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Intrinsic Motivation
Intrinsic motivation occurs when someone gets satisfaction from an activity itself without threats or rewards from outside. Employees are more likely to be intrinsically motivated if they:
Can see their success is the result of something they have done: if they put in more work they will achieve more positive outcomes. Have some control over their results they are given a degree of freedom. Are interested in the work they are doing.
Extrinsic Motivation
Rewards are extrinsic motivators motivators that come from outside the individual. In the workplace pay is an obvious example. Extrinsic motivators provide satisfaction that the job itself may not provide and may compensate workers for the pain or dissatisfaction they experience at work.
Source:
http://themamabee.files.wordpress.com/2009 /03/motivation2.jpg Date Accessed: 19th November 2009
If you watch how a hamburger is prepared in a large and busy fast food restaurant, then you will get some idea of the huge benefits that can arise if each `bit` of the system is managed precisely. The burger is cooked at a given temperature, for a precise amount of time on each side. The fries area also cooked for a precise amount of time. Each worker will have a specific role and will only move a few feet from his or her position to minimize time wasted in movement. The result of this is a consistent fast food cooked quickly and efficiently at low cost. Skill can be largely removed from the system so workers can be employed at low cost with and with little training.
Abraham Maslow
Maslow is most famous for proposing a hierarchy of human needs to be explain motivation. Maslow argued that people have a number of needs and arranged these in terms of their importance. The basic needs at the bottom of the diagram are most important and individual will suffer anxiety if they are not met.
http://dinamehta.com/blog/wp-content/uploads/2007/10/800px-maslows_hierarchy_of_needssvg.png
Frederick Herzberg Herzberg (1957) developed a two-factory theory of motivation based on hygiene needs and motivation needs.
Frederick Herzberg
JOB ENRICHMENT & JOB ENLARGEMENT To motivate people at work, managers need to eliminate the causes of dissatisfaction by addressing the hygiene needs. After that the task is to create satisfaction. Herzberg suggests that the could be achieved through job enrichment and job enlargement.
Frederick Herzberg
JOB ENRICHMENT
Job enrichment This involves giving employees opportunities to make use of the different skills they have. An enriched job differs from an enlarged job in that if involves a range of tasks and challenges of varying difficulty, as well as a complete unit of work, so that an employee can have a sense of achievement. On top of this a manger will offer feedback, encouragement and support.
Frederick Herzberg
JOB ENLARGEMENT
Job enlargement Simply increasing the range of tasks a workers has to do. Example: Replacing an assembly line with modular work where an employee (or group of employees) carries out a job from start to finish.