Motivation Overview: Intrinsic vs Extrinsic

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Questions and Answers

Which of the following is a factor that fosters intrinsic motivation?

Frequent promotions

High salary

Minimal supervision

Challenging and meaningful work (correct)

Extrinsic motivation is generally more sustainable than intrinsic motivation.

False

What type of leadership is primarily associated with extrinsic motivation?

Servant leadership

Transactional leadership (correct)

Charismatic leadership

Transformational leadership

What does Goal Setting Theory emphasize as essential for motivation?

Clarity, Challenge, and Commitment Signup and view all the answers

Psychological safety allows employees to express ideas without fear of negative consequences.

True Signup and view all the answers

_____ theory suggests that employees compare their inputs and outputs to those of others.

Equity Signup and view all the answers

Name one key benefit of recognition in the workplace.

It fosters a positive work culture. Signup and view all the answers

Match the following job design concepts with their definitions:

Job enrichment = Enhancing jobs by adding responsibility and challenge Job enlargement = Expanding the scope of tasks in a job Job rotation = Switching employees between different tasks Signup and view all the answers

Maintaining a healthy work-life balance is essential for employee ______.

well-being Signup and view all the answers

Match the following leadership styles with their key characteristics:

Transformational leadership = Inspires and motivates employees Transactional leadership = Relies on rewards and punishments Servant leadership = Focuses on serving employees' needs Laissez-faire leadership = Provides little direction Signup and view all the answers

Which element is not part of effective extrinsic motivation strategies?

Vague reward systems Signup and view all the answers

Employees who find their work fulfilling are less likely to be intrinsically motivated.

False Signup and view all the answers

Which of the following is NOT a strategy for increasing employee engagement?

Strict control over tasks Signup and view all the answers

Trust in leadership is unimportant for employee motivation and engagement.

False Signup and view all the answers

What can lead to demotivation according to Equity Theory?

Imbalances in perceived input/output ratios Signup and view all the answers

What is one way effective leadership adapts to employee needs?

By modifying communication styles or motivational approaches. Signup and view all the answers

Extrinsic motivation is driven primarily by _____ rewards.

external Signup and view all the answers

Which leadership aspect is likely to vary in its impact on employee motivation?

Different leadership styles Signup and view all the answers

Open and clear ______ is essential for effective employee motivation.

communication Signup and view all the answers

What is an important element in fostering intrinsic motivation?

Recognition Signup and view all the answers

Study Notes

Intrinsic Motivation

Intrinsic motivation stems from internal rewards, such as a sense of accomplishment, enjoyment, or personal growth.
Employees driven by intrinsic motivation are more likely to be engaged and productive.
Factors fostering intrinsic motivation include:
- Providing challenging and meaningful work
- Offering opportunities for creativity and autonomy
- Recognizing and rewarding individual contributions
- Fostering a positive and supportive work environment
Employees who find their work fulfilling and aligned with their values are more likely to be intrinsically motivated.

Extrinsic Motivation

Extrinsic motivation is driven by external rewards, like pay, bonuses, or promotions.
While valuable, it's less sustainable than intrinsic motivation.
Strategies to leverage extrinsic motivation effectively include:
- Clearly defined performance expectations and goals
- Transparent rewards and recognition systems
- Competitive compensation and benefits packages
Extrinsic motivators can be effective in short-term performance boosts, but their influence wanes without ongoing reinforcement.

Goal Setting Theory

Goal setting theory suggests specific, challenging goals can drive motivation and performance.
This theory emphasizes the importance of:
- Clarity: Well-defined goals are more motivating than vague ones.
- Challenge: Goals should be ambitious but achievable, encouraging improvement.
- Commitment: Employees need to be committed to the goals.

Job Design Theory

Job design theory emphasizes the structure and content of work roles.
Key theories include:
- Job enrichment: Enhancing jobs by adding responsibility, autonomy, and challenge.
- Job enlargement: Expanding the scope of tasks in a job.
- Job rotation: Switching employees between different tasks to increase variety and skills.
The design of jobs significantly impacts employee motivation and satisfaction.

Equity Theory

Equity theory suggests employees compare their inputs and outputs to those of others.
Employees are motivated when their perceived input/output ratios are equal to others'.
Imbalances can lead to demotivation and resentment.
Fair compensation, recognition, and opportunities are crucial to maintain perceived equity.

Leadership Styles

Different leadership styles have varying impacts on employee motivation.
Transformational leadership, known for inspiring and motivating, often fosters higher levels of intrinsic motivation.
Transactional leadership, sometimes characterized by rewards and punishments, can primarily drive extrinsic motivation.
Effective leadership adapts its approach to the employee's needs and motivations within the team and project.

Trust and Psychological Safety

Trust in leadership and a respectful work culture are crucial for employee motivation and engagement.
Psychological safety: An environment where individuals feel comfortable taking risks and expressing their ideas without fear of negative repercussions.
Trust and psychological safety build strong foundations for intrinsic motivation.

Recognition and Appreciation

Recognition for excellent work is a critical aspect of employee motivation and fosters a positive work culture.
Formal and informal recognition initiatives can significantly impact levels of intrinsic motivation.
- Regular feedback, verbal praise, public acknowledgment, and rewards motivate employees.
Recognition demonstrates care and value, encouraging greater commitment and higher performance.

Work-Life Balance

Maintaining a healthy work-life balance is essential for employee well-being and motivation.
Flexible work arrangements, reasonable workloads, and clear boundaries between work and personal time can enhance motivation and reduce burnout.
Offering various types of flexibility demonstrates that the organisation cares about its employees.

Employee Engagement

Employee engagement is a state of emotional commitment to the organization, which leads to higher performance and loyalty.
Engaged employees are more likely to go the extra mile, contribute positively, and stay with the company.
A variety of strategies support employee engagement, including opportunities for growth, meaningful work, and a positive environment.

Communication

Open and clear communication is essential for effective employee motivation.
Sharing information, clarifying expectations, and seeking input demonstrates trust and value for the employee.
Good communication fosters transparency, improving employee engagement and trust in leadership.

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Description

Explore the key concepts of intrinsic and extrinsic motivation in this quiz. Learn how internal rewards foster engagement and productivity, versus the external rewards that drive performance. This quiz sheds light on effective strategies for leveraging both types of motivation in the workplace.