Pay Structures Can Potentially Motivate Individuals Within Work However Other Intrinsic Motivators Are Equally, If Not More, Important. Discuss
Pay structures can potentially motivate individuals within work however other intrinsic motivators are equally, if not more, important. Discuss
Pay structures are designed to be a series of brackets that’s are relevant to different jobs with different skill level requirement. The potential for motivation is clear here because an employee would look at the extrinsic rewards on offer if they were to achieve and satisfy the needs of an organisation to progress to a higher pay level. Money is the essential stimulus; no other incentive or motivational technique can compete with its power within a society (see Baldoni, J. 2005; Taylor, F. 1911). The majority of employees greatly value money and the intrinsic rewards it allows them to acquire, however intrinsic motivation can be perceived as a more powerful method of motivation but it is also a more difficult method. To create motivation in one’s internal self rather than using external factors usually relies on a person to enjoy the work, rather than the outcome (the outcome is then a linked to reward). Jobs/activities that are intrinsically motivating require no reward due to the personal enjoyment of the individual (Malone and Lepper, 1987).
“Intrinsic motivation is the energy source that is central to the active nature of the organism” Deci, E. and Richard, R. (1985). The basic form of intrinsic motivation is interest, where an individual is interested in the activity they are partaking and actually want to do it without the need of a separable outcome. From childhood, interest allows a child to focus on certain subjects and is undermined by parents and teachers (Ryan and Stiller, 1991). Internal motivation has many studies that occur normally in schools where a concrete separable outcome is not visible; these studies show how children progress better in subjects they have an interest in (Harter, 1981). Although, many factors point towards intrinsic motivation as very powerful, the fact that extrinsic motivation
Pay structures are designed to be a series of brackets that’s are relevant to different jobs with different skill level requirement. The potential for motivation is clear here because an employee would look at the extrinsic rewards on offer if they were to achieve and satisfy the needs of an organisation to progress to a higher pay level. Money is the essential stimulus; no other incentive or motivational technique can compete with its power within a society (see Baldoni, J. 2005; Taylor, F. 1911). The majority of employees greatly value money and the intrinsic rewards it allows them to acquire, however intrinsic motivation can be perceived as a more powerful method of motivation but it is also a more difficult method. To create motivation in one’s internal self rather than using external factors usually relies on a person to enjoy the work, rather than the outcome (the outcome is then a linked to reward). Jobs/activities that are intrinsically motivating require no reward due to the personal enjoyment of the individual (Malone and Lepper, 1987).
“Intrinsic motivation is the energy source that is central to the active nature of the organism” Deci, E. and Richard, R. (1985). The basic form of intrinsic motivation is interest, where an individual is interested in the activity they are partaking and actually want to do it without the need of a separable outcome. From childhood, interest allows a child to focus on certain subjects and is undermined by parents and teachers (Ryan and Stiller, 1991). Internal motivation has many studies that occur normally in schools where a concrete separable outcome is not visible; these studies show how children progress better in subjects they have an interest in (Harter, 1981). Although, many factors point towards intrinsic motivation as very powerful, the fact that extrinsic motivation