2 replies @100 words each

Review other student's posts before deciding what and where to structure reply posts. Student must post one reply post that isuniqueto other students. Replies should build upon the original discussion thread (and other replies posted prior) with further details on lesson concepts, additional research, business examples, etc.

• Replies require short essays and must contain a minimum of 100 words each. Replies must be constructive which means they do not simply state agreement or disagreement re-highlighting points already made in prior posts (those words do NOT count). Replies must offer additional information or input to the discussion of the current event and lesson concepts. All statements using points that are not general knowledge should be properly cited to their source in the contents of this essay with a reference listing at the bottom.

There are different kinds of motivators known as Extrinsic which are external motivators or tangible motivators such as monetary gains. Intrinsic motivators that are internal motivators such as doing something for the satisfaction of it or for the competitive aspect. Dan Pink discusses how in certain scenarios such as production or warehouse and sales positions extrinsic motivators such as bonuses and commissions are a great tool to help promote motivation in the workplace. However, in positions such as financial analysis, accounting, and analytic positions the external motivation does the opposite and in fact narrows the focus to achieve a goal for a reward rather than for the satisfaction of achievement and often times employees may come to expect the reward that comes along with it.

The best way to motivate employees is to figure out what it is that motivates them while also fulfilling their other needs and to tap into their desire to do things rather than to reward them for a job completed quickly or a job well done. Businesses that allow their employees a sense of autonomy in that they get to choose what they work on and how they complete the work have seen increases in overall happiness, productivity, and creativity. For instance, Google allows their employees to work on something that they desire to work on for 20% of their time. Often there are new things that are birthed during this process such as gmail (Pink).

Pink states that worker productivity goes up, satisfaction goes up, and turnover goes down. So, science has shown numerous times ways to get employees to function at their full capacity and business is taking a slow time to catch up to what science knows to be the best way to motivate individuals. It will take some time but slowly the business world seems to be catching onto the notion that allowing employees autonomy over what they are working on and giving them a sense of satisfaction that they are working towards a greater good will produce the best results.

References

Pink, D. (2009).The Puzzle of Motivation. Retrieved from Ted Talks : https://www.ted.com/talks/dan_pink_the_puzzle_of_motivation/transcript

Darrell Myers

Discuss the difference between intrinsic and extrinsic motivators.
Provide an example of each.

Extrinsic motivation can be explained as an individual that is enticed by doing good work for a type of reward. Intrinsic motivation is where an individual is motivated by internal feelings by doing a great job on a particular task (Kinicki, 2022). Most businesses use extrinsic motivation internally due to more of a controlling factor to get desired results on a particular project. Extrinsic Motivation lacks creativity and narrows the mind of employees to focus on a single task (Pink, 2009). Intrinsic motivation would give employees the freedom to be creative and not have that narrow-minded approach to certain tasks.

Discuss two points that you found really interesting in this video.

Two points that I found interesting about the video were the different models of Intrinsic motivation. One of the models I can relate to in my current profession. Below are the points that are to be discussed:

20 Percent Time:Daniel Pink explained that Google allows the 20% Percent Time method for the engineers and staff members to only work 20% of their work day on anything that the workers want. This method is to strengthen the creativity side of Google's employment staff. The only stipulation is that the workers have to report what they worked on the next business day. This method has proven to work for Google to develop innovative ideas like Gmail and other systems that are used in today's programs.

ROWE:Another point that I found interesting was the ROWE method (Results Only Work Environment). The ROWE method works by giving the employee the freedom needed to get the job done. There are no schedules. The workers had the freedom to work anywhere and do whatever is needed as long as the work is done at a specific deadline. My current profession functions like the ROWE method. I have the freedom to work at different locations in my region and I have found that I am more engaged and proactive within my job requirements.

References:

Kinicki, A.,(2022) “Organizational Behavior: A Practical, Problem-Solving Approach“ (Third Edition) McGraw-Hill Education

Pink, D., (2009) "The Puzzle of Motivation" Website: Ted Global. link:https://www.ted.com/talks/dan_pink_the_puzzle_of_motivation