Positive and negative effects of Intrinsic and extrinsic motivation Research Paper

Positive and negative effects of Intrinsic and extrinsic move used by organizations and if the benefits outweigh the negat - Research Paper ExampleEmployee need is a good mix of direction of behavior, level of effort, and level of persistence (Mosley Jr., Pietri, & Mosley Sr., 2011, p. 197). As Ellis-Christensen (n.d.) states, when employee motivation is low, businesses stinkpot have a difficult time (p. 1). This statement shows that without employee motivation, companies come across a number of problems, such as, poor employee performance, decreased income and profits, decreased level of employee commitment, decreased employee productivity, poor customer service, and increased employee absenteeism. On the some other hand, when employees liveliness valued and their level of motivation is high, they show more commitment and dedication to their job connect goals and responsibilities, which results in increasing the overall organizational performance. In this paper, we will de al two main types of motivation that organizations use to build employee motivation. The paper will also let in a discussion on whether the benefits of some(prenominal) types of motivation outweigh the negative consequences or not. Types of Motivation There are two main types of motivation, which include inborn motivation and extrinsic motivation. Intrinsic motivation s the type of motivation that comes from the inner egotism of a person and makes a person put some special efforts to gain personal or professional goals. On the other hand, extrinsic motivation comes from the outside of a person. External sources play their fiber in building this type of motivation in a person. Extrinsic motivation comes from external sources, motivating you with incentives to push your performance (Ingram, n.d., p. 1). Both extrinsic and intrinsic motivations have certain advantages and disadvantages. Let us discuss how organizations use both of these types of motivation to raise the level of em ployee performance at the workplace. Intrinsic Motivation As described by various psychologists, intrinsic motivation has no external source that may choose a person to achieve his/her goals. Rather it builds in the person inside and is directly related to the desires, perceptions, and ambitions of a person. Intrinsically motivated people are not influenced by external rewards or punishments for their work, such as earning money for doing a job or getting a poor grade on a school assignment (Jeffress, n.d.). Individuals who are intrinsically motivated do things to get pleasure or to achieve a sense of accomplishment. There is no external element pushing employees to work hard for their ambitions (Thomas, 2009). They do not work for rewards, money, or other things like that. A very important point that distinguishes intrinsic motivation from extrinsic motivation is that people who are motivated intrinsically usually show long consistency and dedication to their tasks as compared to extrinsically motivated people. Intrinsically motivated people want to satisfy their inner-self and to do this, they put up big efforts. Another very important point is that intrinsically motivated individuals feel more enjoyment and fun in doing things because of which their performance level are on the higher ends intimately of the times. The desire of personal satisfaction is the key to achieve goals and objectives. Intrinsically mo