Motivation is an important factor in any productive workplace. It drives teams to work harder, motivates employees and pushes individual teams to excel. However, to effectively utilize motivation in the workplace at it’s best, you must first understand how each type of motivation functions and how they all contribute to an effective workplace. Understanding workplace motivation can be a great help in deciding which types of motivation are necessary and which are unnecessary or counterproductive. Knowing the functions of motivation can also help managers determine which types of motivation will be most beneficial to their employees.
Intrinsic motivation comes from the natural-born qualities inherent to individuals. These are what makes human beings tick and form the basis for motivation. For example, intrinsic motivation is derived from a person’s innate creativity or personal values. Extrinsic motivation is derived from outside sources such as recognition, approval or reward.
Intrinsic and extrinsic motivation can be strong and weak. On an extrinsic level, we get satisfaction from reaching a goal and getting a benefit (in this case, a paycheck) for ourselves. Extrinsic motivation is often associated with external rewards that come from achieving specific goals. Intrinsic motivation, however, comes from within. It is rooted in self-esteem and a desire for positive change in an environment.
Self-Esteem is the foundation for workplace motivation. When an employee is motivated, she or he is not only working hard but is also displaying qualities that make the person feel confident and good about themselves. As they meet their goals, intrinsic motivation strengthens with each achievement. That’s one reason it is so important to encourage employee motivation in your workplace.
There are different types of motivation, including extrinsic, internal and intrinsic. Extrinsic motivation occurs when an individual brings an advantage to himself by accomplishing a task. Internal motivation is often times brought about by an individual’s desire to attain his or her goals regardless of the costs or consequences to others. Intrinsic motivation stems from a person’s beliefs and personal values. These values may include a respect for others, a desire for personal growth and success and a strong sense of self.
One of the most cited theories in the field of personality and motivation is the Milton Model. According to this theory, three different personality types exist: extroverted, agreeable and introverted. Employees who are extroverted build deep emotional bonds with their customers and possess high energy and stamina. Employees who are extraverted are orderly and agreeable but do not enjoy interaction with people and prefer to work with an even environment.
Another theory in employee motivation is that the workplace include both individual and group motivation. Group motivation is what happens within a team or organization. It is generally considered to be the driver of employee productivity and includes group competition, camaraderie and trust among coworkers. Individual motivation, on the other hand, is what happens inside an individual employee’s mind and consists of self-esteem, personal confidence and motivation. Self-esteem and personal confidence are considered to be important factors for motivating employees because they motivate an employee’s creativity and persistence while personal confidence enables an employee to be assertive and hardworking.
The third theory of employee motivation is called the zeck formula. The zeck formula states that an employee is motivated to work if the tasks are interesting and the outcome is likely to be successful. To measure the interest and motivation, questions like: “how do you feel about this job?” and “would you really like this job?” should be asked by the employee.
Motivated workers are more engaged employees. Engaged employees are those who are highly involved in their work. A great way to encourage highly engaged employees is to create an atmosphere where they can be themselves and work productively. An organized work place can facilitate motivated employees to be more engaged and give them a sense of belonging and ownership over the tasks at hand. Unmotivated employees may need to see a face to face example of someone who is successfully managing their tasks.
There are many ways to motivate your employees but reward is probably the easiest and quickest way. Employees are motivated when they receive some kind of reward for their efforts. Rewards may come in the form of a tangible benefit or a gift. Rewards are an important part of employee motivation because they serve as incentives and therefore are capable of causing an individual to perform better. Rewards should be given regularly but should be big enough to keep an employee from performing at their best level.
Rewards and recognition are two major factors of extrinsic motivation. Extrinsic motivation is the motivation that an individual from external sources like a bonus or salary increase. Extrinsic motivation is most effective when it comes to increasing an individual’s performance or productivity. It helps people who may be lacking in self motivation to become more productive.