ADEKUNLE AJASIN UNIVERSITY

AKUNGBA AKOKO

NAME: JACOB BUKOLA OLUWATOFUNMI

MATRICK NUMBER: 220603009

FACULTY: ADMINISTRATION AND MANAGEMENT SCIENCES

DEPARTMENT: BUSINESS ADMINISTRATION

COURSE TITLE: PRINCIPLE AND PRACTICE OF MANAGEMENT 2

COURSE CODE: BUS 202

LEVEL: 200 LEVEL

GROUP 1

TOPIC
MOTIVATION, IMPORTANT, INTRINSIC AND EXTRINSIC
MOTIVATION

LECTURER IN CHARGE

DR. OWOEYE
Definition of Motivation:
Motivation is the internal or external stimulus that drives individuals to achieve
their goals, desires, and needs. It's the energy that initiates and sustains goal-
oriented behavior, helping individuals overcome obstacles and persist through
challenges.
Douglas McClelland (1961): The Achieving Society; McClelland defines
motivation as the need for achievement, power, and affiliation, which drive
individuals to strive for excellence, attain goals, and seek recognition.
Important of motivation
Motivation is crucial for several reasons, impacting both individual performance
and organizational success. Here are some key points highlighting its importance:
1. Enhanced Productivity: Motivated individuals are more focused and dedicated,
leading to higher efficiency and productivity. They tend to work harder and
smarter, contributing significantly to achieving organizational goals.
2. Improved Quality of Work: When people are motivated, they put in extra effort
to ensure the quality of their work is high. This often leads to better outcomes and
increased satisfaction among stakeholders.
3. Employee Retention: Motivation helps in retaining talent. Employees who feel
motivated and valued are less likely to leave the organization, reducing turnover
costs and maintaining a stable workforce.
4. Innovation and Creativity: Motivated individuals are more likely to think outside
the box and come up with innovative solutions. They are willing to take risks and
explore new ideas, which can drive progress and competitive advantage.
5. Better Teamwork: Motivation fosters a positive work environment where
collaboration and teamwork thrive. When everyone is driven by a common goal, it
enhances cooperation and collective success.
6. Personal Growth: Motivation drives personal development and self-
improvement. It encourages individuals to set and achieve personal goals, leading
to increased confidence and satisfaction.
7. Resilience and Adaptability: Motivated people are better equipped to handle
challenges and adapt to changes. They are more resilient and persistent, which
helps in overcoming obstacles and staying on course.
Definition of Intrinsic Motivation
Intrinsic motivation refers to engaging in an activity for its inherent satisfaction
rather than for some separable consequence. When someone is intrinsically
motivated, they perform an action because they find it enjoyable or interesting, not
because of external rewards or pressures.
Characteristics of Intrinsic Motivation
1. Enjoyment: The activity itself is pleasurable and engaging.
2. Interest: The individual has a genuine curiosity or interest in the activity.
3. Challenge: The activity provides a challenge that the person finds exciting and
stimulating.
4. Autonomy: The person feels a sense of control and choice over their actions.
5. Mastery: There is a desire to improve skills and competence in the activity.

Practical Example of Intrinsic Motivation

Consider a student named Alex who loves painting. Alex spends hours creating art
not because of a grade or a reward, but because he finds joy and satisfaction in the
process of painting.

Breakdown of Alex's Intrinsic Motivation:

Enjoyment: Alex feels happy and content while painting.
Interest: He has a deep interest in exploring different techniques and styles.
Challenge: Each new painting offers a unique challenge that he finds stimulating.
Autonomy: Alex chooses what to paint and how to approach each project, giving
him a sense of control.
Mastery: He is motivated to improve his skills, experiment with new methods, and
master his craft.

This intrinsic motivation drives Alex to dedicate time and effort to painting,
regardless of external rewards or recognition.
Definition of extrinsic
Extrinsic motivation refers to the drive to perform an activity to achieve an
external reward or avoid a punishment. This type of motivation comes from
outside the individual, as opposed to intrinsic motivation, which is driven by
internal desires or the inherent enjoyment of the task.

Characteristics of extrinsic
1. External Rewards: The motivation is driven by tangible rewards such as money,
grades, praise, or other forms of recognition.
2. Avoidance of Negative Consequences: It can also be driven by the desire to
avoid negative outcomes such as punishment, criticism, or failure.
3. Temporary Motivation: The motivation often lasts only as long as the external
reward or avoidance of punishment is relevant.
4. Performance-Oriented: Individuals are often focused on the outcome or result
rather than the process of the activity itself.
5. Contingent on Rewards: The level of motivation can fluctuate based on the
perceived value of the reward or the severity of the potential punishment.
Practical Example on extrinsic
Consider a high school student who is motivated to study hard and achieve high
grades primarily because their parents have promised to buy them a new car if they
get straight A's. In this case, the student's motivation to study comes from the
external reward (the new car) rather than an internal desire to learn or enjoy the
subject matter.
This example illustrates how extrinsic motivation operates: the student’s drive to
study is contingent upon receiving a tangible reward from an external source (the
parents). If the reward were removed or if the student no longer perceived the car
as valuable, their motivation to study might diminish.
comparison of intrinsic and extrinsic motivation
Intrinsic motivation comes from within an individual, driven by personal interest,
enjoyment, or a sense of challenge. For example, someone might read a book
because they genuinely enjoy the topic.
Extrinsic motivation, on the other hand, is driven by external rewards or pressures.
For instance, a person might read the same book to receive a reward, like a grade
or praise.

Intrinsic motivation is often associated with higher engagement and satisfaction, as

the activity itself is rewarding. Extrinsic motivation can be effective for achieving
specific outcomes but might not sustain long-term engagement once the external
reward is removed.
Balancing of intrinsic and extrinsic motivation
Balancing intrinsic and extrinsic motivation is crucial for sustained engagement
and performance. Intrinsic motivation arises from within, driven by personal
satisfaction and interest in the task itself. Extrinsic motivation, on the other hand, is
fueled by external rewards like money, praise, or grades.
To achieve a balance:
1. Recognize individual preferences: Understand what drives each person. Some
may thrive on intrinsic rewards, while others might need extrinsic incentives.
2. Integrate both types: Use extrinsic rewards to spark initial interest and intrinsic
motivation to maintain long-term engagement.
3. Provide meaningful tasks: Ensure tasks are inherently interesting or aligned with
personal goals to enhance intrinsic motivation.
4. Use extrinsic rewards wisely: Offer them to acknowledge effort and progress
without overshadowing the intrinsic value of the work.

By thoughtfully combining intrinsic and extrinsic motivators, individuals can

achieve higher levels of motivation, satisfaction, and performance.
Pratical application of intrinsic and extrinsic
Scenario:
Imagine a software development team working on a new app.
Intrinsic Motivation:
The developers are driven by their passion for creating innovative solutions and
improving user experiences. They find joy in solving complex problems and feel a
sense of accomplishment when they overcome coding challenges or come up with
elegant solutions. Their intrinsic motivation stems from the satisfaction of
mastering their craft and seeing their ideas come to life.
Extrinsic Motivation:
At the same time, the company offers bonuses and recognition for teams that meet
tight deadlines or deliver exceptional quality. This external motivation serves as a
reward for their hard work and incentivizes them to stay productive and focused on
achieving specific goals. It also provides a tangible benefit that enhances their
overall job satisfaction and reinforces their efforts.
In this scenario, both intrinsic and extrinsic motivations work together to drive the
team towards success: intrinsic motivation fuels their creativity and passion, while
extrinsic rewards provide additional encouragement and recognition for their
achievements.
In conclusion, motivation plays a crucial role in driving individuals towards
achieving their goals. Both intrinsic, stemming from personal satisfaction, and
extrinsic, influenced by external rewards, contribute to sustained motivation. By
understanding these dynamics, we can effectively harness motivation to enhance
productivity and fulfillment in various aspects of life.