1. Intrinsic and extrinsic rewards (Connect, Perform)
Use your knowledge of what drives employee performance to complete the sentence.
Ruby Harper is the grants and services director for the Greater Columbus Arts Council. Recently, she
posted to her blog that she loves her job because it is something she’s good at, it changes often, and
“the possibilities feel immense.” These intrinsic rewards are intangible but provide personal
satisfaction of great value to her.
Points:
1 / 1
Close Explanation
Explanation:
Intrinsic rewards are one way to motivate employees. A person is intrinsically rewarded in the process
of performing an action. For example, completing a complex task may lead to a feeling of
accomplishment, or benefitting others may enhance one’s feeling of self-worth. Lifestyle awards, such
as luxury entertainment centers or vacations, are a type of extrinsic reward. Relatedness needs
concern an employee's desire to have satisfying relationships with other people at work. (Source:
Harper, R. (2013, February 12). I love my job. Yes, I said it. I love my job [Blog post]. ArtJob.
Retrieved from https://artjob.org/content/i-love-my-job-yes-i-said-it-i-love-my-job/)
The following image represents a basic model of motivation. Complete the figure by selecting the
correct terms for each label.
A Need
Points:
1 / 1
B Behavior
Points:
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C Rewards
Points:
1 / 1
Close Explanation
Explanation:
Researchers have developed a number of models of motivation, but all focus on one or more of these
components: an employee has needs, the employee engages in behavior to try to meet those needs,
the employer or the work itself satisfies those needs to a greater or lesser extent through a reward,
and that outcome becomes feedback the employee uses when choosing to continue the behavior or try
another behavior.
For each example of a reward, identify whether it is an extrinsic or intrinsic reward.
Example of Reward
Extrinsic
Reward
Intrinsic
Reward
Managers at the chocolate factory were excited to roll out a
new employee discount program, which offered 20% off all
company products and 50% off gym memberships.
Saketh loved teaching because he could tell right away when
students “got it”—their faces would light up, and he’d know
he had done his job well and helped them learn.
After five years with his employer, Barth was excited to
receive the notice that he was 100 percent “vested” in the
retirement plan, meaning that the employer’s contributions to
his account were now fully his.
Points:
1 / 1
Close Explanation
Explanation:
Different jobs offer varying mixes of extrinsic and intrinsic rewards, and different employees are
motivated to varying degrees by these types of rewards.
Extrinsic rewards are specific and tangible and are come from outside the nature of the job itself. The
following are examples of extrinsic rewards:
• Pay
• Health benefits
• Life insurance
• Contributions to a retirement plan
• Promotions
• Job titles
• Job security
• Employee discounts
Intrinsic rewards are intangible and come from doing the job itself. Following are some examples:
• Interesting and challenging work
• Self-direction and responsibility
• Variety in the work
• Opportunities to use one’s skills and abilities
• Sufficient feedback regarding one’s efforts
• Opportunities to learn and grow
• Opportunities to make a difference in the world
Study the figure below, which represents four approaches to motivating employees, and then answer
the question below.
Source: Based on Jackson, B. H. (2010, April). Influence behavior; become a master
motivator. Leadership Excellence, 14.
A manager has been tasked with turning around the performance of the maintenance department.
Which of the following approaches is likely to be least effective?
Giving everyone a bonus when they figure out a more efficient way to keep equipment in good
repair
Praising employees who demonstrate excellent customer service
Threatening to fire employees who do not complete enough work each day
Giving everyone a wider range of job tasks so employees need to use more skills
Points:
1 / 1
Close Explanation
Explanation:
Negative approaches to motivation, such as threatening to fire employees, are generally the least
effective way to motivate the workforce. While the fear of disciplinary action can stimulate short-term
increases in productivity, it has long-term detrimental effects. The other options in the answer choices
are all positive approaches to motivation; bonuses and praise are positive extrinsic motivators, and
the opportunity to use more skills is a positive intrinsic motivator.
2. Maslow’s hierarchy of needs and ERG theory (Connect, Perform)
Use your understanding of theories of motivation to complete the following sentences.
According to the ERG theory of motivation, the frustration-regression principle means that
if you cannot meet a higher-level need, such as personal growth, you will seek greater fulfillment of a
lower-level need, such as mone