Types of Motivation

Motivation is being known as a reason behind the action or behavior of a person.  Employees’ motivation is an element that is arousing the energy & desires in employees for constantly being interested or committed for the job, in attempting for attainment of desired results. Generally, motivation can be categorized as 2 types such as; (Deci & Ryan, 2005)

·         Intrinsic motivations

·         Extrinsic motivations

Figure 1 - Types of Motivation

Intrinsic Motivations

 Intrinsic motivations can be the motivation type that is coming from an individual. That motivation can be driven through the internal reward as well as through the pleasure and satisfaction sense one getting after complete the jobs. Intrinsic motivation can be referred for the purpose why are performing the specific activities to the inherent satisfactions or pleasures; it may say doing one of those activity to reinforce in-&-of itself – Brown, 2007

Intrinsic motivation can be occurred when the person acts without any external obvious reward. Person is simply enjoying the activities or seeing it as the opportunity for exploring, learning, and actualizing their potential – (Coon & Mitterer, 2010)

Figure 2 - Intrinsic Motivations

1. Achievements

Some individuals are setting these personal goals and can be motivated for working hard for achieving it.  (Bandura, 2011) More than the desires for achieving the goal, people can be motivated through the desires for learning, for improving the skills as well as for being competitive. They can identify it satisfy for proving those abilities for themselves as well as to others person.

2. Growths

The desires for increasing the knowledge to be grown and developer can be the true & strong motivation form and could be regarded a very powerful thing also as this can be a cause to the real progresses. (Maehr, 2014)

3. Acceptances

Each person is wanted them and those opinion & view for being accepted or valued through those co-workers and seniors. The excellent employee's opinion can be always considered as a best than the other employee who is having the poor performances comparatively. So, people are becoming as committed in those works.

4. Independence

Employee can identify it demotivation when they can be micromanaged in every time. So, there can be always the desire to the employee for working hard as. Well as becoming independent hence these work & opinion can be respected. (Maehr, 2014)

5. Powers

This can be the human nature for having the desires to be superior to other. Among the employees, each employee like to be a person who giving the orders, instead of following them. That desires can be regarded for being the strong motivations driving element.

6. Social factors (contact & status)

There can be many social elements that are driving the motivations.  Such elements can be:

·         Social status

·         Social contacts

·         Social services

The successful employee can be identified by each person; in their organization as well as in their society also. The status of them will be raised, with which expanding those influencing powers & reaching each person. Other reason that thee individual is motivated can be that they can be genuinely interested for doing good to other persons like establish the free educational institutes, health care center, etc. (Deci & Ryan, 2005)

7. Changes

No person will like for staying the same as this can be the nature of human for seeking the changes & developments. People are changing those attitudes, behaviors & performances to bring the change in result.

8. Fears 

Good elements are not always motivating the people for being committed on those duties. Where the elements such as reward & promotions fail for motivating their employee, fear do to work. The fears to be demoted, suspended or fired can keep their employees on tracks.

Extrinsic Motivations

Extrinsic motivation can be the motivation type which can be driven through the external factors. Those external factors might be monetary & non-monetary. The extrinsic motivations when the people are interested or encouraged for doing something for obtaining the rewards, more than the self-satisfactions. Extrinsic motivation can be referred as the tendency for performing the activities to the known external reward, whether it can be psychological (e.g., praise) or tangible (e.g., money) in nature – (Brown, 2007)

Figure 3 - Extrinsic Motivations

1. Awards

All people like to have those pictures/name framed as well as hang on their organization, with the bold letter say as “Employee of this Month”. The hunters to the fames, praises & recognition can make a person to be motivated for doing their duties faithfully.

 2. Benefit package

Many organizations are having the systems for providing many fringe benefits like return gifts to those contributions. Those benefits might be included the health insurances, transportation facilities & others. It is boosting the employees for working hard. (Bandura, 2011)

3. Bonus

Many organizations are having the policies for adding the commissions on the employees’ salary based on those performances. Employee can put whole the effort of them for making as good output as possible to the desires to get additional payments.

4. Other factors

There can be other factors like poor economic conditions that are genuinely motivating the person for working harder. (Maehr, 2014)

References

Bandura, A. (2011). Social cognitive theory of self-regulation. Organizational Behavior and Human Decision Processes, 50, 24 

Climente, C. C. (2009). Motivation for change: Implications for substance abuse treatment. Psychological Science, 10, 20

Deci, E. L., & Ryan, R. M. (2005). Intrinsic motivation and self-determination in human behavior. New York: Plenum.

Dunn, E. C., Neighbours, C., & Larimer, M. E. (2006). Motivational enhancement therapy and self-help for binge eaters. Psychology of Addictive Behaviors, 20

Graham, S., & Golan, S. (2011). Motivational influences on cognition: Task involvement, ego involvement, and depth of information processing. Journal of Educational Psychology, 83, 1

Maehr, M. L. (2014). Culture and achievement motivation. American Psychologist, 29,