Intrinsic Motivation: This is behaviour performed for its own sake. In other words, motivation is created when the employee feel satisfaction for a task performed, regardless of monetary rewards. For example, a school employee, Mr Ainsworth, organises ‘Ride to School’ every Thursday to help promote fitness and provides an alternative mode of transport to elevate traffic congestion. By organising this event, he feels motivated as he has made a difference to the health of the students and has helped to solve the problem with traffic congestion. His actions also helps motivate other teachers to run events that they are interested in.
Extrinsic Motivation: Employees are motivated by pay and rewards. An example of extrinsic motivation at St Andrews is that staff with administrative roles e.g. Subject Coordinators, Year Level Coordinators and Deputy Principles get paid more for the tasks they preform, which may increase their motivational level. |
Outcomes & Inputs
Regardless of the type of motivation people seek, they generally want to achieve an overall outcome. Outcomes are achievements a person receives from the goals they set. On the other hand, input is what a person contributes to their job task. This includes industry knowledge and skills. Staff are motivated by:
Examples of how staff could be motivated at St Andrews:
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