Abstract
Employee motivation is an important aspect in the study of organizational behavior. Employees behave differently depending on the methods used to motivate them. Scientific studies have revealed that extrinsic incentives work better in employee motivation than extrinsic motivation. Employees are more productive when they have freedom to make decision, improve their skills, and work for a higher purpose. Extrinsic incentives increase turnover but discourage creativity. Fear affects organizational behavior in various ways. It reduces performance, productivity, and job satisfaction. It only works on the short term but has long-term damaging effects.
Response to Daniel Pink’s Video
In the video, Daniel Pink talks about employee motivation based on scientific evidence versus common business practices. According to various studies conducted to study employee motivation, results reveal that employees are motivated more by intrinsic incentives other than extrinsic incentives. According to Pink, the main disadvantage of using financial incentives to motivate employees is that they increase performance but suppress creativity. According to Pink, businesses and organizations should understand the different effects of intrinsic and extrinsic motivation on creativity, productivity, performance, and turnover.
Pink is right by arguing that employees are more motivated by three factors namely autonomy, mastery, and purpose. Employees are more productive when they have freedom to make core decisions related to their jobs and improve their professional skills. Pink is right by claiming that extrinsic incentives suppress creativity. The main motivation becomes working for a certain gain rather than working for more important benefits like mastery and career advancement. Motivating employees using intrinsic incentives is better than motivating them using external incentives. Pink bases his arguments on several studies conducted by economists.
For instance, he uses the “Candle Problem” illustration and the ROWE (results only work environment) example to demonstrate how extrinsic incentives discourage creativity. It is important for organizations to create work environments that encourage creativity and improvement of skills because they are effective employee motivators. Extrinsic incentives encourage behaviors that suppress creativity and increase turnover. On the other hand, intrinsic incentives encourage behaviors that increase productivity, creativity, and job satisfaction.
Response to article on fear and motivation
The article gives two opposing arguments regarding the role that fear plays in employee motivation. Fear can have positive and negative effects. Employees react differently to the use of fear as a motivator. Fear works only on attainment of short-term goals. However, it has long-term damaging effects. Employees who are governed by fear develop negative attitudes towards their leaders and work. The long-term effects of using fear as a motivator are adverse. Employees only work when their supervisor is present and relax when absent. Fear is destructive because it expels the sense of freedom and commitment. Employees feel like they are being oppressed.
It is important to motivate employees through inspiration rather than fear. On the other hand, fear affects the behavior of employees in different ways. The argument supporting the use of fear as a tool for employee motivation ignores the importance of employee autonomity and creativity. Using fear discourages employees from exercising their creativity and autonomity. For example, employees are afraid to make certain decisions because of the fear of criticism.
Therefore, they follow orders in order to maintain the status quo. In addition, their productivity, job satisfaction, and performance decline. Employees might work hard because of the fear of losing their jobs. However, they lack job satisfaction. Job dissatisfaction results in low productivity and poor performance. Motivating employees through inspiration is better than using fear. Inspiration allows employees to improve their skills, exercise creativity, and develop commitment to their jobs. Motivation through fear encourages negative behaviors that reduce productivity and performance. On the other hand, motivation through inspiration encourages positive behaviors that increase employee performance and productivity.