(a) Workplace Stress
Stress may decrease an individual's capacity to concentrate and focus, as well as contribute to burnout and disengagement from work.
Furthermore, when external rewards and punishments are applied excessively or incorrectly, they may cause stress and anxiety, weakening intrinsic motivation.
(b) Uncertainty & Change
Individuals may struggle to find meaning and purpose in their work when job roles and responsibilities are unclear, which may decrease intrinsic motivation. Changes in the department, organization or industry, on the other hand, might cause uncertainty and instability, which can weaken extrinsic motivation.
(c) Cultural Differences
For instance, some cultures may place a higher emphasis on collective goals than individual goals, which might influence the achievement of recognition and rewards that are most effective in motivating individuals.
Issues and Challenges DiscussionIncrease Employee Engagement
Employee engagement could be increased by addressing challenges that impact both internal and extrinsic motivation. Employees that are more engaged at work are more dedicated, passionate, and absorbed in their work.
Increase Job Satisfaction
Identifying and overcoming motivational issues and challenges can lead to higher job satisfaction. Employees are more likely to experience higher levels of job satisfaction and overall satisfaction at work when their intrinsic and extrinsic motivating demands are met.
Retention of Talent
Employees who are motivated and satisfied in their jobs are less inclined to look for other chances. Organizations can build a good work environment that attracts and retains top talent by recognizing and identifying the challenges that affect intrinsic and extrinsic motivation.
Foster Innovation and Creativity
Employees are more likely to think creatively, come up with novel ideas, and contribute to problem-solving efforts when they are motivated, especially intrinsically. The creative potential of the workforce could be unlocked by recognizing and managing motivational issues and challenges.
Introduction
Intrinsic and extrinsic motivation are two distinct categories of motivation that drive human behaviour and accomplishment.
Individuals and organizations can design more effective strategies to increase motivation and goal achievement if they recognize their significance.
Intrinsic motivation relates to doing something or pursuing a goal because it is essentially pleasant, delightful, or fulfilling. It is caused by internal factors such as personal interests, curiosity, and the enjoyment obtained from the activity itself.
Extrinsic motivation is the process of doing something or working towards a goal in order to get benefits or incentives from outside sources, such as cash, recognition, or grades. It involves looking for outside rewards to motivate behaviour. Goal orientation, performance rewards, and practical concerns are some of the examples.
It is crucial to emphasize that intrinsic and extrinsic motivation are not mutually incompatible and often coexist to varying degrees. The best strategy is determined by the setting, individual preferences, and the nature of the task or target. Balancing intrinsic and extrinsic motivation could be helpful in the creation of a working environment that promotes both personal fulfilment and external accomplishment.
The Issues and Challenges Affecting Intrinsic and
Extrinsic Motivation Factors in the Workplace
Authors
(1) Ang Hong Loong and (2) Pang Yeng Yuan
Affiliations
(1) Faculty of Business, Economics and Accountancy, Universiti Malaysia Sabah, Malaysia
(2) Department of Accountancy and Business,
Tunku Abdul Rahman University of Management and Technology, Sabah Branch, Malaysia
Conclusion
In summary, intrinsic and extrinsic motivation are complicated factors affected by a variety of issues and challenges in the workplace and society. It is critical to recognize and manage these factors in order to achieve optimal motivation, engagement, and performance.
Ultimately, leading to increased satisfaction, productivity, and success.
