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
- Chapter 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
- Chapter 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
- Chapter 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
- Chapter 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
Objectives and Key Themes
This research aims to investigate the differing effects of intrinsic and extrinsic motivation within the company PEL in Punjab, Pakistan, to inform strategies for enhancing workplace motivation. The study utilizes both primary and secondary data to analyze the various elements and impacts of both types of motivation.
- The comparative effectiveness of intrinsic and extrinsic motivation.
- The long-term versus short-term effects of intrinsic and extrinsic motivation.
- The optimal combination of intrinsic and extrinsic motivational techniques.
- The role of material benefits in fostering motivation.
- The impact of motivation on employee performance and company success.
Chapter Summaries
Chapter 1: Introduction: This chapter sets the stage for the research by establishing the background, highlighting the significance of motivation in achieving organizational goals, and introducing the research question and objectives. It emphasizes the importance of effective human resource management and the contrasting perspectives on the role of financial incentives versus intrinsic motivation. The chapter also provides context by briefly introducing PEL, the company under study.
Chapter 2: Literature Review: This chapter delves into existing theories and research on motivation, exploring both intrinsic and extrinsic factors. It examines various theoretical frameworks, such as Drive Theory, Self-identification theory, and Herzberg's Two-Factor Theory, critically analyzing their strengths and limitations. The chapter thoroughly investigates the components of both intrinsic (e.g., job satisfaction, personal growth opportunities) and extrinsic motivation (e.g., financial rewards, job security), highlighting the nuances of each and their impact on employee performance. A significant portion is dedicated to examining the interplay between intrinsic and extrinsic motivation, exploring the potential synergistic effects and the conditions under which each type is most effective.
Chapter 3: Research methodology: This chapter details the research design and methodology employed in the study. It outlines the research philosophy, approaches, and strategy, justifying the chosen methods for data collection and analysis. The chapter clearly distinguishes between quantitative and qualitative methods, explaining the rationale behind the selection of primary and secondary data sources. Ethical considerations and limitations of the research are also addressed, ensuring transparency and rigor in the research process.
Chapter 4: Data Analysis: This chapter presents the analysis of both primary and secondary data collected from PEL employees and managers. The analysis focuses on the effectiveness of both intrinsic and extrinsic motivational factors, comparing their individual and combined impacts on employee satisfaction and performance. The results are presented and interpreted, identifying key trends and patterns. This section likely includes statistical analyses and qualitative interpretations of interview data, providing a comprehensive understanding of the findings.
Keywords
Intrinsic motivation, extrinsic motivation, employee motivation, workplace motivation, PEL, Punjab, Pakistan, Herzberg's Two-Factor Theory, Drive Theory, Self-identification theory, employee performance, job satisfaction, financial rewards, human resource management.
Frequently Asked Questions: A Comprehensive Language Preview
What is the overall topic of this research?
This research investigates the effects of intrinsic and extrinsic motivation on employee performance within the company PEL in Punjab, Pakistan. It aims to understand how these different motivational factors impact employee satisfaction and overall company success.
What are the key themes explored in this research?
The key themes include the comparative effectiveness of intrinsic versus extrinsic motivation, the long-term and short-term impacts of each, the optimal combination of both, the role of material benefits, and the overall impact of motivation on employee performance and company success.
What is included in the Table of Contents?
The table of contents is structured into four chapters: Chapter 1 (Introduction), Chapter 2 (Literature Review), Chapter 3 (Research Methodology), and Chapter 4 (Data Analysis). Each chapter is further divided into sub-sections that delve into specific aspects of the research topic. The Literature Review, in particular, covers several established motivation theories, like Drive Theory, Self-identification theory, and Herzberg's Two-Factor Theory.
What research methodologies are used?
The research employs both quantitative and qualitative methods. Data collection involves both primary (likely surveys or interviews) and secondary data sources. The research philosophy, approaches, and strategy are clearly defined and justified within the methodology chapter.
What theories are discussed in the Literature Review?
The Literature Review extensively discusses Drive Theory, its limitations, and extensions. It also examines Self-identification theory and Herzberg's Two-Factor Theory, including critiques of these theories. The review thoroughly explores both intrinsic (e.g., job satisfaction, personal growth) and extrinsic (e.g., financial rewards, job security) motivational factors and their interplay.
What kind of data analysis is performed?
Chapter 4 details the data analysis, focusing on the effectiveness of both intrinsic and extrinsic motivation factors within PEL. This involves analyzing data from both employees and managers, likely incorporating statistical analysis and qualitative interpretations of interview data to identify trends and patterns. The analysis compares the individual and combined impacts of these motivational factors on employee satisfaction and performance.
What are the key findings (in general terms)?
While specific results aren't provided in the preview, the analysis aims to determine the comparative effectiveness of intrinsic and extrinsic motivation at PEL, identify the most impactful factors, and explore the optimal combination of both for enhancing workplace motivation.
What are the research objectives?
The primary objective is to investigate the differing effects of intrinsic and extrinsic motivation within PEL to inform strategies for enhancing workplace motivation. The research seeks to understand the comparative effectiveness, long-term versus short-term effects, and optimal combination of these motivational techniques.
What are the keywords associated with this research?
Keywords include intrinsic motivation, extrinsic motivation, employee motivation, workplace motivation, PEL, Punjab, Pakistan, Herzberg's Two-Factor Theory, Drive Theory, Self-identification theory, employee performance, job satisfaction, financial rewards, and human resource management.
For whom is this research intended?
This research is intended for academic use, focusing on analyzing themes related to employee motivation in a structured and professional manner.
- 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
