Ayesha Hayat Bhatti

Every manager craves a highly committed, motivated workforce. When workers are engaged, business performance is better, customer satisfaction scores rise and ultimately, revenues increase. Researchers different antecedents for keeping employees engaged in work. From many different antecedents, they find intrinsic motivation as a strong antecedent. Intrinsic motivation is a psychological factorIntrinsic motivation is internal. It’s about having a personal desire to overcome a challenge, to produce, or to interact with team members you like and trust. Intrinsically motivated peoples get a great deal of satisfaction and enjoyment from what they do. We tend to think that we are motivated by a of punishments or of the are all related to extrinsic motivation and they work only in a certain situation and for a short period. But intrinsic motivation work as a fuel that internally motivates employees to their organization for a long time because when employees internally motivated then they increase the productivity of the organization. There are the following three forces that trigger intrinsic motivation that is:

  • Autonomy: This is the need to self-directed means not to direct by others or work independently without any bureaucratic contains.
  • Mastery: This is an internal feeling to get better or improves individual skill and feeling competent in one’s abilities mixed with the right level of challenge and achievement.
  • Purpose: This is the ability to connect to a larger cause. Or feeling of the reason that when we do something, there was a reason and that it may have some greater meaning.

“Control leads to compliance; autonomy leads to engagement.” –Daniel Pink

Some example of intrinsic motivation is like taking on more responsibility at work because you enjoy being challenged and feeling accomplished, rather than to get a raise or promotion.

So it’s important to keep employees internally motivated rather extrinsic motivation. Because from intrinsic motivation you don`t only work well, but through this you can also get extrinsic rewards and most important psychological safety that leads to more creative ideas that very effective for sustaining the competitive edge of the organization.

Google believes in providing both intrinsic and extrinsic rewards. They understand that many humans are not motivated by pay incentives alone. So they prefer more intrinsic motivation rather than extrinsic motivation. The key success to Google is simple work process. These are the intrinsic rewards Google offers no real hierarchy. Means the employees of google have full autonomy to do their work in their own way. Intrinsic reward is a reward given for a natural performance for its own sake Google’s structure is to maximize creativity. Google, Inc.’s founders believe that successful organizations thrive by dreaming big and providing people with resources. This relaxed environment has worked well for Google because it provides a psychological benefit to encourage employees to be creative and productive.

Apple are able to motivate their employees to not only do their job effective and efficiently, they also make sure the employees enjoy doing it.  To achieve this, Apple uses both Intrinsic and Extrinsic rewards. Apple makes sure their employees are given jobs that are not easy, instead they give them challenging ones.  The employees are pushed to their maximum potential so that they could improve and have better performance. The employees will feel respected because they are believed that they have the potential to achieve challenging task and thus strive for good performance result. When Apple hire excellent people, they will give them a part of the business and make them run it by themselves as this allows them to make good decisions. If they fail, they can learn from their mistakes and plan better decisions.

Both organizations uses the above mentioned forces that influenced intrinsic motivation that is Autonomy, Mastery, and Purpose. Hence, the organization must uses these forces who think intrinsic motivation work as key of success.

Categories: Career CounselingEntrepreneurship

Misbah Hayat Bhatti

Misbah Hayat Bhatti

Research Scholar

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