EXTRINSIC AND INTRINSIC FACTORS OF MOTIVATION (Essay Sample)

Extrinsic and intrinsic factors of motivation Students Name Institution Affiliation Extrinsic and Intrinsic factors of motivation Question 1 Categories Extrinsic (external) Intrinsic (internal) Job Content Characteristics * Leadership level * Job identification * Job importance * Professional growth * Opportunity to explore * Decision-making * Sense of competence * Creativity opportunities * Developing own goals * Delegated management Work Environment * Adequate staff members * Collective teamwork * Empowerment * Sufficient resources * Clear organizational policy * Reinforcing self-esteem * Professionalism * Social acceptance * Positive interactions with co-workers * Ability to deal with a harsh work environment Leadership * Mentorship * Delegation of duties * Encourage participation and decision-making * Promote motivation * Demonstrate trust and respect * Feel empowered * The sense of self- efficacy * Confidence in management * Knowledge of feedback * Independence and freedom Benefits * Administration of fair wages and salary * Financial Motivations * retirement pension * Insurance benefits * Time off payment * Sense of appreciated * Salary satisfaction * Financial reward * Profit sharing satisfaction * Commission satisfaction Two A. The quality of patient outcome depends on the nurses' willingness to apply their knowledge and skills in taking care of the patient (Dunn, 2015). The excellent quality patient outcome is possible if effective leadership that takes into account expectations, motivation, and empowerment of nurses are applied. Effective leadership should as well provide a favorable working condition and build confidence among nurses (papathanasiou et al., 2014). However, motivation plays an important role in attaining quality the patient care. B. Demotivation can lead to an employer becoming lazy, frustrated, hostile, defensive, and inflexible (Dunn, 2015). Such workers may develop the characteristics of low self- esteem, absenteeism, apathy, low productivity, and misplaced priorities. C. Organizational citizenship is related to the employees' role in achieving organizational goals. It encompasses the contributions that employees voluntarily make for themselves and company benefits (Dunn, 2015). It is important for the employees’ role motivation as it helps them to understand their values, beliefs, and attend to their internal forces. D. The leadership of an organization plays a significant role when it comes to its success or failure. Transactional leadership style involves social exchange. The leaders develop performance standards for their employees to adhere to and in return reward the employees. The second style is the passive-avoidant leadership, and it is more of authority oriented. The leaders do not involve the employees in important organizational issues and decision-making (Frooman et al., 2012). Hence, human resources feel demotivated and in return are reluctant to commit to the achievement of the organizational goals. The third leadership theory is transformational. The leadership style is the most appropriate in achieving organizational goals and ensuring job satisfaction. The approach involves leaders establishing a good rapport with their employees. The authority is inclusive and encourages the participation of employees to organization issues (Frooman et al.,...