Presentation on theme: "I vs. E. Think about a time when you devoted a lot of time or energy to an activity for which you did not get paid, or other tangible inducements Why."— Presentation transcript:
Think about a time when you devoted a lot of time or energy to an activity for which you did not get paid, or other tangible inducements Why did you do it? How did it make you feel?
Intrinsic motivation is a major factor in explaining much of work behavior of employees
Intrinsic motivation defined: motivation driven by internal, intangible aspects associated with conduction and/or completion of an activity Intrinsic motivation is active when an individual chooses, extends a high level of energy towards, and persists in, a given task in the absence of external inducements
Extrinsic motivation defined: motivation driven by tangible factors external to the employee and the activity Extrinsic motivation is active when an individual chooses, extends a high level of energy towards, and persists in, a given task in the presence of external inducements
Assumptions about human nature: People have a need to feel a sense of meaning, accomplishment People want to work on activities that interest them, or they enjoy People want to feel as if they have self- determination
Why should managers care if their employees are intrinsically motivated? What are the benefits of intrinsic motivation over extrinsic motivation?
Benefits of IM: The [+] impact of intrinsic motivators tends not to wear off over time Once established, intrinsic motivators tend to be self-sustaining so do not require continual attention by manager If manager loses access to inducements such as $$, have not lost ability to motivate ees It’s cheap
Can someone be intrinsically and extrinsically motivated at the same time? Motivational orientations are complex and most often we have elements of each; it’s a matter of degree
LO Intrinsic HI ExtrinsicLO Extrinsic HI Intrinsic MID Extrinsic MID Intrinsic
Cognitive evaluation theory When a previously intrinsically motivated employee is provided obvious extrinsic inducements directly for their task activity, their intrinsic motivation level will decrease and be replaced by a higher level of extrinsic motivation
Reason #1 Employees ‘forget’ how they originally felt about the activity – Now focus on doing the activity because they are getting an extrinsic inducement Their ‘relationship’ or ‘connection’ with the activity has changed
Reason #2 Employees feel as if they have lost control over whether or not to do the activity – Now it becomes a task or ‘chore’ they are required to do for someone else They have lost their sense of autonomy regarding the activity
How do we avoid this shift? Communicate appreciation for contribution and impact and that reward is a sign of the appreciation Allow the person to maintain control over numerous aspects of their work
Our extrinsic motivation legacy During time of our nation’s industrialization, the nature of work changed Theory X view of workers became prevalent Companies structure their employee practices and reward systems around extrinsic rewards