Intrinsic Rewards to Extrinsic Rewards
How A Manager Would Motivate Someone Who Prefers Intrinsic Rewards to Extrinsic Rewards
Motivation is the driving force behind employees who engage themselves in diverse activities. Intrinsic motivation is a kind of motivation that comes from within a person. Intrinsically motivated people do activities because they get personal satisfaction by getting involved in the said activities. Unlike, extrinsically motivated persons who get involved in activities with the sole aim of gaining from it or getting a reward. “Employees' motivation has a substantial impact on their performance and productivity” (Cerasoli et al., 2014). Managers have developed a wide range of approaches that they employ in motivating employees who prefer intrinsic rewards to extrinsic rewards. The managers can adopt the following strategies. The managers should provide meaningful work to the employees, allow workers to have freedom of choice, provide opportunities for employees to show their competence in areas of expertise, and developing employees professionally.
Provide meaningful work
Intrinsically motivated employees are only concerned with what motivates them internally. They are concerned with their satisfaction. Managers ought to provide meaningful work to this kind of employee. Meaningful work in the sense that work pleases these employees. Work that motivates them to continue offering their services. Managers should devise strategies of ensuring that work offered to intrinsically motivated employees is meaningful from the face of it.
Allowing workers to have freedom of choice
Intrinsically motivated workers enjoy making decisions without being closely monitored. Managers must ensure that they have created a conducive environment where employees have the freedom to make choices at their workplace. They ought to come up with strategies to ensure that the employees don't feel controlled beyond a certain point. However, they have to be careful when delegating duties to the employees.
Allowing workers to show their competence
Intrinsically motivated employees are unique. They are motivated when allowed to showcase their abilities and competencies. As suggested by Awasthi and Pratt (1990), “intrinsic rewards develop a persistent motivation and mutual benefit to both employees and the organization they served”. Therefore, managers should ensure there is a conducive environment where these employees can embrace their competencies and skills.
Facilitating the employees to attend courses and training that can develop them professionally.
Employees who are motivated intrinsically are delicate people to handle. Managers should endeavor to find avenues whereby they can develop their skills and ensure their professional development. Advancement of skills and professional development will highly motivate them.
To this end, intrinsically motivated employees can be motivated by managers by employing the discussed approaches. These approaches include; Provide meaningful work, allowing workers to have freedom of choice, allowing workers to show their competence, and Facilitating the employees to attend courses and training that can develop them professionally.
Works Cited
Awasthi, Vidya, and Jamie Pratt. "The effects of monetary incentives on effort and decision performance: The role of cognitive characteristics." Accounting Review (1990): 797-811.
Cerasoli, Christopher P., Jessica M. Nicklin, and Michael T. Ford. "Intrinsic motivation and extrinsic incentives jointly predict performance: a 40-year meta-analysis." Psychological Bulletin 140.4 (2014): 980.
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