Extrinsic vs intrinsic motivation exam
(2016) examined the relationship between effective management of rewards on the performance of employees in the public service sector of Anambra state, Nigeria. With the help of a reward management system, enterprises can appeal, retain, and motivate employees to attain high performance of the employee ( Liu et al., 2008). The reward management system includes intrinsic rewards and extrinsic rewards like salary, bonuses, recognition, praise, flexible working hours, and social rights ( Skaggs et al., 1991). Reward management system and participation of employees in decision-making are frequently used practices by organizations to accomplish their objectives ( Güngör, 2011). Organizations are using different human resource tactics and practices to motivate their employees ( Manzoor et al., 2019a). Knowledge about human nature is very important for understanding motivation but human nature is not as simple to understand because every human is different from others. Motivation is not clearly understood nor practiced. Kuvaas and Dysvik (2009) argued that employees who are highly engaged and more willing to do their work take responsibilities as motivated employees.
#Extrinsic vs intrinsic motivation exam full
It is possible only when motivated employees use their full potential to do the work. Before this, Grant (2008) explained that motivation results in instant performance and productivity by the employees, and as a result of motivation, employees are self-driven.Įvery organization needs financial, physical, and human resources to achieve its targeted goals. Their study concluded that intrinsic and extrinsic rewards are considered a principal motivator for the employees. (2017) discussed the role of employees, intrinsic and extrinsic motivation, and their performance in the finance trade sector and as store managers, Norway. Earlier literature is evident that there is an affirmative connection between employee motivation and job performance. The recognition of their achievements may be translated into intrinsic rewards and through these rewards, the employees may motivate and perform up to their maximum capacity. Particularly, in developing countries like Pakistan, the personnel are more inclined to perform when they get recognition from the management ( Tehseen and Hadi, 2015).
It is a unanimous consensus that workers will accomplish their tasks better when they are highly motivated. To attain maximum achievement in the organizations, it is inevitable that the employees must perform optimally. It is a general presumption that the motivation of an employee plays a pivotal role in amplifying his/her productivity and performance. In the light of the findings, implications are outlined. Specifically, the study reveals that the motivation of an employee significantly mediates the association between intrinsic rewards and the performance of the employee. The main results of the study have shown a positive and significant impact of intrinsic rewards on the performance of the employee. To test the hypotheses, the confirmatory factor analysis and the structural equation modeling have been used. A total of 400 questionnaires were distributed to the target population, and 300 were received. To achieve this objective, data have been collected through the questionnaire method from small and medium enterprises of Pakistan. It also focuses on the role of motivation of the employee as an intervening factor. The prime goal of this study is to analyze the impact of intrinsic rewards on the performance of an employee.
Faiza Manzoor 1, Longbao Wei 1 * and Muhammad Asif 2