Employee motivation – Intrinsic versus Extrinsic

Employee motivation can be one of the biggest struggles for executives and officers. How do you motivate employees? Is the answer to benefits, benefits, work environment or priest? Could it be something deeper and more meaningful, such as how challenging they find the work or their impact on the company's goals and goals? The answer can be all or some of this, depending on the employee. Business culture plays a big part in how easy or difficult it could be to encourage employees.

Many organizations spend unnecessary amount of money in order to solve the problem of employee habits. Addressing a problem is the first mistake. Motivation for the work of an organization is not a problem to overcome. It is a further understanding that managers and mentors need to have those who report them. Understanding why an individual works, or does not work well, is an ideal good manager. Creating a stimulating culture within the organization is one of the most valuable achievements that a guiding role for an individual is. Simply offering more money, more benefits or increased warranty may not be enough.

Compensation, benefit, opinion, these are all extrinsic form of employee motivation. Extrinsic motivation involves elements outside the individual. They can be tangible, such as monetary policy, or they can be intangible, such as health benefits that offer employee peace of mind. Studies have shown that extrinsic motivation is often the least effect on the workplace. Extrinsic motivation is a prize based on the rewards being used to encourage behavior to repeat. In terms of cash prizes, financial constraints may limit prizes and thus limit the effectiveness of the prize system.

Intrinsic goal orientation is, however, far better in terms of employee focus. Intrinsic factors can include a position of being, altruism or ideals. Intrinsic factors motivate a person to achieve or achieve certain goals. Finding what these factors are for each employee is the responsibility of managers and supervisors. Organizational awareness that encourages internal factors and looks deeper into what employees want to encourage overall work. An employee who is worried about altruistic ideals can be put on tasks that feed his / her desire to do good. An employee who is worried about the challenge can be happiest on the way to a new project. A manager who can determine this incentive is the best option to achieve the company's goals and create a balanced and enjoyable workplace.


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