The paper "Methods of Improving Employee Motivation in Workplaces, Extrinsic and Intrinsic Motivation" is an outstanding example of management coursework. At the core of a successful organization, there exist employees who are highly motivated. For customers to be well taken off, employees must first be given a conducive working environment. Motivated and well taken care of staff reflects the image of the company to clients. Motivated employees work in a single company as long they can remain productive thus reducing costs incurred during recruitment and training of new hires. It is vital that top-level and mid-level managers focus on employees as human beings when they are working and handling issues with them.
This essay will explore various methods of improving employee motivation in workplaces and the difference between extrinsic (external) motivation and intrinsic (internal/self) motivation. Extrinsic and intrinsic employee motivation There is always a reason as to why a majority of people engage in different activities, for instance, one may exercise to cut weight and remain healthy or use for professional sports engagement. The keyword here is the reward for engaging in the activity.
For employment, the major reward/compensation is the salary followed by the commission if the one doing sales, bribes for illegal jobs and benefits that accrue work. Additionally, punctuality as one of the rules of any organization may be an extrinsic motivator because employees have the fear of punishment for lateness. Major employees are programmed to perform well in their duties more rather for fear of punishment more rather than self-drive. Extrinsic employees are those who are majorly motivated by financial reward for work whereas intrinsic workers are moved by passion for services they provide (Gubler, Pierce and Nickerson 14472-14472).
Research has shown too much investment in external motivation ends up being an undoing to the company because the trend has to carry on failure to which employees will slow on producing excellent results. However, there a few employees who are moved by passion for the profession they engage in. Intrinsic employee motivation has led to growth on an individual and consequently growth of the company. It is when one is driven by the personal gain to perform tasks. In a majority of cases of people who are driven by passion often surpass their expectation and that of his peers and bosses. Recently, after been accepted as an Information Technology interns in one of the geo-mapping organizations, I observed a scene that illustrated the two different types of employee driving force.
In one case, an interviewee was asked what other kinds of programming language he knew apart from those mentioned in his CV; he said none and went further to say that he is satisfied with what he knew. These led to his failure at the interview because he demonstrated himself as a person who is not agile. In the same interview, the few developers who were familiar with more than one programming language and went further to explain they were ready to learn more got the chance to work for the company.
Works CitedGubler, T., L. Pierce, and J. A. Nickerson. "What Drives Employee Performance? Evidence On Extrinsic And Intrinsic Motivation". Academy of Management Proceedings 2013.1 (2013): 14472-14472. Web.