Intrinsic and Extrinsic Motivation Argumentative

Motivation is an internal state that can direct a person’s actions towards a certain end. Workplace motivation can be a difficult and complex subject but it’s still important to understand the basics. Intrinsic and extrinsic motivations are fundamental elements of motivation theory. Motivation can be thought of as a continuum, with values and rewards depicted by intrinsic (internal) elements at one end, and by extrinsic (external) factors at the other end (The Happy Manager, 2007-2013). Both intrinsic and extrinsic motivation can be rewarding for an individual and both give satisfaction. The difference between intrinsic versus extrinsic motivation has to do with why a particular task, goal or outcome is important. Incorporating intrinsic motivation involves changes primarily in the areas of organizational structure and job designs. Well-designed work assignments will ensure meaningful work, achievement, and other such intrinsic rewards (Kettner, 2002). Intrinsic motivation comes from within; they can be linked by ones feelings. For example: ●feeling satisfied;

●feeling capable;
●re-informing self-esteem;
●satisfaction at accomplishments; and
●taking pleasure at being treated with care and consideration. Allocating extrinsic motivation refers to motivation by external rewards. Individuals are motivated to perform by things or factors which come from other people or organizations. Typically these include:

●salary and what it can buy;
●fringe benefits;
●security;
●the physical work environment; and
●condition of work (The Happy Manager, 2007-2013).

References:
The Happy Manager. (2007-2013). Intrinsic Extrinsic Motivation: The Basics. Retrieved from: http://www.the-happy-manager.com/tips/intrinsic-extrinsic-motivation/

Kettner Peter, M. (2002). Achieving Excellence in the Management of Human Services. Allyn and Bacon: Pearson Education, Inc.