Interrelationship of Intrinsic and Extrinsic Motivation Essay

In the article Interrelationship of Intrinsic and Extrinsic motivation by Jerry Dermer, there atomic number 18 three different assumptions about the interrelationship between extrinsic and natural penury from three different researchers. Firstly, Deci, E.L. stated that an extrinsic procedure-contingent reward reduces peoples intrinsic motif. Secondly, Hofstede, G.H. supported that intrinsic motivation is a necessary co-requisite for extrinsic rewards to be motivating however, intrinsic motivation is not reduced in the occurrence of extrinsic rewards. Thirdly, the general assumption of umteen motivational researchers believed that intrinsic and extrinsic motivations are unrelated. The purpose of the study was to firstly determine if there is a relationship between extrinsic and intrinsic motivation, and thus to help management in resolving the dilemma of whether or not they should provide rewards based on surgical operation.The study conducted a questionnaire which was distr ibuted to 81 department terminal managers in a large department store chain. The questionnaire included measurements for extrinsic and intrinsic motivation. For extrinsic motivations measurement, the questionnaire angle of inclinationed seven statements for managers to rate on the Likert scale. The cipher performance in these seven statements was linked to seven extrinsic outcomes recognition, advancement, personal line of credit security, better peer relations, better supervisory relations, increased responsibility, and increased salary. For example, exceeding budgeted performance will lead to more responsibility (Dermer, 1975). For intrinsic motivations measurement, the questionnaire only listed three statements asking the managers to rate the level to which high order acquire satisfaction is affected by good performance. For instance, Doing my job well gives me a feeling of accomplishment (Dermer, 1975).In order to have a fair and spotless result, both statements were pres ented in Likert format. Managers needed to rank the statements from strongly agree to strongly disagree. Also, the questionnaire was intermixed with other random statements to minimize halo effects and wherefore increase the truth of the result. The result reinforces Hofstedes statement and overthrows Decis and the general assumptions. This research showed that the higher a store managers intrinsic motivation, the greater his responsibility, recognition, pay and motivation for advancement. The main determination was that intrinsic motivation was an essential co-requisite for extrinsic motivation. Meanwhile, extrinsic reward would not reduce workers intrinsic motivation. The research found out that the higher ones intrinsic motivation, the greater his motivation for extrinsic rewards. Therefore, based on this concept, management should implement some strategies to stimulate workers intrinsic motivation. During the hiring process, the hiring manager of the organization should inqui re about the interviewees interests.The main purpose of doing this is to make sure that the interviewee does interchangeable the job. The goal of the interview is to hire people who are intrinsically motivated because these individuals are more willing to learn and to accept challenges. Depending on the nature of the organization, the human relations department should carefully select candidates that fit the job requirement, as well as to consider ones personality. For example, a hospital requires nurses to be extraverted and agreeable. As the employees achieve the person-job fit, which is defined as the workers finding the job that fits their values the most, the employees will have a higher level of intrinsic motivation. For example, when a patient is recovered, the nurse will be proud of herself, hence her intrinsic motivation will increase.Besides, management should work to increase the level of organizational commitment of the workers. The higher the affective commitment, th e higher the level of job performance the workers achieve. The reason is that if the workers have high affective commitment, they are more motivated to stay in the organization and is happy to devote their while and energy in benefiting the firm. High affective commitment implies these workers are intrinsically motivated because they love their work. To increase the level of organizational commitment, management should provide a fun piece of work and encourage them to think creatively. Moreover, managers should permit workers to have great autonomy and encourage new ideas at the workplace so that workers will be more willing to think about ideas in a greater depth.However, promoting intrinsic motivation may lead to several potential costs. Firstly, a long period of time is needed to foster each workers intrinsic motivation. Secondly, the strategies to nurture intrinsic motivation vary from person to person. Even though there are potential costs for promoting intrinsic motivation, t he potential benefits resulting from intrinsic motivation are much greater. Firstly, an organization will be more profitable and efficient as its employees are more self-motivated and satisfied with their job. The more self-motivated the employees are, the higher their efficiency. Also, workers will be more motivated and will not need continuous supervision if they like the job. Another benefit from having intrinsically motivated workers is that these workers are less promising to be late as they like their job.Also they are more likely to excel at their jobs. Hence, the organizations efficiency will be improved significantly. To conclude, the article Interrelationship between Intrinsic Motivation and Extrinsic Motivation by Jerry Dermer is informative in explaining the relationship between two different types of motivation. The reason is that Jerry found three different authoritative researchers and compared their views. Instead of taking apart from the research, readers should t hink about Decis and Hofstedes statement critically because Jerry Derman also talked about the saving grace of Decis statement. Lastly, the recommendations for management practices are appropriate as all of the organizations highly demand intrinsically motivated employees.ReferenceDermer, J. (1975). The interrelationship of intrinsic and extrinsic motivation. The Academy of Management Journal, 18(1), 125-129. Retrieved from http//www.jstor.org.myaccess.library.utoronto.ca/stable/255630?&Search=yes&searchText=Motivation&list=hide&searchUri=/action/doBasicSearch?filter=jid%3A10.2307%2Fj100040&Query=Motivation&Search.x=0&Search.y=0&wc=on&prevSearch=&item=20&ttl=1206&returnArticleService=showFullText&