The general aim of this research is to examine the differing effects of intrinsic and extrinsic motivation in the company PEL, Punjab, Pakistan. The findings can be used by the company in order to enhance the extent of motivation at their workplace. Both primary and secondary data will be used while looking at the various elements of the two types of motivation, and the differing effects they have on employees. Furthermore, the positive and negative sides of the two types of motivation will be discussed in the literature review.
In order to gather primary data, sets of questions have been outlined and answers have been collected from the employees at the firm. The questions revolve around different elements of motivation, and hence allow that the effectiveness of both the methods is thoroughly examined. The main conclusion is that it is not one of the two types of motivation that gives fruitful results, nor is there a combination of the two that works universally.
Table of Contents
1 Introduction
1.1 Background of Study
1.2 Main Issue
1.3 Research Question
1.4 Research Objectives
1.5 Research’s Strategic Position
1.6 About PEL
2 Literature Review
2.1 Introduction
2.2 Motivation
2.3 Theories regarding intrinsic and extrinsic motivation
2.3.1. Drive Theory & the limitations involved in it
2.3.2 Extending Drive Theory
2.3.3. Self-identification theory
2.4 Two-Factor Theory by Hertzberg
2.4.1 Opponents of the factors of motivation and the hygiene theory of Herzberg
2.5 Intrinsic Motivation
2.5.1 Inspiring job
2.5.2 Opportunity of personal growth
2.5.3 Training and skill development
2.5.4 Recognition
2.5.5 More discussion on intrinsic motivation
2.6 Extrinsic Motivation
2.6.1. Physical atmosphere
2.6.2 Financial rewards
2.6.3 Job security
2.6.4 Empowerment
2.7 The interaction of intrinsic and extrinsic motivating factors
2.8 Employee’s Performance
2.8.1 Job Performance
2.8.2. Impact of reward on efficiency
2.9 Conceptual conclusion of literature
3 Research methodology
3.0 Introduction
3.1. Research philosophy
3.2 Research approaches
3.3 Research Strategy
3.4 Comparison between the quantitative and qualitative method
3.5 Data collection
3.5.1 Primary collection of data
3.5.2 Secondary data collection
3.6. Ethics of Research
3.7 Research limitations
3.8 Conclusion
4 Data Analysis
4.0 Introduction
4.1 Some General information about responders
4.2 Investigation of extrinsic motivation
4.2.1 Money as motivator
4.2.2 Job security
4.2.3 Physical work environment
4.2.4 Empowerment
4.3 Investigation of intrinsic motivation factors
4.3.1 Interesting task
4.3.2 Personal growth
4.3.3 Skill development
4.3.4 Recognition
4.4 Intrinsic versus extrinsic analysis
4.5 Identification of dissatisfied factor at PEL workplace
4.6 Analysis of managers interview
4.6.1 Intrinsic versus extrinsic motivation
4.6.2 Extrinsic rewards impacts
4.6.3 Intrinsic motivation impacts
4.7 Discussion
4.7.1 Extrinsic rewards as basic needs
4.7.2 Intrinsic rewards impacts
4.7.3 Intrinsic and extrinsic relationship
5 Conclusion and recommendation
5.1 Conclusion
5.2 Recommendations
5.2.1. Advance approach
5.2.2 Various managerial approaches to motivation
5.2.3 Contemporary intrinsic motivation
5.2.4. Importance of intrinsic rewards for motivation
5.2.5. Rewards recognition, and why they are so popular
5.2.6 Motivation alternatives
5.2.7 Handling monotonous work
5.2.8 Best method
5.2.9 Utilizing various methods
6 Personal Development
Research Objectives and Focus
This research aims to investigate and compare the effects of intrinsic and extrinsic motivation techniques within the corporate environment of Pak Elektron Limited (PEL) to determine the most effective approach for enhancing employee motivation and overall workplace productivity.
- Evaluating the effectiveness of intrinsic versus extrinsic motivation methods.
- Identifying the most impactful motivational factors for PEL employees.
- Analyzing the long-term vs. short-term impacts of different reward systems.
- Comparing current employee satisfaction levels across various motivation dimensions.
- Formulating actionable recommendations for management to improve organizational performance.
Extract from the Book
2.5.1 Inspiring job
An experiment demonstrating the importance of this factor has been carried out by both Pink (2010) and Edward Deci (1971). Deci’s experiment was named the Soma Puzzle Experiment, and Pink carried out the same kind of experiment at the University of Rochester, with the aid of the university students. The students were divided into two groups, out of which the first was provided a material bonus for the completion of work, while the other was given nothing. Soon, it was demonstrated that the group with the financial bonus showed much less interested task compared to those who did not receive anything.
Summary of Chapters
Chapter 1 Introduction: Provides the background of the study and outlines the research question, objectives, and significance of analyzing motivation at PEL.
Chapter 2 Literature Review: Examines theoretical frameworks regarding intrinsic and extrinsic motivation, including Drive Theory and Herzberg’s Two-Factor Theory.
Chapter 3 Research methodology: Details the research philosophy, survey strategy, and the mixed-method approach used to gather data from PEL employees.
Chapter 4 Data Analysis: Analyzes the quantitative and qualitative survey responses regarding specific intrinsic and extrinsic motivators at the workplace.
Chapter 5 Conclusion and recommendation: Summarizes key findings and provides strategic recommendations for implementing a balanced reward system at PEL.
Chapter 6 Personal Development: Reflects on the author’s academic journey and the skills gained through the research process.
Keywords
Intrinsic Motivation, Extrinsic Motivation, Employee Performance, PEL, Herzberg Two-Factor Theory, Workplace Productivity, Financial Rewards, Personal Growth, Skill Development, Job Security, Organizational Behavior, Employee Satisfaction, Survey Research, Management Strategy, Human Resources
Frequently Asked Questions
What is the primary focus of this research?
The research focuses on examining the differing effects of intrinsic and extrinsic motivation techniques specifically within the context of Pak Elektron Limited (PEL) in Pakistan.
What are the core themes addressed in the work?
The work explores theoretical motivation frameworks, the distinction between monetary and internal rewards, and how these factors impact employee satisfaction and long-term organizational productivity.
What is the primary research question?
The research asks how the effects of intrinsic and extrinsic motivation techniques differ specifically within the PEL corporate environment.
Which research methodology was utilized?
The study employed a mixed-method approach, utilizing a survey strategy to collect primary data from 100 employees and conducting qualitative interviews with three managers.
What content is covered in the main body chapters?
The chapters cover a comprehensive literature review, detailed research methodology, empirical data analysis of various motivational factors, and final strategic recommendations for management.
Which keywords best characterize this study?
Key terms include intrinsic motivation, extrinsic motivation, employee performance, organizational behavior, and reward systems.
How do financial rewards affect intrinsic motivation according to the study?
The study suggests that while financial rewards act as a necessary starting motivation for basic needs, they can have negative long-term impacts on intrinsic motivation if used in isolation.
Why is the "Soma Puzzle Experiment" mentioned in the text?
It is used as a foundational study to demonstrate how external rewards can sometimes undermine interest in a task compared to individuals who are intrinsically motivated.
- Arbeit zitieren
- Muhammad Naeem (Autor:in), 2014, Intrinsic Versus Extrinsic Motivation and the Effects of those Types on Employees, München, GRIN Verlag, https://www.grin.com/document/303664
