proponent of linking performance to rewards. Ferond (2006) states that “Taylor’s pro-vision of a rationally defensible standard for establishing the rate with the amount of rewards clearly linked to levels of performance is thought to be his most fundamental contribution to the field of human performance” (p.158).

References

Bastons, M., Mas, M., & Rey, C. (2017). Pro-stakeholders motivation: Uncovering a new source of motivation for business companies. Journal of Management and Organizational, 23 (3), 621-632.

Deci, E. (1975). Intrinsic motivation. New York: Plenum Press.

Deci, E., & Ryan, R. (1985). Intrinsic motivation and self-determination in human behavior. New York: Plenum Press.

Ferond, C. (2006). The origins and evolution of human performance technology. In J.A. Pershing (Ed.), Handbook of human performance technology (pp. 155-187). San Francisco, CA: John Wiley & Sons.