Intrinsic Vs. Extrinsic Motivation - Assignment Example

Intrinsic Vs. Extrinsic Motivation Intrinsic Vs. Extrinsic Motivation Goes Here al Affiliation Goes Here One of the most critical skills required of a leader in the business world is the ability to motivate the workforce. Although the motivation for work has been money many have found that by adding other motivators they can push the workforce to be more productive. A more productive workforce equals more profits for the business to reinvest in itself. The ability of the business to reinvest in itself provides job stability and security for the employees (the ultimate goal of the employees). Motivation can be described as intrinsic (internal) or extrinsic (external). Intrinsic motivation comes from within such as a person's need to feel useful or need to seek self-actualization (Law, 2006). Extrinsic motivation consists of external factors that motivate an individual such as pay and benefits or other motivators provided by employers. Intrinsic and extrinsic motivators are not limited to the workforce. Motivators, or rewards, are provided beginning in childhood. Taking piano lessons and studying a foreign language are intrinsically motivated for this author. The intrinsic rewards that I am receiving are satisfaction and enjoyment. Extrinsically motivated activities include cooking and exercising. The extrinsically motivated activities are performed to please others who hope that diet and exercise will help improve my quality of life. There are several principals and theories related to intrinsic and extrinsic motivation. Motivation itself can be described as the "mental processes that arouse, sustain, and direct human behavior."(Law, 2006) People can be positively motivated or negatively motivated. One boss' leadership style may motivate productivity while another boss' leadership style may negatively affect productivity. It is key for any organization to conquer motivation within the workplace. In my opinion coaches of sports teams have known for years that the combination of intrinsic and extrinsic motivating factors can create the need to excel or achieve. The principal applied here is the 'additive principal'. The coach will need to find out what makes his players 'tick'. A good example of the additive principal is the 'Gipper". George Gipp was a varsity football player at Notre Dame. When he fell ill and died Knute Rockne used a statement that Gipp is said to have made on his death bed: I've got to go, Rock. It's all right. I'm not afraid. Some time, Rock, when the team is up against it, when things are wrong and the breaks are beating the boys, ask them to go in there with all they've got and win just one for the Gipper. I don't know where I'll be then, Rock. But I'll know about it, and I'll be happy. (Estate of George Gipp, 2007). Knute Rockne used this statement to motivate his team to defeat the undefeated Army team in 1928. He knew that his team would be intrinsically and extrinsically motivated to win the game. Another principal relating to motivation is the multicative principal. This principal is based upon the belief that intrinsic and extrinsic motivation are interactive rather than additive. I agree with this principal because I have seen how in playing the piano I am rewarded by other people noticing and commenting on my performance. At the same time I have a sense of personal satisfaction when I play well (intrinsic). Although it is nice to receive positive comments, and encouragement, I gain more from the intrinsic award. I am motivated more by how I feel about myself and am motivated to play better despite the extrinsic rewards. The discounting principal of motivation has to do with the rewards affect on atheletic performance. The athelete may be intrinsically motivated to perform and win. But, an athelete that is paid to perform (such as major league baseball and NFL football) may stop performing if the paid reward is removed. Thus the intrinsic motivation is pushed aside or 'discounted' when the extrinsic reward is withdrawn. There are several theories that are used to explain intrinsic and extrinsic motivation. Cognitive evaluation theory. According to this theory there are two extrinsic ways that affect intrinsic rewards. The extrinsic reward may have a controlling affect on the intrinsic motivation. (The Oxford Dictionary of Sports Medicine, 2007). The controlling affect is the primary reason for participating in the activity while the reward affect governs how one sees oneself (as valuable or high performer). Self determination theory (SDT) is another way of looking at motivation but this time from the "perspective of the development and functioning of personality within social contexts"( The Oxford Dictionary of Sports Medicine, 2007). This theory follows the assumption that people are active organisims that strive to excel while integrating these experiences with their sense of self. I believe that this theory best describes my desire to acquire a foreign language and learning how to play the piano better. My self determination surfaces when I work hard and struggle with language acquisition or work hard at mastering piece of music on the piano. I push my self and am rewarded by self satisfaction. Some employers feel that the best people to hire are those who actively participated in sports, or other clubs, while in high school or college. The reason for this is that these individuals are experienced in self motivation, working as a team, and extrinsically motivated by the team or coach. Those who do not participate in sports, or clubs, have little experience with self motivation or the motivation of others. Those who do not participate in sports have a steep learning curve when they enter the work world. Those who did participate already are familiar with working as a team to meet a common goal. This motivation to work as a team is critical to the success of the team be it at work or on the football field. On the other hand 'academics' are much more self motivating than those on a sports team who are provided with set rewards. Those who focus on academics are more intrinsically motivated by the desire to learn but are extrinsically motivated by a professors approval of their work. As stated earlier, the business leader needs to be aware of motivational techniques to keep his workers motivated to perform. An external motivation for the workers is pay and benefits plus job security. In conclusion, I believe that I am most motivated by intrinsic rewards that include how I feel about my self and the satisfaction that I get when I conquer language or music. Although extrinsic motivation is nice I am most motivated intrinsically. I realize though that other people are motivated differently than I am and that in the work environment where I may be the boss I need to pay more attention to how other people are motivated. References "additive principle"The Oxford Dictionary of Sports Science & Medicine. Oxford University Press, 2007. Oxford Reference Online. Oxford University Press.Boston Public Library.8 December 2007 American Psychological Association (2001). Publication manual of the American Psychological Association (5th ed.). Washington, DC: American Psychological Association. "cognitive evaluation theory"The Oxford Dictionary of Sports Science & Medicine. Oxford University Press, 2007. Oxford Reference Online. Oxford University Press.Boston Public Library.8 December 2007http://www.oxfordreference.com/views/ENTRY.htmlsubview=Main&entry=t161.e1431 "discounting principle"The Oxford Dictionary of Sports Science & Medicine. Oxford University Press, 2007. Oxford Reference Online. 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