How to motivate employees in the workplace - Extrinsic motivation vs intrinsic motivation

Summary

The video explores employee motivation, contrasting extrinsic and intrinsic approaches. While adequate pay is essential, it fails to sustain long-term motivation. Extrinsic motivation, driven by rewards or punishments, is effective for routine tasks but can stifle creativity. In contrast, intrinsic motivation fosters engagement and satisfaction. Key characteristics include self-determination, a desire for excellence, and a sense of purpose. Leaders should focus on maintaining motivation by providing freedom, feedback, and a clear company vision, while avoiding demotivating factors like bureaucracy. Ultimately, effective leadership nurtures an environment where employees feel motivated from within.

Takeaways

• 😀 Employees often seek better pay but may lack intrinsic motivation.
• 💡 Extrinsic motivation (like bonuses) may lead to short-term engagement but doesn't foster long-term commitment.
• 🏆 Intrinsic motivation is driven by personal satisfaction and a sense of purpose in one's work.
• 🔍 Understand the two types of motivation: extrinsic (external rewards) and intrinsic (internal fulfillment).
• 📈 Routine tasks can be effectively managed through extrinsic motivation, but creativity requires intrinsic motivation.
• 👥 Intrinsically motivated employees take ownership, think proactively, and are more creative.
• 🎯 Leaders should focus on providing clear goals while allowing employees the freedom to determine their approach.
• 📚 Encourage growth and self-improvement by offering feedback and training opportunities.
• 🌟 Communicate the company's vision to give employees a sense of purpose in their work.
• 🚫 The role of a leader is not just to motivate but to avoid demotivating employees, especially through negative practices.

Q & A

What is the primary concern of the company owner mentioned in the script?

The company owner is worried that his employees lack motivation and are primarily focused on obtaining better pay.

What are the two types of motivation discussed in the transcript?

The two types of motivation are extrinsic motivation and intrinsic motivation.

How is extrinsic motivation characterized in the workplace?

Extrinsic motivation is characterized by external rewards like bonuses or promotions and punishments, where employees perform tasks for tangible benefits rather than for the enjoyment or challenge of the work itself.

What are the limitations of relying solely on extrinsic motivation?

Relying solely on extrinsic motivation can be counterproductive, especially for creative tasks, as it may limit creativity and focus employees strictly on rewards or punishments rather than the work itself.

What three characteristics define intrinsically motivated employees?

Intrinsically motivated employees typically exhibit a desire for self-determination, strive for excellence, and seek a sense of purpose in their work.

What role does self-determination play in intrinsic motivation?

Self-determination allows employees to have autonomy in choosing how to achieve their goals, which increases their engagement and commitment to their work.

Why is it important for employees to feel they have a purpose in their work?

Feeling a sense of purpose helps employees connect their tasks to a larger mission, making their work more meaningful and enhancing their motivation.

What is the suggested approach for leaders to motivate their employees?

Leaders should focus on communicating the company's vision and purpose, providing opportunities for growth, and ensuring they do not demotivate employees through negative practices.

What factors can lead to employee demotivation over time?

Factors such as bureaucracy, poor management, and lack of recognition can lead to demotivation in employees, causing them to lose their initial motivation.

What should leaders prioritize to maintain employee motivation?

Leaders should prioritize fostering intrinsic motivation by providing support, autonomy, and a clear understanding of the company's goals, rather than relying solely on extrinsic rewards.