In the workplace, employee motivation can be characterized as an employee's level of passion, energy, devotion, and creativity on a daily basis (Agolla & Ongori, 2009). It's a pre-requisite, even if employee motivation doesn't have a direct bearing on an organization's growth, because low morale among employees might harm their output.
Intrinsic Rewards
Employees obtain intrinsic rewards for completing relevant work in a timely manner and with success (Shahzadi et al., 2014). Because they are essential to the task, achieving them is primarily contingent on one's own effort.
· They are required for long-term behavioral change.
· Giving people the flexibility to manage themselves can stimulate innovation, solving problems, and improvisation.
· The acquisition of an intrinsic reward results in a pleasant emotional reaction from the recipient.
· You may think of them as a pacemaker for a heart that is already throbbing. They are called upon to keep the heart beating at a constantrat. Figure 3: Intrinsic vs. extrinsic motivation (Source:
Intrinsic Rewards Strategies
More freedom for workers - Allowing workers to have ownership and pride in their roles and duties will drive them to take ownership and pride in their work, and will ensure that projects are completed to the highest possible standards (Morgan et al., 2013).
Employees should be able to find meaning and fulfillment in their work - As a result, employees are eager to make a positive impact on their organizations. Establishing a real culture of purpose around which your workers can unify and rally is vital to your organization's success. A good place to start is by bringing in people who are enthusiastic about their work and have a clear sense of purpose.
Figure 1:Entrepreneur looking away at workplace (Source:
Employees should be able to find meaning and fulfillment in
their work - As a result, employees are eager to make a positive impact on their organizations. Establishing a real culture of purpose around which your workers can unify and rally is vital to your organization's success. A good place to start is by bringing in people who are enthusiastic about their work and have a clear sense of purpose.Encourage social interaction - Employees can benefit from each other's efforts to improve their health. Make a nutritious breakfast potluck, pay for a fitness class, or organize a lunchtime walking club with your coworkers to
encourage them to get fit and stay healthy. If you present your staff with suggestions and encouragement to live better lives, they will be more likely to do the same (Morgan et al., 2013). Give employees the chance to rise through the ranks - Aiming for success is what motivates workers. When people are working on something they care about, they are more productive and their work is better. Make sure that your staff have a clear career path and that they may demonstrate their abilities by allowing them to grow and develop.
Investing in the development and well-being of staff - Employee engagement may be boosted via a variety of methods, including professional development seminars, wellness programs, and other forms of continuing education. There must be a balance between corporate aims and objectives and employee well-being, from work/life balance to physical and mental health to social and financial well-being, in order to get the best out of people (Song et al., 2021). Workers who believe their employer cares about them as individuals will be more inclined to put in their best effort and contribute to the culture and structure of the firm in return.
In summary here discussed the importance of employee motivation and how intrinsic reward impact to employee motivation. Here, shows the examples for intrinsic rewards and how those impact to motivate employees.
Reference
gettyimages, 2021. gettyimages. [Online]
Availableat:https://www.gettyimages.com/detail/photo/entrepreneur-looking-away-at- workplace-royalty-free-image/1210790993 [Accessed 18 November 2021].
KristoperBarso, 2019. Technogog. [Online] Availableat:https://technogog.com/information/4- reasons-good-employees-lose-their- motivation/[Accessed 18 November 2021].
Morgan, J. C., Dill, J., & Kalleberg, A. L. (2013). The quality of healthcare jobs: can intrinsic rewards compensate for low extrinsic rewards? Work, Employment and Society, 27(5), 802–822. https://doi.org/10.1177/0950017012474707 Reviews (Vol. 4, Issue 2, pp. 63–70).
Shahzadi, I., Javed, A., Shahzaib Pirzada, S., Nasreen, S., & Khanam, F. (2014). Impact of Employee Motivation on Employee Performance. In European Journal of Business and Management www.iiste.org ISSN (Vol. 6, Issue 23). Online. www.iiste.org
Song, Y., Hu, Y., Zeng, J., Hu, C., Qin, L., & Yin, Q. (2021). Towards Efficient Exploration in Unknown Spaces: A Novel Hierarchical Approach Based on Intrinsic Rewards. 2021 6th International Conference on Automation, Control and Robotics Engineering (CACRE), 414–422. https://doi.org/10.1109/CACRE52464.2021.9501321
Schimanice, F., Mertens, R. & Vonbeger, O., 2014. ResearchGate. [Online]
Availableat:https://www.researchgate.net/figure/Intrinsic-vs-extrinsic- motivation_fig4_268130455 [Accessed 18 November 2021].
Vats, S. (2016). No Title. https://www.slideshare.net/shreyanshvats5/the-toyota-way-a-dive-into-toyotas-reward-system#:~:text=Intrinsic Reward systems- Part of the “Toyota Way”,• Being able to ‘push back’ against executives.
Employee motivation is all about how engaged an employee feels in tandem to the organization’s goals and how empowered he/she feels. Thanks for sharing. Good article
ReplyDeleteExtrinsic motivation is derived from the outside, but intrinsic motivation is derived from within. When you're intrinsically driven, you do something because you enjoy it and it gives you personal gratification.People have psychological needs, just as they do biological requirements, that must be met in order for them to develop and survive. Competence, autonomy, and relatedness are among these requirements.Interesting topic and nicely explained.
ReplyDeleteThis is a very practical way to apply in any organisation.
DeleteGood article, it is true that intrinsic motivation is the key to getting great results. But it doesn't help them to define what that result should be. An final goal is usually an extrinsic reward of some kind.
ReplyDeleteExtrinsic motivators can be easier for employers to encourage and promote, although they often don’t have as lasting an effect as intrinsic motivators.good article.Thanks for sharing
ReplyDeletethanks Kamal, you know now a days in bangladesh lot of companies follow this method & very reliable way.
DeleteWhen it comes to motivation, extrinsic means having to do with titles, money, power, attention, and recognition. Meaning and purpose, service and responsibility, learning and progress are all examples of intrinsic motivation. thanks to share your Idea
ReplyDeleteyes it's a investment, & definitely ROI period is not so long.
DeleteThis is a topic of opportunity value. Because in this modern business world, human resources play a central role of any organization. It is therefore essential to meet needs of human resources to ensure a motivated workplace.
ReplyDeleteIntrinsic reward is a unique method that emphasizes the employee base to be willing, volunteering and leads to long term retention. This impacts the brand value as well. Also, this is more effective rather than using common extrinsic reward methods.
ReplyDeleteHumans nature is to get good comments & appreciation from others. So extrinsic rewords method I had a good experience in my carrier life.
DeleteEvery organization needs financial, physical, and human resources to achieve its targeted goals. It is possible only when motivated employees use their full potential to do the work. Thanks for shearing .
ReplyDeleteVery interesting and most valuable topic. To make energetic work force we have make our employees more more intrinsic and rewarded. Many companies ignore this qualities. Better motivation better future. Good topic to learn more thank you for sharing the knowledge
ReplyDeleteRewords are key to motivation and when an environment encourages rewords and support employees they tend to stretch much harder to make things happen. Such investments gives far better results. good topic.
ReplyDeleteAll the way Employee motivation is essential for any organization in order to achieve the business goals. As per my thought, Employees are more willing to get Extrinsic motivation and it helps to increase the productivity fast.
ReplyDeleteIntrinsic rewards are psychological rewards that employees get from doing meaningful work and performing it well. They are intrinsic because they are internal to the work being done and achieving them largely depends on one's own effort. They are essential to sustained behavior change. Good article and thanks for sharing.
ReplyDeleteEmployee motivation is important to improve the performances of employees. Intrinsic motivation is the motivation that is generating inside the employees. In this blog it has clearly explained about the type of intrinsic motivation, intrinsic rewards and intrinsic reward strategies that can be used to motivate employees.
ReplyDeleteMortification mostly goes hand in hand with rewords. Motivated team will always stretch in delivery. Article explains the benefits of empowering teams and addressing basic requirements.
ReplyDeleteHi Vishwa, Employees are the backbone of your company. Thus, you must always keep track of what makes your employees happy and engaged. As the famous saying this article nicely explaining the impotency of Intrinsic rewards system in a company.
ReplyDeletethanks
DeleteHigh-performance companies value the significance of offering awards and incentives that recognize and certify outstanding work. They keep employees motivated and use effective methods of reinforcing company
ReplyDeleteexpectations and goals.
An individual who is motivated intrinsically will be devoted to his work to the extent to which the job intrinsically contains tasks that are rewarding to him or her. And similarly an individual who is motivated extrinsically will be devoted to the extent that he can gain or receive external rewards for his or her job (Ajila, 1997).
Thanks for sharing.
Individual and organizational performance are affected by intrinsic rewards. Employees in a company, for instance, may have progressed to the esteem stage of development and possibly to the self-actualization stage as a result of the impact of intrinsic rewards.
ReplyDelete