Intrinsic and Extrinsic Drivers of Motivation
Human Resources Management - Group Project
Introduction
The emergence of large multinational companies in the late nineteenth century necessitated a change in the professional world in regards to motivating factors in the workplace. While extrinsic motivators have traditionally been a more common way to stimulate good work ethic in employees, intrinsic motivators have become a greater focus in the last several years. Many companies encounter difficulties with intrinsic motivation due to lack of time, money, and risk of change. Therefore, the reason for choosing this topic is to demonstrate that, despite the challenges, companies should still participate in intrinsic motivation to create a sustainable environment and recognize the long-term benefits.
This paper will explore the connection of intrinsic drivers of motivation to long-term career goals, and extrinsic drivers to the short-term goals. Both are equally important to a company’s workforce, but there is an ideal balance that can be achieved to maximize motivation. A review of the literature researched will be presented, followed by an analysis of the interview and the methodology of its execution. The body of the analysis will compare both points of view and will conclude with the final recommendations.
Review of the literature :
In the attempt of setting the context, it should be precisely explained how intrinsic and extrinsic drivers of motivation are defined.
|Intrinsic |Extrinsic |
|It comes from the rewards inherent to a task or activity itself - |It comes from outside of the individual - material drivers |
|personal drivers | |
|Responsibility, autonomy, recognition, growth and learning, structure|Salary,
Introduction
The emergence of large multinational companies in the late nineteenth century necessitated a change in the professional world in regards to motivating factors in the workplace. While extrinsic motivators have traditionally been a more common way to stimulate good work ethic in employees, intrinsic motivators have become a greater focus in the last several years. Many companies encounter difficulties with intrinsic motivation due to lack of time, money, and risk of change. Therefore, the reason for choosing this topic is to demonstrate that, despite the challenges, companies should still participate in intrinsic motivation to create a sustainable environment and recognize the long-term benefits.
This paper will explore the connection of intrinsic drivers of motivation to long-term career goals, and extrinsic drivers to the short-term goals. Both are equally important to a company’s workforce, but there is an ideal balance that can be achieved to maximize motivation. A review of the literature researched will be presented, followed by an analysis of the interview and the methodology of its execution. The body of the analysis will compare both points of view and will conclude with the final recommendations.
Review of the literature :
In the attempt of setting the context, it should be precisely explained how intrinsic and extrinsic drivers of motivation are defined.
|Intrinsic |Extrinsic |
|It comes from the rewards inherent to a task or activity itself - |It comes from outside of the individual - material drivers |
|personal drivers | |
|Responsibility, autonomy, recognition, growth and learning, structure|Salary,
Bibliography: Hoovers. (2011). Hoovers Company Records: The Boston Consulting Group Inc. Hoovers Inc. "Management Consulting Services." Encyclopedia of American Industries, Online Edition. Gale, 2011. Reproduced in Business and Company Resource Center. Farmington Hills, Mich.:Gale Group. 2011. http://galenet.galegroup.com.remote.library.dcu.ie/servlet/BCRC Vault. (2011). The Boston Consulting Group, Inc. Retrieved Nov 16, 2011, from Vault Career Intelligence: http://www.vault.com/wps/portal/usa/companies/company-profile?companyId=322&search_type=company