An Analysis of Intrinsic Employee Motivation

A manager\u27s job is to influence the people in the organization to achieve the goals and objectives with optimal efficiency and effectiveness. One of the most critical and aggravating concerns of management and supervisory personnel in any organization is understanding motivation and its role in performance. Many managers are frustrated because there are so many theories of motivation, each of which seems to work in some situations and not in others. Today\u27s workers place a much higher value on intrinsic rewards such as achievement, personal growth, challenge, satisfaction, and quality of work life, than on extrinsic factors such as pay and promotion. They are more interested in defining career success in relation to fulfilling their own personal goals and objectives than in climbing the corporate ladder. Intrinsic motivation consists of energy expended, first to increase and then to reduce a person\u27s levels of arousal, challenge, and incongruity. People are viewed as seeking levels of stimulation in their environments that provide degrees of both physiological and psychological arousal that are neither too low, nor too high, for their personal preferences. This can be accomplished through the designing of jobs