Interrelationship of Intrinsic and Extrinsic Motivation Essay

In the article Interrelationship of Intrinsic and Extrinsic pauperization by Jerry Dermer, there atomic number 18 three diametrical assumptions just about the interrelationship between outside and native motivation from three different researchers. Firstly, Deci, E.L. stated that an adscititious performance-contingent abide by reduces muckles intimate motivation. Secondly, Hofstede, G.H. support that native motivation is a necessary co-requisite for unessential rewards to be motivating however, internal motivation is not reduced in the occurrence of outside rewards. Thirdly, the popular assumption of many motivational researchers believed that inhering and extrinsic motivations are unrelated. The purpose of the study was to firstly unsex if there is a relationship between extrinsic and innate motivation, and then to help management in resolving the dilemma of whether or not they should go away rewards based on performance.The study conducted a questionnaire which was distributed to 81 department store managers in a striking department store chain. The questionnaire included mea authoritativements for extrinsic and subjective motivation. For extrinsic motivations measurement, the questionnaire listed sevensome descriptions for managers to place on the Likert scale. The budget performance in these seven statements was linked to seven extrinsic outcomes recognition, advancement, job security, cave in peer relations, better supervisory relations, increment responsibility, and increased salary. For example, exceeding budgeted performance leave lead to ofttimes(prenominal) responsibility (Dermer, 1975). For inborn motivations measurement, the questionnaire lonesome(prenominal) listed three statements asking the managers to rate the take aim to which juicy order need satisfaction is affected by good performance. For instance, Doing my job well gives me a depression of accomplishment (Dermer, 1975).In order to have a fair and accura te result, both statements were presented in Likert format. Managers call for to rank the statements from strongly agree to strongly disagree. Also, the questionnaire was intermixed with former(a) random statements to minimize halo effects and thence increase the accuracy of the result. The result reinforces Hofstedes statement and overthrows Decis and the general assumptions. This research showed that the higher a store managers intrinsic motivation, the great his responsibility, recognition, pay and motivation for advancement. The main finding was that intrinsic motivation was an essential co-requisite for extrinsic motivation. Meanwhile, extrinsic reward would not reduce workers intrinsic motivation. The research represent out that the higher ones intrinsic motivation, the greater his motivation for extrinsic rewards. Therefore, based on this concept, management should implement some strategies to stimulate workers intrinsic motivation. During the hiring process, the hiring manager of the brass instrument should consider about the interviewees interests.The main purpose of doing this is to make sure that the interviewee does like the job. The goal of the interview is to hire people who are in and of itself motivated because these individuals are to a greater extent allow foring to learn and to accept challenges. Depending on the constitution of the organization, the human relations department should carefully ingest candidates that fit the job requirement, as well as to consider ones personality. For example, a infirmary requires nurses to be extraverted and agreeable. As the employees achieve the person-job fit, which is outlined as the workers finding the job that fits their values the most, the employees will have a higher level of intrinsic motivation. For example, when a patient is recovered, the nurse will be proud of herself, hence her intrinsic motivation will increase.Besides, management should work to increase the level of organisation al perpetration of the workers. The higher the affective commitment, the higher the level of job performance the workers achieve. The fence is that if the workers have high affective commitment, they are more motivated to amaze in the organization and is happy to devote their magazine and energy in benefiting the firm. High affective commitment implies these workers are intrinsically motivated because they love their work. To increase the level of organizational commitment, management should provide a fun workplace and encourage them to think creatively. Moreover, managers should leave workers to have great autonomy and encourage stark naked ideas at the workplace so that workers will be more willing to think about ideas in a greater depth.However, promoting intrinsic motivation whitethorn lead to several potential costs. Firstly, a ache period of time is needed to foster distributively workers intrinsic motivation. Secondly, the strategies to nurture intrinsic motivation var y from person to person. Even though there are potential costs for promoting intrinsic motivation, the potential benefits resulting from intrinsic motivation are much greater. Firstly, an organization will be more gainful and efficient as its employees are more self-motivated and quelled with their job. The more self-motivated the employees are, the higher their efficiency. Also, workers will be more motivated and will not need sustained supervision if they like the job. Another benefit from having intrinsically motivated workers is that these workers are less likely to be late as they like their job.Also they are more likely to excel at their jobs. Hence, the organizations efficiency will be change significantly. To conclude, the article Interrelationship between Intrinsic pauperism and Extrinsic Motivation by Jerry Dermer is informative in explaining the relationship between two different types of motivation. The reason is that Jerry found three different authoritative resear chers and compared their views. sort of of taking away from the research, readers should think about Decis and Hofstedes statement critically because Jerry Derman also talked about the saving grace of Decis statement. Lastly, the recommendations for management practices are appropriate as all of the organizations highly demand intrinsically motivated employees.ReferenceDermer, J. (1975). The interrelationship of intrinsic and extrinsic motivation. The Academy of Management Journal, 18(1), 125-129. Retrieved from http//www.jstor.org.myaccess.library.utoronto.ca/stable/255630?& reckon=yes&searchText=Motivation&list=hide&searchUri=/action/doBasicSearch? carry=jid%3A10.2307%2Fj100040&Query=Motivation&Search.x=0&Search.y=0&wc=on&prevSearch=&item=20&ttl=1206&returnArticleService=showFullText&