Intrinsic motivation is the 'in built' stimulus that we have to achieve goals without the need for external incentives. In a work environment this can mean that the employee, who is completing the task given to him or her in order to gain pleasure or satisfaction, rather than an external factor, may be happier and more comfortable with their job.
These people get a psychological reward for simple finishing the assignment in hand, a satisfaction at a job well done. They are more than likely motivated by internal factors such as completing the job, the feeling of a responsibility to their employer, personal and professional advancement, and recognition by their peers. This final reason is one that overlaps with those who are extrinsically motivated, that is to say inspired by external factors, yet for differing reasons. The intrinsically motivated person will want recognition for a job well done, however the extrinsically motivated will believe it is a step in the right direction for financial gain.
In contrast, to the intrinsic, extrinsic motivation is based on material gain - usually money or the chance of bonuses like holidays, electrical goods or company cars. These employees undertake the jobs they are given not because they enjoy them, but for the rewards they will receive when they complete them.
However, this does not mean that extrinsically motivated employees are not good at the job or good workers, but it has been argued that extrinsic motivation works only in the short term. This is because those employees will only continue to work for as long as the rewards motivate them. Therefore, intrinsically motivated people can be more valuable to an organization, as long as their work keeps them interested.
These people get a psychological reward for simple finishing the assignment in hand, a satisfaction at a job well done. They are more than likely motivated by internal factors such as completing the job, the feeling of a responsibility to their employer, personal and professional advancement, and recognition by their peers. This final reason is one that overlaps with those who are extrinsically motivated, that is to say inspired by external factors, yet for differing reasons. The intrinsically motivated person will want recognition for a job well done, however the extrinsically motivated will believe it is a step in the right direction for financial gain.
In contrast, to the intrinsic, extrinsic motivation is based on material gain - usually money or the chance of bonuses like holidays, electrical goods or company cars. These employees undertake the jobs they are given not because they enjoy them, but for the rewards they will receive when they complete them.
However, this does not mean that extrinsically motivated employees are not good at the job or good workers, but it has been argued that extrinsic motivation works only in the short term. This is because those employees will only continue to work for as long as the rewards motivate them. Therefore, intrinsically motivated people can be more valuable to an organization, as long as their work keeps them interested.