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So, how does this apply to the workplace?
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The key is that you’re not looking for an external reward for completing a task. Or, you may complete a crossword puzzle because the challenge of completing the puzzle motivates you. You may play a sport because you enjoy playing, rather than because you want to win. There are all sorts of examples of this in everyday life. Any rewards that they receive come second to the joy of completing the activity. People do what they do because they love doing it. This behaviour involves engaging in an activity because you find the activity itself rewarding. Let’s look at Intrinsic motivation first.
Explaining extrinsic vs intrinsic motivation how to#
Moreover, you need to know how to use I ntrinsic and Extrinsic motivation to your organisation’s benefit. To know how to use your tools, you need to understand the difference between I ntrinsic and Extrinsic motivation. Instead, you may not fully understand where each tool falls on the motivational spectrum. The staff motivation tools that you use may not be the problem. These leaders don’t understand I ntrinsic and Extrinsic motivation. They use all sorts of staff motivation tools in an effort to boost team performance.īut their staff remain unmotivated, which affects their productivity. Yet many don’t achieve the results that they’re looking for. But what do those terms mean? And how do they relate to motivation in the workplace? This article provides the answers.ĭo you have what it takes to be a motivational leader ? You may have heard others speaking of intrinsic and extrinsic motivation.