While aiming at maximum productivity, management should be well aware that job performance is a function of ability and motivation http: And though the process of improving qualification is time consuming and expensive as it involves training, education and experience, the motivation on the other hand may be enhanced quickly and efficiently. However, motivation is frequently based on rewards, which can be described as intrinsic or extrinsic according to their nature. The concept of intrinsic satisfaction or intrinsic motivation determines an activity as satisfying or pleasurable in and of itself as the rewards come from carrying out the activity rather from the result of the activity http:
Get Full Essay Get access to this section to get all help you need with your essay and educational issues. While aiming at maximum productivity, management should be well aware that job performance is a function of ability and motivation http: And though the process of improving qualification is time consuming and expensive as it involves training, education and experience, the motivation on the other hand may be enhanced quickly and efficiently.
However, motivation is frequently based on rewards, which can be described as intrinsic or extrinsic according to their nature. The concept of intrinsic satisfaction or intrinsic motivation determines an activity as satisfying or pleasurable in and of itself as the rewards come from carrying out the activity rather from the result of the activity http: Naturally, these activities are things people like and want to do.
Satisfaction gained from such incentives may be seen as intrinsic to the person rather than to the task.
They include feelings of personal satisfaction, a sense of achievement, status, recognition, the opportunities for advancement, responsibility and pride in the work Lewis,p.
Intrinsic rewards are to a great extent within the control of the individual. Surprisingly, these simple factors are often overlooked by management and can lead to problems in the workplace — even more so if other organizations are seen to be providing better rewards.
Intrinsically and extrinsically motivated activities may look the same on the outside but they are quite different. These activities are experienced differently and they occur under different conditions of reinforcement; however, both intrinsic and extrinsic rewards are very important to every person… and complexly intermixed.
Managers are usually aware to some extent of the ways in which both intrinsic and extrinsic types of motivation affect performance and work satisfaction, but there are many complexities in how these different types of motivations and their relevant rewards affect behaviour.
One of the most subtle and demanding complexities has been found to occur when extrinsic rewards are given for performance in a task which would otherwise have been undertaken purely out of interest http: But effects of the interaction are not simple and have been a subject of extensive debate in recent years.
How extrinsic rewards affect intrinsic motivation obviously has many implications for the management of incentives for work and study where both extrinsic rewards and intrinsic motivation are very often found together.
When people are intrinsically motivated they tend be more aware of what they are doing, while giving careful attention to complexities, inconsistencies, novel events and unexpected possibilities.
They need time and freedom to make choices, to gather and process information, and have an appreciation of well finished and integrated products, all of which may lead to a greater depth of learning and more creative output.
Extrinsic rewards tend to focus attention more narrowly and to shorten time perspectives, which may result in more efficient production of predefined or standardised products. Job satisfaction and long term commitment to a task may also be affected http: It seems likely, that intrinsic satisfaction can be increased or decreased by our learning experiences, thought processes, and other reinforcers in the environment.
Recent researches are reaching to quite controversial findings. Furthermore, rewarding persons for carrying out tasks of low interest tends to increase the intrinsic pleasure one gets from doing the task.
So, rewards are important in increasing intrinsic satisfaction or motivation to do low-interest activities http: Receiving verbal praise and positive feedback increases the intrinsic satisfaction derived from that activity.
In addition, the effects of receiving tangible rewards while doing high interest activities depends on the specific conditions under which the rewards are given. If the rewards are tangible, announced ahead of time, and explicitly offered for completing a task or for doing well on the task, the intrinsic interest in doing these tasks is less during a later free-choice time period http: Likewise, piece-work rewarding also reduces intrinsic interest while often increases productivity.
Moreover, not surprisingly, if the reward is dispensed in such a way as to imply that the performance was poor, that will also reduce intrinsic interest in the task. On the other hand, when rewards, such as praise, are based on performance standards that imply one is doing well and performing competently, then the intrinsic interest increases.
It is very important to know when rewards help and when they harm. This conflict between intrinsic and extrinsic motivation is important to understand both when managers are simply trying to understand behavior and when they are trying to arrange optimal conditions for encouraging desired behaviors.
Of course, rewards are necessary with uninteresting tasks, like most service jobs and factory work. Such employees are likely to adopt an instrumental orientation to their work and are primary interested with their monetary remuneration and security, instead of looking for improving of the content of their job Gordon,p.
The hospitality industry is an excellent example of field characterized by little opportunity for career advancement, personal challenge or growth and people are best motivated with above average payments- or at least they should be.
Jobs in housekeeping and food and beverage operations of the hospitality industry represent the future of work in this growing service sector with jobs characterized by increasing repetitive physical workloads, low income, low skill utilization, low job control, and virtually no prospects for training and career advancement.
There is compelling evidence that this kind of low-income jobs result in a disproportionate high burden of illness, injury, and disability http: As an aging workforce is faced with increasing job demands in a competitive industry constantly upgrading services and tourism remains a fast growing sector in industrialized countries the hospitality industry should become a major target for welfare-to-work and job training programs.
However, still little is done in this direction, as for a next year the average salary in the hospitality industry is the lowest in Bulgaria http:Differences between “intrinsic” and “extrinsic” rewards Essay Sample.
There is nothing harder than influencing the others to behave the way you want them to, and this is exactly the duty of every manager. Differences between “intrinsic” and “extrinsic” rewards.
There is nothing harder than influencing the others to behave the way you want them to, and this is . Differences between “intrinsic” and “extrinsic” rewards. There is nothing harder than influencing the others to behave the way you want them to, and this is exactly the duty of every manager.
Extrinsic motivation refers to financial rewards, developmental rewards and social rewards which all associated with the job that employee does.
Some people argue that intrinsic rewards are the most important motivators in work place. There Is A Major Discrepancy With Extrinsic And Intrinsic Motivation Today Extrinsic and intrinsic motivation is off balance today, and it has been off balance for decades.
The realities of the imbalance are very far reaching if you actually look into extrinsic and intrinsic motivation and why the. Next time you talk to a person or company claiming to be experts in gamification, ask them about the difference between intrinsic/extrinsic rewards vs.
intrinsic/extrinsic motivation. I guarantee you will be able to spot the fakes from the professionals.