Have you noticed how your team shines when you explain them how important their contribution to work is? When you make them feel good or delegate them the work they like best, employees are driven by intrinsic motivation. Intrinsic motivation refers to behavior that is driven by internal rewards such as feeling of pride, pleasure, desire to learn, feeling that we contribute to something important, that we are among likeminded people etc. Another type of motivation is extrinsic motivation such as money or some material compensation. It is when they get the bonus, for example. If they work only for bonus, without real sense of accomplishment, that means they are driven by hope for reward, or driven by fear of punishment.
Scott King, collaboration expert, published an article in PeopleDevelopmentMagazin.com on different kinds of motivation. He focused on Daniel Pink’s addition to three well known important human needs that are expressed in intrinsic motivation: relatedness, competence and autonomy. Relatedness means we want to be a part of a team, competence is about having challenging but appropriate tasks, and autonomy is related to our a natural desire to have control over ourselves and our environment, so it is often expressed in the need to have some space for making decisions about our work. Daniel Pink added purpose to this list. Purpose means that people need “a sense of having a higher calling”, and to know that their contribution makes a difference. Scott reminds us that when people are paid in a fair manner, motivation based on intrinsic rewards is more potent than extrinsic ones:
“When we create an environment that fulfills our fundamental needs, we keep employees happier, more committed, more innovative, more productive, and overall more invested in organizational goals. Who doesn’t want that?”
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