Motivation Methods in Practice

Types of Motivation

There are two types of motivation: intrinsic and extrinsic.
Intrinsic motivation is driven by an individual’s internal desire to do something due to its inherent interest or enjoyment.
Extrinsic motivation is influenced by external rewards or recognition, or a fear of punishment.

Financial incentives are a type of extrinsic motivation. They include pay rises, bonuses, and profit sharing.
Non-financial incentives, on the other hand, may either be intrinsic or extrinsic. They include recognition, job enhancement, and increased responsibility.
Providing feedback and recognition can also serve as a potent motivator by boosting the individual’s self-esteem and fulfilling their need for acknowledgement.
Job enrichment and enlargement offer opportunities for self-fulfilment by enabling individuals to utilise their skills and derive satisfaction from their work.

A leader’s role is crucial for motivating employees. Leadership styles like transformational leadership foster intrinsic motivation.
Transformational leaders inspire employees by setting high expectations and encouraging them to surpass their personal best.
On the other hand, transactional leaders, who punish or reward based on performance, are more likely to foster extrinsic motivation.

Motivated employees are more likely to be committed, engaged, and productive.
Job satisfaction can be an essential outcome of effective motivation strategies. Satisfied employees are more motivated to perform better and contribute to the organisation’s success.
Motivation also impacts job turnover. A lack of motivation can lead to higher rates of employee turnover, which can have significant costs for the business.

Not all motivation methods are effective for every individual. What motivates one person might not motivate another.
Maintaining motivation over time can be a challenge. Initial enthusiasm might fade if the rewards are not substantial or if the individual’s needs and expectations evolve.
Developing a comprehensive and objective system for rewarding performance-based incentives can be complex and time-consuming. Unrealistic targets or unfair distribution of rewards can reduce motivation instead of increasing it.

Businesses may use tools like employee satisfaction surveys or performance appraisals to evaluate and measure motivation levels.
It’s necessary to regularly monitor and adjust motivation strategies as employees’ needs, preferences, and work situations change.
Employee feedback is instrumental in adapting motivation strategies. Businesses should encourage open communication and feedback to keep motivation strategies relevant and effective.