WHY do you think that too much of a focus on extrinsic, monetary rewards can be problematic, and fail to keep people motivated over an extended period of time?
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WHY do you think that too much of a focus on extrinsic, monetary rewards can be problematic, and fail to keep people motivated over an extended period of time?
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- Are you motivated more by intrinsic rewards (satisfaction, sense of accomplishment, etc.) or by extrinsic rewards (money, bonuses, etc.)?Under what conditions are monetary rewards even more likely to lead to improved performance?What is the difference between intrinsic and extrinsic motivation? Give your viewpoint on using extrinsic rewards.
- What intrinsic reward do you experience in your role as an employee? Extrinsic reward? Are intrinsic or extrinsic reward generally more important motivated for you?A motivation theory that assumes that people get motivated when their need at one level is not satisfied, and not motivated anymore when that level of need is substantially satisfied?Think of aspects of your job activities that you enjoy doing. Discuss the types of jobs they would enjoy doing and how managers could leverage your intrinsic motivation to keep you satisfied and performing at a high level?
- IN REGARD TO YOUR EMPLOYEES’ MOTIVATION, WOULD YOU SAY IT REFLECTS A MORE SELF-MOTIVATED AND SELF-ENGAGING OUTLOOK, OR IS THERE A CONSTANT NEED FOR SUPERVISION AND EMPLOYEE MOTIVATION STEMS FROM REWARDS (PAY, PROMOTIONS, PRAISE)? PROVIDE EXAMPLES OF HOW SO?Daniel Pink is an author and speaker who gave a TED Talk titled “The Puzzle of Motivation” 1(Pink, 2009). In his talk, he argues that traditional rewards like money can improve performance for simple tasks, but can reduce performance for creative tasks. He suggests that people need autonomy, mastery, and purpose to be engaged and motivated in their work. He cites scientific studies and experiments to support his claim 1 (Pink, 2009). what would be a real life scenario where motivation was important? Describe how you have personally been impacted by either a lack of autonomy, mastery and purpose or have had an adequate amount of autonomy, master and purpose.In your own opinion, explain the phrase “money is important but it is not the essence of motivation”.
- What do profit-sharing plans, stock options, and gain-sharing plans all have in common? They are systems that reward for results rather than behaviors. They are systems that reward for behaviors rather than results. They are nonmonetary and noneconomic in nature. They are not effective in motivating performance.How invested should a company be in hiring and providing benefits to their hires? Is it too demanding for certain companies to expect nothing but high standards for who they hire, or should they provide opportunities to those with different goals that don’t have certain qualities?How can organizations overcome a prevalent motivational challenge that often hinders employee performance and job satisfaction?