Essay title: Is it true that extrinsic motivation is the key to improving employee performance? Explain your answer using theory and examples.
In order to answer that question, it’s important to analyse what is meant by “extrinsic motivation”. Motivation can be divided into two types: intrinsic (internal) and extrinsic (external) motivations. The main difference is that extrinsic motivation refers to motivation that comes from outside an individual and is rewarded by grades or money, where in intrinsic motivation individual himself/herself is inspired to do and complete certain task/work, rather than relying on a desire for a reward. Extrinsic motivation is relying on a certain reward, which in business world is mostly money. Furthermore the individual is not enjoying the task, or the way of reaching this reward. Competition is in an extrinsic motivator because it encourages the performer to win and to beat others, not simply to enjoy the intrinsic reward of the activity. Based on this knowledge about the extrinsic motivation, it can be partially linked with similar sort of ideas from the motivation theories published earlier in 20th century and our modern application motivation theories of the begging of the 21st century. In this essay I will show the similarities between extrinsic motivation and motivation theories like “Scientific Management” and “Theory X and Theory Y”. The essay will include what role does extrinsic motivation play in our current time and answer the main question of whether it is the key to improving employee performance.
In the early 20th was published a motivation theory called “Scientific Management” or “Taylorism” by Frederick Winslow Taylor. It than became very popular and was commonly used in the business to manage their employees and was based on ‘better pay would compensate for the imposition of narrowly drawn and repetitive tasks’ (Knights, 2012, pg. 309). The message here is that workers must have simple, same, boring...
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