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Motivation is defined as the process that initiates, guides and maintains goal oriented behaviour. Whether it’s getting up to get something to eat or studying to maintain high grades in high school. It involves the biological, emotional, social, and cognitive forces that activate behaviour. In everyday usage, the term motivation is frequently used to describe why a person may do something.
Intrinsic Motivation:
- Intrinsic motivation refers to motivation that comes from the individual performing the task, rather than from any external or outside rewards, such as money or grades. An intrinsically motivated person will complete a task for pleasure or for fun. In neither case will the person work on the task because there is a reward involved.
For example Mrs Maureen Cameron wanted to appreciate the Anzac 100 year centenary through the arts (Music, Drama etc.) She decided to do this out of appreciation. She wasn't expecting a big reward, she just wanted to show her appreciation through what she knows best. Therefore this is a perfect example of intrinsic motivation. Managers can promote and support intrinsic motivation by ensuring the value and achievements of employees fully and fairly.
Extrinsic Motivation:
- Extrinsic motivation refers to motivation that comes from outside the individual performing the task, so the task is only complete due to the rewards, such and payment or grades. These rewards provide satisfaction and pleasure that the task itself may not provide. An extrinsically motivated person will work on the task even when they have little interest in it because of the anticipated satisfaction of earning a reward.
For example all the staff in the admin block are constantly motivated by a pay rise or some form of reward. Most of them have Extrinsic motivation.
Effective managers should be supporting their employees motivated by extrinsic factors, if they are justly entitled to such rewards.
Outcomes and Inputs:
The outcome is what an employee mostly wants from the job they get hired to, outcomes are anything a person will get from the job they take part in. These outcomes include, pay autonomy, accomplishment and so on. Inputs is anything a person contributes to their job, such as skills knowledge and work behaviour and so on.
Here are a few examples of what aspects motivate staff at St Andrews:
> The recognition of staff members
> Public recognition in front of other staff members
> The 'Thank you tree'
All of these motivational skills make staff feel appreciated and makes them feel like they are a benefit to the business, this will make them want to keep going, to earn the extra rewards.
Want to know if your staff are motivated? Click the link below!
http://www.tutor2u.net/business/quiz/motivation/quiz.html
Intrinsic Motivation:
- Intrinsic motivation refers to motivation that comes from the individual performing the task, rather than from any external or outside rewards, such as money or grades. An intrinsically motivated person will complete a task for pleasure or for fun. In neither case will the person work on the task because there is a reward involved.
For example Mrs Maureen Cameron wanted to appreciate the Anzac 100 year centenary through the arts (Music, Drama etc.) She decided to do this out of appreciation. She wasn't expecting a big reward, she just wanted to show her appreciation through what she knows best. Therefore this is a perfect example of intrinsic motivation. Managers can promote and support intrinsic motivation by ensuring the value and achievements of employees fully and fairly.
Extrinsic Motivation:
- Extrinsic motivation refers to motivation that comes from outside the individual performing the task, so the task is only complete due to the rewards, such and payment or grades. These rewards provide satisfaction and pleasure that the task itself may not provide. An extrinsically motivated person will work on the task even when they have little interest in it because of the anticipated satisfaction of earning a reward.
For example all the staff in the admin block are constantly motivated by a pay rise or some form of reward. Most of them have Extrinsic motivation.
Effective managers should be supporting their employees motivated by extrinsic factors, if they are justly entitled to such rewards.
Outcomes and Inputs:
The outcome is what an employee mostly wants from the job they get hired to, outcomes are anything a person will get from the job they take part in. These outcomes include, pay autonomy, accomplishment and so on. Inputs is anything a person contributes to their job, such as skills knowledge and work behaviour and so on.
Here are a few examples of what aspects motivate staff at St Andrews:
> The recognition of staff members
> Public recognition in front of other staff members
> The 'Thank you tree'
All of these motivational skills make staff feel appreciated and makes them feel like they are a benefit to the business, this will make them want to keep going, to earn the extra rewards.
Want to know if your staff are motivated? Click the link below!
http://www.tutor2u.net/business/quiz/motivation/quiz.html