Common Types of Workplace Motivation

Common Types of Workplace Motivation

What is the Difference Between Creativity and Extrinsic Workplace Motivation? There are several types of motivation that influence our behavior. Read on to learn how to motivate employees in the workplace. Creativity motivation is the result of a person’s personal desire to achieve a goal. Fear motivation is a result of the fear of failure, which can lead to apathy. Fear motivation is not necessarily related to a person’s ability to accomplish a goal.

Extrinsic Motivation

While many people benefit from intrinsic motivation, some are motivated more by external, values-driven rewards. While external rewards can be effective in motivating people, they should be used sparingly and in moderation. Moreover, they should complement the cost of behavior. To understand how intrinsic motivation works, it helps to identify the causes of dissatisfaction with a job. Failure to fulfill intrinsic motivation can lead to dissatisfaction, resentment toward other people’s success, and bitterness. Those who don’t acknowledge their intrinsic motivation may suffer from financial exploitation, resentment toward others’ success, and anxiety over the uncertain future.

Employees who are motivated by job security and basic needs can help an organization achieve its goals. This type of motivation is often a key element of a team’s productivity. In this way, it can condition team members to stay focused and produce measurable results. Here are seven examples of extrinsic motivation and their importance in the workplace. Consider them in the context of your own work. Just as people need food and water, it’s equally important to create an environment where both intrinsic and extrinsic motivation can exist in equal amounts.

Creativity Motivation

While the workplace can benefit from creative people, it can also be demoralizing for them. In fact, 46% of U.S. employees see themselves as overqualified. However, creative work requires that employers push employees beyond their comfort zone, which could lead to turnover and poor psychological health. In order to counteract the negative effects of creative work, employers must understand what makes employees creative. A supportive organizational culture can support a creative workforce.

The process of creativity is not an inspiration burst, but a continuous learning experience. Creative people challenge established norms and try new ideas. If their workplaces do not foster this kind of challenge, they may feel as though they are taking on too much risk. Facebook’s environment encourages re-thinking of the norms and pushing the envelope. By promoting innovation and challenging the norms, employees feel valued and supported, which increases job satisfaction and performance.

Fear Motivation

Employees who experience fear in the workplace are often more likely to put forth their best effort. Employees in such a negative work environment often strive to do their best or risk being replaced. Fear is a common type of workplace motivation and can be useful or debilitating depending on its degree. However, this type of motivation can be counterproductive if used in the wrong way. The following are examples of situations where employees may respond to fear in the workplace.

Fear motivates people to work more and harder. The downside is that it prevents them from being creative, learning, or expressing their natural curiosity. The work produced will lack a holistic approach to the task at hand, and will be merely a product of the person’s own urgency to get the job done. This method of motivation is often used by managers who follow the theory x. Fear-motivated employees are also more likely to be prone to burnout than others.