Extrinsic motivation - Revision history

Elosti at 09:42, 20 March 2022

2022-03-20T09:42:46Z

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	In psychology, extrinsic motivation is seen as the drive to lessen thirst, hunger, pain/anxiety and sex. Following this, intrinsic motivation consists of all nonsurvival needs and ego motives.		In psychology, extrinsic motivation is seen as the drive to lessen thirst, hunger, pain/anxiety and sex. Following this, intrinsic motivation consists of all nonsurvival needs and ego motives.
	<ref name=~~Intrinsic and Extrinsic Motivation~~>Reiss, S. (2012), Teaching of Psychology, 39(2), pp. 152–156, Intrinsic and Extrinsic Motivation. doi: 10.1177/0098628312437704. </ref>.		<ref name=Reiss> Reiss, S. (2012), Teaching of Psychology, 39(2), pp. 152–156, Intrinsic and Extrinsic Motivation. doi: 10.1177/0098628312437704. </ref>.
	In the field of project, programm and portfolio management the definition of doing things out of the incentive of an external reward is more reasonable. Since the theory of a dualism extrinsic-intrinsic does not describe the ranges of motivation a human can have, there are motivations in between consisting of both motivation types.		In the field of project, programm and portfolio management the definition of doing things out of the incentive of an external reward is more reasonable. Since the theory of a dualism extrinsic-intrinsic does not describe the ranges of motivation a human can have, there are motivations in between consisting of both motivation types.
	To differentiate these better we differ 6 different subtypes: there is the amotivation, four subtypes of extrinsic motivation and intrinsic motivation.		To differentiate these better we differ 6 different subtypes: there is the amotivation, four subtypes of extrinsic motivation and intrinsic motivation.
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	In all analysis which motivation type the best suitable is, we should not forget that in real life every motivation is made up of a mixture of both intrinsic and extrinsic motivation. They are closely related to each other and interfere/correlate with each other. Therefore we can not put up the effect of one specific motivation type.		In all analysis which motivation type the best suitable is, we should not forget that in real life every motivation is made up of a mixture of both intrinsic and extrinsic motivation. They are closely related to each other and interfere/correlate with each other. Therefore we can not put up the effect of one specific motivation type.
	Another limitation is, that every individual is motivated more or less by different motivation types. Some individuals may be very intrinsic driven other prefer extrinsic more. This has to be considered when motivating colleagues. Mostly decisions will be made for the whole organization or department so in most cases it is not possible to motivate every individual in his most appealing kind. Also people respond very differently to leadership styles, as everybody has different knowledge and previous experience.		Another limitation is, that every individual is motivated more or less by different motivation types. Some individuals may be very intrinsic driven other prefer extrinsic more. This has to be considered when motivating colleagues. Mostly decisions will be made for the whole organization or department so in most cases it is not possible to motivate every individual in his most appealing kind. Also people respond very differently to leadership styles, as everybody has different knowledge and previous experience.
	A lack of motivation can have very different reasons, a person can be unconcentrated due to physical needs or a difficult private situation in life affecting the work performance. There are many more reasons, that can not be targeted by the intrinsic and extrinsic motivation provided at the workplace itself <ref name=~~Intrinsic and Extrinsic Motivation~~> </ref>.		A lack of motivation can have very different reasons, a person can be unconcentrated due to physical needs or a difficult private situation in life affecting the work performance. There are many more reasons, that can not be targeted by the intrinsic and extrinsic motivation provided at the workplace itself <ref name=Reiss> </ref>.

	== Annotated Bibliography ==		== Annotated Bibliography ==

Elosti: /* Limitations */

2022-03-20T09:41:58Z

Limitations

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	In all analysis which motivation type the best suitable is, we should not forget that in real life every motivation is made up of a mixture of both intrinsic and extrinsic motivation. They are closely related to each other and interfere/correlate with each other. Therefore we can not put up the effect of one specific motivation type.		In all analysis which motivation type the best suitable is, we should not forget that in real life every motivation is made up of a mixture of both intrinsic and extrinsic motivation. They are closely related to each other and interfere/correlate with each other. Therefore we can not put up the effect of one specific motivation type.
	Another limitation is, that every individual is motivated more or less by different motivation types. Some individuals may be very intrinsic driven other prefer extrinsic more. This has to be considered when motivating colleagues. Mostly decisions will be made for the whole organization or department so in most cases it is not possible to motivate every individual in his most appealing kind. Also people respond very differently to leadership styles, as everybody has different knowledge and previous experience.		Another limitation is, that every individual is motivated more or less by different motivation types. Some individuals may be very intrinsic driven other prefer extrinsic more. This has to be considered when motivating colleagues. Mostly decisions will be made for the whole organization or department so in most cases it is not possible to motivate every individual in his most appealing kind. Also people respond very differently to leadership styles, as everybody has different knowledge and previous experience.
	A lack of motivation can have very different reasons, a person can be unconcentrated due to physical needs or a difficult private situation in life affecting the work performance. There are many more reasons, that can not be targeted by the intrinsic and extrinsic motivation provided at the workplace itself <ref name=Intrinsic and Extrinsic Motivation></ref>.		A lack of motivation can have very different reasons, a person can be unconcentrated due to physical needs or a difficult private situation in life affecting the work performance. There are many more reasons, that can not be targeted by the intrinsic and extrinsic motivation provided at the workplace itself <ref name=Intrinsic and Extrinsic Motivation> </ref>.

	== Annotated Bibliography ==		== Annotated Bibliography ==

Elosti: /* Limitations */

2022-03-20T09:41:46Z

Limitations

← Older revision		Revision as of 09:41, 20 March 2022
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	In all analysis which motivation type the best suitable is, we should not forget that in real life every motivation is made up of a mixture of both intrinsic and extrinsic motivation. They are closely related to each other and interfere/correlate with each other. Therefore we can not put up the effect of one specific motivation type.		In all analysis which motivation type the best suitable is, we should not forget that in real life every motivation is made up of a mixture of both intrinsic and extrinsic motivation. They are closely related to each other and interfere/correlate with each other. Therefore we can not put up the effect of one specific motivation type.
	Another limitation is, that every individual is motivated more or less by different motivation types. Some individuals may be very intrinsic driven other prefer extrinsic more. This has to be considered when motivating colleagues. Mostly decisions will be made for the whole organization or department so in most cases it is not possible to motivate every individual in his most appealing kind. Also people respond very differently to leadership styles, as everybody has different knowledge and previous experience.		Another limitation is, that every individual is motivated more or less by different motivation types. Some individuals may be very intrinsic driven other prefer extrinsic more. This has to be considered when motivating colleagues. Mostly decisions will be made for the whole organization or department so in most cases it is not possible to motivate every individual in his most appealing kind. Also people respond very differently to leadership styles, as everybody has different knowledge and previous experience.
	A lack of motivation can have very different reasons, a person can be unconcentrated due to physical needs or a difficult private situation in life affecting the work performance. There are many more reasons, that can not be targeted by the intrinsic and extrinsic motivation provided at the workplace itself<ref name=Intrinsic and Extrinsic Motivation>~~Reiss, S. (2012), Teaching of Psychology, 39(2), pp. 152–156, Intrinsic and Extrinsic Motivation. doi: 10.1177/0098628312437704.~~ </ref>.		A lack of motivation can have very different reasons, a person can be unconcentrated due to physical needs or a difficult private situation in life affecting the work performance. There are many more reasons, that can not be targeted by the intrinsic and extrinsic motivation provided at the workplace itself <ref name=Intrinsic and Extrinsic Motivation></ref>.

	== Annotated Bibliography ==		== Annotated Bibliography ==

Elosti: /* Limitations */

2022-03-20T09:40:59Z

Limitations

← Older revision		Revision as of 09:40, 20 March 2022
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	In all analysis which motivation type the best suitable is, we should not forget that in real life every motivation is made up of a mixture of both intrinsic and extrinsic motivation. They are closely related to each other and interfere/correlate with each other. Therefore we can not put up the effect of one specific motivation type.		In all analysis which motivation type the best suitable is, we should not forget that in real life every motivation is made up of a mixture of both intrinsic and extrinsic motivation. They are closely related to each other and interfere/correlate with each other. Therefore we can not put up the effect of one specific motivation type.
	Another limitation is, that every individual is motivated more or less by different motivation types. Some individuals may be very intrinsic driven other prefer extrinsic more. This has to be considered when motivating colleagues. Mostly decisions will be made for the whole organization or department so in most cases it is not possible to motivate every individual in his most appealing kind. Also people respond very differently to leadership styles, as everybody has different knowledge and previous experience.		Another limitation is, that every individual is motivated more or less by different motivation types. Some individuals may be very intrinsic driven other prefer extrinsic more. This has to be considered when motivating colleagues. Mostly decisions will be made for the whole organization or department so in most cases it is not possible to motivate every individual in his most appealing kind. Also people respond very differently to leadership styles, as everybody has different knowledge and previous experience.
	A lack of motivation can have very different reasons, a person can be unconcentrated due to physical needs or a difficult private situation in life affecting the work performance. There are many more reasons, that can not be targeted by the intrinsic and extrinsic motivation provided at the workplace itself.		A lack of motivation can have very different reasons, a person can be unconcentrated due to physical needs or a difficult private situation in life affecting the work performance. There are many more reasons, that can not be targeted by the intrinsic and extrinsic motivation provided at the workplace itself<ref name=Intrinsic and Extrinsic Motivation>Reiss, S. (2012), Teaching of Psychology, 39(2), pp. 152–156, Intrinsic and Extrinsic Motivation. doi: 10.1177/0098628312437704. </ref>.

	== Annotated Bibliography ==		== Annotated Bibliography ==

Elosti: /* Introduction */

2022-03-20T09:40:06Z

Introduction

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	Giving out external rewards as a salary to an employee is attached to the contract to do work to agreed conditions. This reduces an employees autonomy and therefore his/her intrinsic motivation. Linking salary to performance, deadlines and KPIs, increases control and decreases autonomy furthermore. This is the reason extrinsic motivation undermines intrinsic one, called the crowding-out effect. As intrinsic and extrinsic motivation interfere with each other they can not be added up, rather have to be looked at more precisely.		Giving out external rewards as a salary to an employee is attached to the contract to do work to agreed conditions. This reduces an employees autonomy and therefore his/her intrinsic motivation. Linking salary to performance, deadlines and KPIs, increases control and decreases autonomy furthermore. This is the reason extrinsic motivation undermines intrinsic one, called the crowding-out effect. As intrinsic and extrinsic motivation interfere with each other they can not be added up, rather have to be looked at more precisely.

	To fulfill their third psychological need of 'relatedness' people take external influences and internalize them, making them contribute to their intrinsic motivation. This automatic process of internalization leads to different subtypes of extrinsic motivation, making a mixture of intrinsic and extrinsic motivation		To fulfill their third psychological need of 'relatedness' people take external influences and internalize them, making them contribute to their intrinsic motivation. This automatic process of internalization leads to different subtypes of extrinsic motivation, making a mixture of intrinsic and extrinsic motivation. Explained in the next chapter
	<ref name=b> Deci, E. L., & Ryan, R. M. (2015). Self-Determination Theory. International Encyclopedia of the Social and Behavioral Sciences: Second Edition, 486–491. https://doi.org/10.1016/B978-0-08-097086-8.26036-4 </ref>.		<ref name=b> Deci, E. L., & Ryan, R. M. (2015). Self-Determination Theory. International Encyclopedia of the Social and Behavioral Sciences: Second Edition, 486–491. https://doi.org/10.1016/B978-0-08-097086-8.26036-4 </ref>.
	~~Explained in the next chapter.~~

	==Subtypes of Motivation==		==Subtypes of Motivation==

Elosti: /* Limitations */

2022-03-20T09:39:18Z

Limitations

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	In all analysis which motivation type the best suitable is, we should not forget that in real life every motivation is made up of a mixture of both intrinsic and extrinsic motivation. They are closely related to each other and interfere/correlate with each other. Therefore we can not put up the effect of one specific motivation type.		In all analysis which motivation type the best suitable is, we should not forget that in real life every motivation is made up of a mixture of both intrinsic and extrinsic motivation. They are closely related to each other and interfere/correlate with each other. Therefore we can not put up the effect of one specific motivation type.
	Another limitation is, that every individual is motivated more or less by different motivation types. Some individuals may be very intrinsic driven other prefer extrinsic more. This has to be considered when motivating colleagues. Mostly decisions will be made for the whole organization or department so in most cases it is not possible to motivate every individual in his most appealing kind. Also people respond very differently to leadership styles, as everybody has different knowledge and previous experience.		Another limitation is, that every individual is motivated more or less by different motivation types. Some individuals may be very intrinsic driven other prefer extrinsic more. This has to be considered when motivating colleagues. Mostly decisions will be made for the whole organization or department so in most cases it is not possible to motivate every individual in his most appealing kind. Also people respond very differently to leadership styles, as everybody has different knowledge and previous experience.
			A lack of motivation can have very different reasons, a person can be unconcentrated due to physical needs or a difficult private situation in life affecting the work performance. There are many more reasons, that can not be targeted by the intrinsic and extrinsic motivation provided at the workplace itself.

	== Annotated Bibliography ==		== Annotated Bibliography ==

Elosti: /* Limitations */

2022-03-20T09:34:25Z

Limitations

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	== Limitations ==		== Limitations ==

			The provided article sets up a framework to understand extrinsic motivation within overall, intrinsic and amotivation. Within this subject we can provide guidelines to manage and foster motivation in specific work environments and situations. However these guidelines have to be adapted to the specific work situations.
	In all ~~the~~ analysis which motivation is the best suitable we should not forget that in ~~the~~ real life every motivation is made up of both intrinsic and extrinsic ~~one~~. ~~Both of them~~ are related and interfere or correlate with each other. ~~We described~~ the ~~relation~~ of ~~them in different situations. But since the overall~~ motivation ~~consists of both, it is hard to say, what kind of motivation contributes to the overall motivation the most, since thats the only one we can measure~~.		A good manager has a lot of empathy and understanding for the employees and their perspectives, to manage them in the appropriate manner. As this is a tacit knowledge it can only be perceived by communication with others and learned on the job.
	Another limitation is, that every individual is motivated more or less by different motivation types. Some individuals may be very intrinsic driven other ~~evaluate~~ extrinsic more. This has to be considered when motivating colleagues. Mostly decisions will be made for the whole organization or department so in most cases it is not possible to motivate every individual in his most appealing kind.		In all analysis which motivation type the best suitable is, we should not forget that in real life every motivation is made up of a mixture of both intrinsic and extrinsic motivation. They are closely related to each other and interfere/correlate with each other. Therefore we can not put up the effect of one specific motivation type.
			Another limitation is, that every individual is motivated more or less by different motivation types. Some individuals may be very intrinsic driven other prefer extrinsic more. This has to be considered when motivating colleagues. Mostly decisions will be made for the whole organization or department so in most cases it is not possible to motivate every individual in his most appealing kind. Also people respond very differently to leadership styles, as everybody has different knowledge and previous experience.

	== Annotated Bibliography ==		== Annotated Bibliography ==

Elosti: /* Motivation Models */

2022-03-20T09:15:49Z

Motivation Models

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	Theory Z assumes employees are motivated out of integration or fully intrinsic motivation. The incentive to work is out of purpose. The values are in line with their personal believes. Therefore the motivation is really high and people will work when needed to fulfill the goals, this also means putting in extra hours. The management style should be very open to discussions, as people themselves want the company to succeed and come up with constructive ideas to improve and move further. This is the most productive work environment with the highest satisfaction for the company and employees<ref name="A Guide to the Project Management Body of Knowledge (PMBOK ® Guide)">Project Management Institute, Inc. (PMI),(2021), Pennsylvania, "A Guide to the Project Management Body of Knowledge (PMBOK ® Guide)". </ref>.		Theory Z assumes employees are motivated out of integration or fully intrinsic motivation. The incentive to work is out of purpose. The values are in line with their personal believes. Therefore the motivation is really high and people will work when needed to fulfill the goals, this also means putting in extra hours. The management style should be very open to discussions, as people themselves want the company to succeed and come up with constructive ideas to improve and move further. This is the most productive work environment with the highest satisfaction for the company and employees<ref name="A Guide to the Project Management Body of Knowledge (PMBOK ® Guide)">Project Management Institute, Inc. (PMI),(2021), Pennsylvania, "A Guide to the Project Management Body of Knowledge (PMBOK ® Guide)". </ref>.

	~~[[File:Motivation_Models.png‎\|frame\|left\|250x250px\| Motivation Models <ref name="mig">Elia Paul Simon (2022) </ref>.~~

	== Application==		== Application==

Elosti: /* Motivation Models */

2022-03-20T09:15:12Z

Motivation Models

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	====Theory Z====		====Theory Z====

	Theory Z assumes employees are motivated out of integration or fully intrinsic motivation. The incentive to work is out of purpose. The values are in line with their personal believes. Therefore the motivation is really high and people will work when needed to fulfill the goals, this also means putting in extra hours. The management style should be very open to discussions, as people themselves want the company to succeed and come up with constructive ideas to improve and move further. This is the most productive work environment with the highest satisfaction for the company and employees.		Theory Z assumes employees are motivated out of integration or fully intrinsic motivation. The incentive to work is out of purpose. The values are in line with their personal believes. Therefore the motivation is really high and people will work when needed to fulfill the goals, this also means putting in extra hours. The management style should be very open to discussions, as people themselves want the company to succeed and come up with constructive ideas to improve and move further. This is the most productive work environment with the highest satisfaction for the company and employees<ref name="A Guide to the Project Management Body of Knowledge (PMBOK ® Guide)">Project Management Institute, Inc. (PMI),(2021), Pennsylvania, "A Guide to the Project Management Body of Knowledge (PMBOK ® Guide)". </ref>.

			[[File:Motivation_Models.png‎\|frame\|left\|250x250px\| Motivation Models <ref name="mig">Elia Paul Simon (2022) </ref>.

	== Application==		== Application==

Elosti at 09:03, 20 March 2022

2022-03-20T09:03:54Z

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	In an Extrinsic Motivation the incentive for people to perform an activity is provided by something or someone else. In a work environment people work out of extrinsic motivation, because they expect an external reward for their action. This could be a salary, the appreciation of stakeholders as well as missing out a punishment as disgracing oneself for example. In contrast there is the intrinsic motivation, where people perform activities out of enjoyment, competence and curiosity of the task itself. This could be playing football, because someone enjoys doing it.		In an Extrinsic Motivation the incentive for people to perform an activity is provided by something or someone else. In a work environment people work out of extrinsic motivation, because they expect an external reward for their action. This could be a salary, the appreciation of stakeholders as well as missing out a punishment as disgracing oneself for example. In contrast there is the intrinsic motivation, where people perform activities out of enjoyment, competence and curiosity of the task itself. This could be playing football, because someone enjoys doing it.

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	<ref name="		<ref name="
	A Guide to the Project Management Body of Knowledge (PMBOK ® Guide)">Project Management Institute, Inc. (PMI),(2021). Pennsylvania. A Guide to the Project Management Body of Knowledge (PMBOK ® Guide). </ref>.		A Guide to the Project Management Body of Knowledge (PMBOK ® Guide)">Project Management Institute, Inc. (PMI),(2021). Pennsylvania. A Guide to the Project Management Body of Knowledge (PMBOK ® Guide). </ref>.

	~~== Abstract ==~~

	== Introduction ==		== Introduction ==