There are some scholars, who argue that these concepts are overrated, at least i

Question

There are some scholars, who argue that these concepts are overrated, at least in regards to motivating employees at work. The three main arguments are as follows:

It doesn't matter what type of motivation (e.g., intrinsic or extrinsic) employees experience as long as they are motivated, are productive, and do their jobs. In support of this argument, research has found that those who are intrinsically motivated or satisfied with their jobs are no more productive than those who are not.

With many jobs (e.g., working in a coal mine; collecting garbage), it's unrealistic to think of concepts like intrinsic motivation and Flow. Those jobs need to get done, and it is unlikely that the people doing them experience a high level of enjoyment or satisfaction.

Even if those concepts are important to motivation and every job had the potential to be a great source of excitement, challenge, and meaningfulness, there is not much leaders can do to create this for employees. Whether an employee enjoys his/her job, or finds it exciting or meaningful is really up to them.

What are your own thoughts regarding these arguments? As always, be sure to support your response with references and examples as relevant. Reference, Ted talks, Dan Pink: The Puzzle of Motivation or http://www.keepem.com

Explanation / Answer

Introduction :

Motivating people to perform better and thus to achieve organizational goals has been the greatest challenge to managers. Motives are the expressed needs which are always directed towards goals. A major function of leaders is to support the motivation of other individuals and groups.

Motivation is an inspirational process of stimulating oneself to get a desired course of action. It enhances the efficiency of the employees and organizations as well. When employee employees are motivated they can perform with commitment and dedication. It develops a sense of belonging towards the organization and thus improve their over all performance. Mainly, it helps in building cordial relationships at the work place and helps in reduced Labour grievances and disputes.

Understanding various factors affecting employee motivation is a crucial part of effective management. There are many internal and external factors which influence motivation such as management philosophy, organization structure, superior sub ordinate relationship, individual needs and wants etc.

Though many research studies are carried out in terms of level of influence needed i.e., intrinsic or extrinsic to motivate employees, it's the intrinsic factors which majorly defines level of employee motivation.

Example : an employee is highly motivated towards jog based on his self actualization which is achieved rather than salary or perks received by him. Unless an employee is driven internally, he cannot be highly productive at work place.

Hence, motivation is undoubtedly an essential element for the work force to be productive and get engaged with organizational goals. Here, the type of job may not actually define the inner needs and goals of individuals. A person who's education is completed deafnetly look for better chance to get hired by a company. It's not the job which extrinsically motivates employees.

Many jobs are ensuring limited extrinsic motivation which sometimes really cannot retain talent. Any individual whose internal needs and desires are fulfilled may always get better engaged with organization inspire of being less motivated..

Conclusion :

From the above argument statements, it can be simply drawn from the research studies that intrinsic motivation such as individuals needs and desires Is much crucial when compared to extrinsic factors which may not really influence the human to be highly productive. It's all the link of performance frame work that might define kind of motivation needed for engaged employees in any kind of organizations.

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