Wednesday, December 11, 2019

Intrinsic Motivators and Extrinsic Motivators †

Question: Discuss about the Intrinsic Motivators and Extrinsic Motivators. Answer: Introduction: Based on the observations made, the teams involved had different performances. The varying performance is attributed to the member participation in the team activities as well as collaboration in the team. It was observed that members in the first team actively listened and observed non-verbal cues from the other team members. The members regularly communicated with each other when observing the others which enhanced what they learnt. This group was effective in communicating with each other and providing feedback which played a key role in their success. The members applied the lessons made from their observations when creating the team agenda. During the team interaction, members increased their communication effectiveness. As a result, their identification with the team was improved and they were committed to the team agenda. The members also developed strong interdependence and relationships which were instrumental in collaborating to achieve the team goals. The team members ensured every team member contributed to the agenda and task execution by giving each one of them an opportunity to express themselves and provide ideas that could benefit the team. Each idea proposed in the team was evaluated and feedback provided. This engagement among team members contributed to improved interaction which enabled to complete their task successfully. The second team was not as successful as the first but managed to complete the task allocated albeit late. While the team members observed the team, they seemed to be distracted and failed to effectively listen to the other members talking. The members of this team talked with each other but there were confusion about what some of the team members had communicated. The team was ineffective in providing feedback which undermined its success. Interaction in the team was poor which created dissatisfaction and affected team member relationships. Poor engagement among the team affected the cohesiveness of the team and their competence at the task allocated. Without feedback and consistent interaction, the members could not effectively collaborate to create team agenda and execute the task allocated. As a result, members could not coordinate their skills. Additionally, several members were left out in the team communication which had significant effect on their performance. Such members co uld not contribute anything to group as other members were not willing to involve them in the team activities. Reflecting thoughts is the first step of active listening. An individual has to reflect on what the speaker has said which helps to pay attention to the situation before reflecting on feelings. Reflecting thoughts implies that a person is not only listening but also trying to understand what is being said. Before reflecting emotions and feelings expressed, one has to understand the speakers message and its context. Internal Motivators External Motivators Managers leading by example Reading success stories on the internet Workplace motivation sessions Watching motivational videos Workgroups Motivational seminars Organizational performance goals Career workshops Incentives Successful people in my career Top-performing employees Internal motivators are more effective in motivating me to work. They have more influence on my focus on improving performance than external motivators. While the latter also plays a key role in encouraging me to achieve my performance goals, the former tends to have a strong effect. Since internal motivators are within the workplace, they encourage me as an employee to enhance my performance in order to realize personal and organizational goals (Deci, 2008). For example, workplace motivation sessions are designed to encourage employees to adjust their performance in order to achieve the goals set by the management. Such sessions are more personalized to employees and address obstacles that may be affecting their performance hence are likely to have a significant impact on employee efforts. On the other hand, watching motivational videos may assist employees to assess challenges affecting their performance but may not put pressure on them to change. Additionally, motivators such as i ncentives and organizational performance goals provided by the management can be effective in improving performance as individuals are encouraged to work harder to get a reward or personal satisfaction (Yoo, 2012). I was a team member in a project which we were supposed to deliver a marketing strategy that could be adopted by the company to promote a new service we had launched. I disagreed with one team member who had opposed my opinion on how the project could be conducted. The disagreement turned into a conflict that threatened to divide team. Some team members supported my idea while others opposed it. I was angry that many team members rejected by idea which I considered to be key in building a solid marketing strategy. Fortunately, the company management intervened before the conflict could become dysfunctional. Key factors that influenced the conflict resolution process were culture and relationship. The team had adopted a collaborative culture and members had forged relationships which played a critical role in bringing the members together to resolve their disagreements. References Deci, E. L., Ryan, R. M. (2008). Self-determination theory: A macrotheory of human motivation, development, and health.Canadian psychology/Psychologie canadienne,49(3), 182. Yoo, S. J., Han, S. H., Huang, W. (2012). The roles of intrinsic motivators and extrinsic motivators in promoting e-learning in the workplace: A case from South Korea.Computers in Human Behavior,28(3), 942-950.

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