Effects of Intrinsic and Extrinsic Motivation On Employees' Performance in Private Organizations: A Comparative Study
Effects of Intrinsic and Extrinsic Motivation On Employees' Performance in Private Organizations: A Comparative Study
Effects of Intrinsic and Extrinsic Motivation On Employees' Performance in Private Organizations: A Comparative Study
Mabini Campus
Sta. Mesa, Manila
A Comparative Study
Submitted by:
BUSTO, Daniel V.
CASANGUAN, Sittie Kayla Farhana M.
CECE, Daniella N.
CUEVAS, Clarie
JUSAIN, Kyla Amor
LEONEN, Josiephine
LERONA, Frits A.
RIPALDA, Ryu Ichi
TALANIA, Ellyse Gabrielle S.
Submitted to:
Ms. Ma. Aurora P. De Leon
October 2018
Abstract
for it determines the level of input that employees will put in the
journals, that feature about the said topic and was published
within the last ten (10) years will be used in comparing the effects
rewards
Introduction
inevitable that employees may get stressed and break down due
to pile of works. Many have hard time focusing and might end up
are the key resources. The most important asset of any company
Zaman, 2011) .
(Dessler, 2003).
According to Caruth and Handiogten (2002), reward
abilities are the most important driving force to the success of any
goal. Tosi , Mero and Rizzo (2000) on the other hand stated that
necessity.
Related Literature
to act in a certain way while doing their work, and this can
keeping them satisfied all the time are some of the ways that the
managers and organizations retain employees and produce
al. (2008) who stated that the most enduring and elusive
work hard for high efficiency; which means the worker will utilize
need for achievement, need for power, and need for affiliation as
decisions and underlie all that we do are the drives to procure both
(intrinsic) and things that originate from outside the individual, for
& Perry (2011) said that people are intrinsically motivated when
one doesn't really appreciate doing the task but since there is an
This chapter also analysed and interpreted the data gathered. The
Data Gathering
employees.
Data Analysis
Table 1.
Intrinsic Extrinsic
Administration
Progression Salary
Responsibility Benefits/Bonuses
enjoy the tasks but are motivated to perform well to receive some
that research does not support the idea that rewards reduce the
misrepresenting the data. Thus, this appears that this debate will
continue.
more driven when the paths are quite clear and certain. Ambition
effort to the job without conflict from the interest of the person
the work.
Knowing that you have your job secured or knowing that you have
this assurance that you will keep you job without the risk of
non-financial rewards,
citizenship according to
are sustainable.
the world.
Data Interpretation
Conclusion
Intrinsic Motivation comes from within, the driving force that does
into account.
be at its best simply because they enjoy what they are doing. In
Motivation may not work on this type of work but may work on
others, same goes with the Extrinsic Motivation. Amidst of the fact
above and beyond for the benefit of the team and the company.
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Vol.7, No.7