Intrinsic and Extrinsic motivation: the effects on Job Performance

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Acknowledgement

I would take this opportunity to thank my research supervisor, family and friends for their support and guidance without which this research would not have been possible.

DECLARATION

I, [type your full first names and surname here], declare that the contents of this dissertation/thesis represent my own unaided work, and that the dissertation/thesis has not previously been submitted for academic examination towards any qualification. Furthermore, it represents my own opinions and not necessarily those of the University.

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Abstract

In this study we try to explore the concept of “Motivation” in a holistic context. The main focus of the research is on “Motivation” and its relation with “job performance”. The research also analyzes many aspects of “Motivation” and tries to gauge its effect on “job performance”. Finally the research describes various factors which are responsible for “Motivation” and tries to describe the overall effect of “Motivation” on “job performance”.

Table of Contents

CHAPTER 1: INTRODUCTION1

Research objectives2

Research questions2

CHAPTER 2: LITERATURE REVIEW4

Acts of internal and external motivation together?6

How Leaders Can Promote Autonomous Motivation8

Management approaches10

What are the effects of extrinsic motivation in the employee?12

Higher productivity12

There is no need for internal motivation13

Not suitable for all13

CHAPTER 3: METHODOLOGY16

Research Design16

Literature Search16

CHAPTER 4: DISCUSSION AND ANALYSIS17

CHAPTER 5: CONCLUSION21

REFERENCES24

Chapter 1: Introduction

This study is concerned with the affect that intrinsic and extrinsic motivation have on job performance. In this respect it is concerned with how the different aspects of motivation can influence employee performance in relation to what the theories have argued over the years.

Intrinsic motivation happens when a individual takes part in the undertakings because the undertaking is seen and skilled as intriguing and pleasing, and not to any external incentive or inducement to manage so.

Historically, intrinsic motivation was distinct from the motivation, which mentions to a need of propel or power to chase the occupation, and extrinsic motivation, which happens when a individual enlists in any other cause than the percentage of the activity. Modern forms of intrinsic motivation alter discover the personal know-how of concern and function in self-regulation.

However, all perspectives identify the influence of diverse one-by-one and situational components on the concern and intrinsic motivation. The integration of these sophisticated forms of study on strong sentiments, cognitive appraisal and self-help support the applicability of their own study motivation to learning, work and mental wellbeing, emotional and physical.

In today's business environment motivation plays a significant role in achieving goals and business objectives. Organisations are interested in creating and keeping motivation at a high level for their employees in order to generate better job performance. This can lead organisations to higher productivity and financial gain across all departments in the competitive market place. The importance of motivation has put much interest on researchers to explore how motivation can produce higher employee performance. (Katz, 1966)

There has been much research conducted on intrinsic and extrinsic motivation. However, theorists tend to conclude with conflicting ideologies on how intrinsic and extrinsic factors affect an employee's performance and motivation. Theorists assumed that the effects of intrinsic and extrinsic rewards ...