Motivating Employees Essay

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Motivating Employees Student Name College Name Class Number Date Instructor’s Name Although most employees work because of the monetary rewards, such as receiving a salary to pay the bills, extrinsic, and intrinsic motivation is possible. Some people indeed enjoy their job and like coming to work because they derive a satisfaction from doing that activity and have an intrinsic motivation to do so. The trusts and happiness of the employees who work at their jobs are more likely to find intrinsic motivation. For them the challenge of the task and the capability to accomplish it on their own is rewarded enough. “Praise and positive feedback may in fact increase intrinsic motivation,” (Morris, & Maisto, 2005, p. 333). Everybody try to work hard, knowing that the next raise will be based on the employee past performance. The employees do this because they want to be rewarded for his or her efforts, and increase his or her salary. The consequences of not doing a good job can be a factor of why he or she work hard because by not doing so he or she will not move ahead, earn more money, and perhaps lose their job. As a manager, monetary rewards, or intrinsic motivation works for most individuals but with some limiting effects. On the positive side, extrinsic motivation will induce the employee to do a job that he or she have no interest in, but it does not mean that the employee does not receive pleasure from completing the job. The external reward just lengthens the duration of the anticipated reward even when the employee is no longer interested in the work. It also allows the employee to set goals as he or she anticipate the reward and will act accordingly to receive that reward. However, studies have shown that when extrinsic rewards are offered, it is usually not sustainable. Once the reward is withdrawn the motivation disappears. If the reward is at the

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