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MGTS3607

Week 3 – Intrinsic Motivation

 Intrinsic motivation: Motivation that comes from within the individual

- Driven by enjoyment that comes from interest in the task itself
- No external rewards/ constraints/ punishments
- Reward depends on you doing that behaviour

Intrinsic vs Extrinsic Motivation Theories:

- Theory X and Theory Y (McGregor)
- 2 Factor (Motivator – hygiene model) Theory (Herzberg)
o Dissatisfaction is affected by hygiene factors such as company policy, salary,
etc. They are factors which are external, that make up the context or
environment of a person’s work
o Motivating factors are to do with the work itself such as challenge
responsibility achievent. They are motivators and can help you achieve job
satisfaction if present
- Self – determination theory (Deci & Ryan)

 Extrinsic rewards work for mechanistic jobs but not most contemporary jobs

Presence of extrinsic rewards can reduce or diminish your instrinsic motivation to do

something. As soon as the external reward is removed, the intrinsic motivation can come
back

As arousal goes up performance goes up

When you are intrinsically motivated you are at the optimal level of arousal and
performance. Then when you add a stimulant in the form of a reward, it tips you over the
edge

When you are being given a reward, you are more conscious of your behaviour and may
change your behaviour

-Self determination theory

- Sub – element = cognitive evaluation theory
- It states: when you give someone an extr rewrd, your eval as to why you are
engaging in that activity, changes

When you link a reward to a task it is seen as controlling

Sometimes extr rewards can enhavce intrinsic rewards when the extr reward actually
enhavnces ones sense of confidence. It happens when someone has a high level of
motivation to begin with
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 Needs based theories

- Maslows hierarchy of needs
o Bottom: psysiological needs: such as food water shelter
o Top: Self – actualisation: achieving ones full potential

Intrinsic motivation arises out of pure love for the task itself

 Basic Psychological Needs:

 Autonomy (choice self determination): eg. Relationship partners, products, work
goals
 Competence (mastery, achievement): eg. Paying for grades
o Takes away your sense of competence in that task over time
 Relatedness (affiliation, belongingess): eg. Voice/ respect, transactional vs relational
psychological contracts
o If it is very transactional you won’t personally care

Goal Setting Theory (Locke and Latham)

- Goals are the focus of our motivation and they direct our behaviour

Many contextual factors impact motivation

Need for achievement predicts performance but only when perf goals are self set

We thing what motivates us motivates others but that is not necessarily true

- Fundamental attribution error: a psychological phenomenon where if we see

another person doing something negative we attribute it to their internal self but if
something negative happens to us we attribute that to external, environmental
factors. However if we do something positive we attribute that to our internal
selves. If others do something positive we attribute it to external factors

 EXEC SUMMARY for next week: do not use dot points, before 5 pm Tuesday

 Read Vitality Health Case

 Read Hammer (2007) The 7 deadly sins of performance measurement – good for case