Motivation: Direction, Intensity, and Persistence
What is motivation? And Importance of motivation
Motivation is a combination of direction, intensity and persistence of effort towards a goal. These mean a highly motivated person putting in a lot of effort, for a long period of time at a directed task is highly desired. Unmotivated people will lack intensity of their effort/duration or a sense of direction of their efforts. Motivation has a strong relationship to performance according to the expectancy theory thus is highly important for organisations to have highly motivated workers to reduce staff changeovers keeping their employees interested, satisfied and challenged via intrinsic and extrinsic factors. Surely everyone has worked a part time job that at first they were very enthusiastic about however over time your excitement for going to work started to decline and going to work became like such a drag.
Incentive pay being a good motivator for an individual worker is an extrinsic factor of motivation. But this alone is usually not enough. We have heard of many career changes especially in today’s society where people go from a job they have 3-10 years’ experience in then have them change to entry level/graduate position as they found their previous job not fulfilling. In today’s world we hear someone who has been a profession eg. accountant, engineer switch their career paths as they found their job dull/boring. High contingent pay does influence workers to stay at their job but this motivator is not as long lasting as intrinsic factors to motivate. A combination of intrinsic factors and extrinsic factors both are required to keep workers highly motivated at their jobs.
Does high contingent pay influence how workers perceive and feel about their work, and employees’ intrinsic motivation for their work?
According to a study management theories and traditional practices using an extrinsic motivator to motivate workers are no longer enough to keep a worker’s loyalty and compliance. As extrinsic motivators
Motivation is a combination of direction, intensity and persistence of effort towards a goal. These mean a highly motivated person putting in a lot of effort, for a long period of time at a directed task is highly desired. Unmotivated people will lack intensity of their effort/duration or a sense of direction of their efforts. Motivation has a strong relationship to performance according to the expectancy theory thus is highly important for organisations to have highly motivated workers to reduce staff changeovers keeping their employees interested, satisfied and challenged via intrinsic and extrinsic factors. Surely everyone has worked a part time job that at first they were very enthusiastic about however over time your excitement for going to work started to decline and going to work became like such a drag.
Incentive pay being a good motivator for an individual worker is an extrinsic factor of motivation. But this alone is usually not enough. We have heard of many career changes especially in today’s society where people go from a job they have 3-10 years’ experience in then have them change to entry level/graduate position as they found their previous job not fulfilling. In today’s world we hear someone who has been a profession eg. accountant, engineer switch their career paths as they found their job dull/boring. High contingent pay does influence workers to stay at their job but this motivator is not as long lasting as intrinsic factors to motivate. A combination of intrinsic factors and extrinsic factors both are required to keep workers highly motivated at their jobs.
Does high contingent pay influence how workers perceive and feel about their work, and employees’ intrinsic motivation for their work?
According to a study management theories and traditional practices using an extrinsic motivator to motivate workers are no longer enough to keep a worker’s loyalty and compliance. As extrinsic motivators