Gahmilia Garcia-Fluker Checkpoint: Intrinsic and Extrinsic Motivation November 17, 2011 Intrinsic motivation is the inner will power or desire to achieve goals without the need of outside influences or incentives. For example, a child that is satisfied that their parents recognize their “A” on a test is demonstrating intrinsic motivation. What motivates them is their desire to please their parents. Another example of intrinsic motivation is when one is satisfied with self for a job well done. On the other hand, extrinsic motivation is the desire to achieve goals for a materialistic gain or incentive.
A human service worker that has extrinsic motivation may not necessarily enjoy the nature of their job. They are driven by the rewards that they receive from doing a good job. Intrinsic motivation does not define a good employee, just as extrinsic motivation does not define a bad employee. The similarity between the two types of motivation is that both are a desire to do a good job. Also, both types of motivation may thrive from recognition for a job well done. However, in the case of extrinsic the job well done normally leads to a materialistic reward. Five examples of intrinsic motivation: * Completing an assignment Recognition from employers and peers * Recognition by the media of the contributions the organization makes in the community * Observing the difference your organization has made in a client’s life or situation * The feeling of helping someone rebuild their home (Habitat for Humanity) Five examples of extrinsic motivation: * Receiving a bonus for a job well done * Receiving a plaque for employee of the month * Promotion for length of employment * Recognition from employer with hopes of a raise * The organization as a whole offering services in exchange for government funding and grants ( churches or community programs)
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