This is what I had Sry guy, can\'t find a subject for this - so I put under soci

Question

This is what I had
Sry guy, can't find a subject for this - so I put under social sciences
It is under Human Behaviour in Organisation
Pls do not handwrite the answer, this is for easy reading
Question:

4c)Differentiate between intrinsic and extrinsic motivation. Propose feasible solutions to managerial or human resources issues that tap on these motivations. pls, give 1 example to support your saying.

4 e) You are a manager supervising 5 sales representatives. One of these representatives, Tim, decided to provide a long-term client with an extended warranty outside the firm's regular policy. As a result, you have been in conflict with Tim. Draw a diagram that shows how the 5 conflict handling styles are impacted by concern for others and concern for self. Recommend which conflict handing style you would take in this scenario.

Explanation / Answer

4c)Intrinsic motivation and extrinsic motivation are two types of motivation. Both are usually used in tandem with two other types of motivation: positive and negative motivation. The main difference between intrinsic and extrinsic motivation is the origin or place where the motivation comes from. In terms of purpose, they are the same in creating interest, maintaining focus, creating expected behavior, and an expected outcome. Another major point of difference between the two types of motivation is the cause of each type. In terms of intrinsic motivation, rewards or incentives are usually self-based or things that occur inside a person. There can be numerous reasons, but they are all personal. On the other hand, extrinsic motivation needs to have an external reward or motive to perform a particular behavior. Employees will sometimes get involved in their career of choice because they appreciate the challenges that come with it. Managers can use this intrinsic motivation of searching for a challenge to motivate employees to succeed. By working with employees to create goals and develop a career path, managers satisfy that need for a challenge while rewarding the employee with access to greater corporate opportunity. When managers make the work employees do rewarding, it adds a level of intrinsic motivation that can be a powerful motivator. To build a sense of job satisfaction, managers need to help employees understand how the results of their work benefit the company, or the community. For example, managers can motivate city streets workers by reminding them that plowing the streets allows school buses and emergency vehicles to navigate roads safely. When streets employees understand the magnitude of their work, they develop a strong sense of job satisfaction. Responsibility involves the delegation of authority that managers and companies give to employees. Employees generally associate an increase in responsibility with an increase in pay, and this extrinsic form of motivation can help identify managerial candidates. An increase in responsibility can mean taking on the leadership of a team or moving to a higher position within the company. Using responsibility as an extrinsic motivator is all about developing a career path for employees. An extrinsic motivator that helps develop confidence in the company is attention to providing quality and up-to-date work tools for the staff. Whether it is the latest in customer management software or the newest forklift technology for the warehouse, providing quality work tools acts as a strong external motivator. Providing extrinsic motivators like incentives,bonuses,a paid vacation,club memberships etc. also helps keeping the employees in the organization. And intrinsic motivators like appreciation and recognition of the hard work,acknowledgment provided by managers makes employees understand that they are valued by the organization.

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