Introduction to Motivation
Motivation
is the strength that boosts and directs the behavior of a person sustainably.
The word ‘Motivation’ is derived from a Latin word for movement (movere)
(Armstrong, 2010). People are motivated
when a series of actions occur which will achieve their goals coupled with
valued and expected rewards which satisfy their needs and wants (Kaur, 2013).
Further, motivation is also based on the set of goals of an individual and the
avenues/ways where external parties try to change their behavior. The concept
of motivation refers to internal factors that impel action and to external
factors that can act as inducements to action. (Locke and Latham, 2004:388).
Motivation is segregated in to 3 components according to Arnold et al 1991 cited in Armstrong, 2006
1)
Direction – what the individual
attempts to do to attain the goal.
2)
Effort –
the extent that the individual is trying to attain the goal.
3) Persistence –
the tenor that a person keeps on trying.
Types of
Motivation
Intrinsic Motivation
When
individuals feel that their work is important, with positive discretionary
behavior, autonomy, where they decide to make an effort with opportunities for
achievement and advance is Intrinsic motivation. It is not created by external
factors such as monitory benefits (Sandel, 2012). Following are five core
characteristics of task that result in intrinsic motivation, skill variety,
task identity, task significance, autonomy and feedback (Armstrong, 2006).
Source - Kropke, C (2012) Intrinsic motivation
Extrinsic Motivation
Extrinsic
motivation is the process of actions taken by the organization to motivate
people/employees (Oduka, 2016). These
actions are Rewards by way of incentives, increase of salary praise and
promotions as well as punishments by way of reduction / withholding of salary,
criticism and disciplinary action. Above motivators
could achieve immediate and powerful results, however, will be short term (Armstrong, 2006).
List of
References
Armstrong,
M (2006) A Handbook of Human Resource Management Practice. 10th ed.
Kogan Page Limited: London
Armstrong,
M (2006) A Handbook of Human Resource Management Practice. 10th ed.
Kogan Page Limited: London
Armstrong,
M (2010) Armstrong’s Essential Human Resource Management Practice: A guide to
people management. 1st ed. Kogan Page Limited: London
Kaur, A
(2013) Maslow’s Need Hierarchy Theory:Applications and Criticism, Global
Journal of Management and Business Studies, 3(10)
Kropke, C (2012) Intrinsic motivation [Online]. Available at <https://www.youtube.com/watch?v=u5WY2RWWVkA (Accessed on 03rd November 2019)
Kropke, C (2012) Intrinsic motivation [Online]. Available at <https://www.youtube.com/watch?v=u5WY2RWWVkA (Accessed on 03rd November 2019)
Oduka, M E, (2016) Factors Influencing Staff
Motivation among Employees: A Case Study of Equator Bottlers (Coca Cola) Kenya,
Journal of Human
Resource and Sustainability Studies 7th June [Online]. Available at < http://www.scirp.org/journal/jhrss http://dx.doi.org/10.4236/jhrss.2016.42008
(Accessed on 18th December 2018)
According to Story et al. (2009), those who are high in intrinsic motivation seem to favor challenging cognitive tasks and can self-regulate their behaviors, offering rewards, settling external goals or deadlines, will do little for them, unless they are also high in extrinsic inspiration. For employees that are high in intrinsic motivation, emphasis could be placed on the winning nature of the task and encouragement of self-set goals and deadlines (Story et al 2009).
ReplyDeleteHi Ganga,
DeleteAppreciate your valuable comment on my blog. It is noted that Extrinsic Motivation could be a basic factor which fulfills the needs to attain Intrinsic Motivation. These factors are related to tangible rewards such as salary and fringe benefits, security, promotion, contract of service, the work environment and conditions of service (Mullins, 2005).
Motivation factors incorporate with the recognition of achievement, responsibility, development and challenges. Just fulfillment of the components takes into realization of acknowledgment of hygiene motivators. It is a characteristic and common phenomenon (Borowski and Daya 2014)
ReplyDeleteHi Anupama,
DeleteHygiene motivators refer to Working Conditions, Salary and Benefits, Supervision, Job Security which are the basic needs to fulfilled to achieve Motivational factors (Asim, 2013). These factors do not boost the individual to attain high level of job satisfaction and extra performance of the job. However, these factors prevent dissatisfaction and poor job performance (Armstrong and Taylor 2014).
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