Intrinsic and Extrinsic Motivation

An example of intrinsic motivation that worked is practicing mindfulness because it helps in better decision-making. An example of intrinsic motivation that was unsuccessful is meditating to release stress. Practicing mindfulness to make a better decision was successful because I had a real interest in making better decisions. Additionally, I believed that practicing mindfulness would, in the long run, help me to make important decisions in life. Meditating to release stress was unsuccessful because I did not seek it. Additionally, I lacked the will to learn and explore meditation practices as it did not have an external reward. I did not see it as personal growth and a sense of duty.

Managers can use Herzberg’s motivation theory to create a work environment that satisfies their employees. They should specifically focus on hygiene and motivators. Hygiene, in this case, refers to the worker’s wages, working conditions, and their work relationship with one another. Motivators, on the other hand, are the factors that motivate individuals to work harder. Managers can recognize the achievements of their employees by mentioning them. They can also promote them. A second theory that managers can use to motivate their workforce is McClelland’s Three needs theory. Managers should be able to acknowledge the employee’s need for affiliation, power, and achievements. This is because certain needs have a significant effect on their behavior. For employees who need power, managers can give them leadership positions as they are motivated by power. For employees that need achievement, managers can give them challenging tasks. For employees who need affiliation, the manager can group them into teams as they work well with others and seek social interactions.