Intrinsic motivation

Definition

Intrinsic motivation refers to the internal drive to engage in an activity for its own sake, rather than for some external reward or pressure. This type of motivation is closely linked to personal satisfaction, interest, and the inherent enjoyment of the task, which can significantly influence employee engagement and their response to changes within an organization.

5 Must Know Facts For Your Next Test

1. Intrinsic motivation can lead to higher levels of creativity and innovation among employees since they are more likely to explore new ideas when they find personal meaning in their work.
2. When employees are intrinsically motivated, they are more likely to embrace change positively, viewing it as an opportunity for growth rather than a threat.
3. Organizations that foster intrinsic motivation often see increased employee retention rates as individuals feel more fulfilled and satisfied in their roles.
4. Intrinsic motivation helps build resilience among employees during challenging times, as they are driven by their passion and interest in their work.
5. To enhance intrinsic motivation, organizations can provide opportunities for skill development, autonomy in decision-making, and a supportive work environment.

Review Questions

• How does intrinsic motivation influence employee engagement during periods of organizational change?
  • Intrinsic motivation significantly enhances employee engagement during organizational change by fostering a sense of purpose and personal investment in their work. When employees are intrinsically motivated, they are more likely to view changes as opportunities for growth rather than obstacles. This positive mindset encourages them to adapt and contribute actively to the transition process, resulting in greater overall engagement and collaboration within the team.
• What strategies can organizations implement to cultivate intrinsic motivation among employees, especially during transitions?
  • Organizations can cultivate intrinsic motivation by creating a work environment that promotes autonomy, offers meaningful challenges, and supports personal growth. Encouraging employees to take ownership of their tasks allows them to explore their interests and strengths. Providing opportunities for skill development through training and mentoring also enhances their sense of competence. Additionally, recognizing individual contributions and fostering a culture of collaboration can strengthen employees' connections to their work and each other.
• Evaluate the impact of intrinsic versus extrinsic motivation on employee responses to change within an organization.
  • Intrinsic motivation tends to lead to more favorable responses to organizational change compared to extrinsic motivation. Employees who are intrinsically motivated engage deeply with their work and see change as a chance for personal and professional growth. Conversely, those driven primarily by extrinsic factors may resist change if they perceive it as threatening their rewards or status. Organizations focusing on fostering intrinsic motivation not only facilitate smoother transitions but also enhance overall employee satisfaction and innovation during times of change.

Related terms

extrinsic motivation: Extrinsic motivation is the drive to perform an activity to earn rewards or avoid punishment from outside sources, such as bonuses, promotions, or recognition.

employee engagement: Employee engagement is the level of commitment, enthusiasm, and emotional investment that employees have towards their work and the organization they belong to.

self-determination theory: Self-determination theory is a psychological framework that posits that people are most motivated when they feel autonomous, competent, and connected to others.