Engaged and focused employees is a dream of all organizations. High performance workforce energizes and maintain the workplace momentum of innovation and performance. But what drives the high-performance employees to do what they are doing? What pushes them to accomplish the goal with a passion that contributes not only to the individual success but to the achievement of the organization goals. The lecture ‘The key to Motivation’, will throw an insight on the concept of motivation at the workplace with more focus on two principle types of motivation: extrinsic and intrinsic and how they influence the behavior of employees in performing tasks and to achieve goals. Key difference between intrinsic and extrinsic motivators will be examined. Different situations to suit and employ extrinsic and intrinsic motivation techniques will be explored.

1. The Key To Motivation- The Synergy of Intrinsic
and Extrinsic Motivation
ISC Paris International Week
February 7-11, 2022
Dr. Nidhi Oswal
Faculty of Business Administration
Khawarizmi International College, Abu Dhabi
UAE
• Photo by Nathan Dumlao on Unsplash
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2. Highlights Of Abu Dhabi,
United Arab Emirates
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3. Outline
• What is motivation?
• Motivation at workplace
• Individual needs
• Motivational theories
• Intrinsic and Extrinsic Motivation
• How are behaviors influenced by Motivation?
• Perfect fit motivation
• The Key to Motivation
• Photo by Nick Fewings on Unsplash
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4. Movieclips. (2015). Office Space (3/5) Movie CLIP - Motivation Problems (1999) HD
[YouTube Video]. Retrieved from https://www.youtube.com/watch?v=cgg9byUy-V4

5. What is Motivation?
Fred Luthans defined motivation as a
“process that starts with a physiological or
psychological deficiency or need that activates
behavior or a drive that is aimed at a goal or
incentive”.
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Fred is Emeritus, Management Professor, University and George Holmes
Distinguished Professor of Management at the University of Nebraska.

6. What is Motivation at Workplace?
According to Stephen P. Robbins, motivation represents
the
“Willingness to exert high levels of effort toward
organizational goals, conditioned by the effort’s
ability to satisfy some individual need” .
• Image by: perdoo.com
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7. What are the individual
needs?
Needs refer to an internal tension that influences the
cognitive processes which underlie behaviors (Kanfer 1991).
Is It…….
• Desire to obtain something or get something
• Fear of loosing something
In 1920’s, around 6000 human needs were identified by
behavioral scientists.
To motivate the individuals, it is important to
• Understand the individual needs
• Identify the unmet needs
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8. Each Individual have different
needs. Needs keep on changing.
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9. Theories of Motivation:
Content (needs) theories
• Content theories are also sometimes called needs theories of motivation.
• that people have a variety of needs.
• Focus on importance of needs.
• They look at motivation from the perspective of needs and aspirations.
• The theories then discuss motivation in terms of filling these needs.
• A common thread in all content theories – people have variety of needs.
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10. Content Thoeries
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(“Value Generation Partners Vblog: Image,” 2022)

11. Self –Determination theory- (Deci and Ryan, 2000)
• Motivation arises when people
feel self-determined and
competent.
• People will feel self determined if
they have at least some
autonomy in what they do.
• People will feel competent if they
obtain feedback on how to
increase their competence.
• Self-determination and
competence cannot motivation
unless the difficulty of the work
matches (or slightly exceeds) the
person’s skill level.
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12. In a working environment, human motivation toward work
can be categorized into two broad categories.
Individuals are intrinsically motivated
when they seek enjoyment, interest,
satisfaction of curiosity, self-expression,
or personal challenge in the work.
Individuals are extrinsically motivated
when they engage in the work in order
to obtain some goal that is apart from
the work itself.
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Here, the definitions are based on the
individual’s perceptions of the task as
interesting, challenging, etc. and his
or her reasons for engaging in it (to
an extrinsic end, or as an end in
itself).

13. Both intrinsic and extrinsic motivators are present for
most tasks that people do in their work.
Intrinsic Motivation Extrinsic motivation
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14. How behaviors are influences through
extrinsic motivation
• Employees are more passionate about a
piece of work if it comes with a
reward.
• Rewards pushes people to complete a
task.
• Knowing the reward, induces a goal-
oriented behavior in employees
• Avoid the unwanted negative
outcomes.
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15. How behaviors are influences
through intrinsic motivation
Increased performance
Productivity of work at optimal levels.
Enjoyment and relatedness to the task
The outcomes satisfy your basic psychological
needs for autonomy, competence, and relatedness.
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16. Which motivation is
the perfect fit in a
workplace?
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No one size fits all approach to being motivated..
The goal is to motivate an individual to get the job
done.
Both motivators are present for most tasks that
people do in their work.
The motivators act depending on the perspective
of the rewards of the individual.
It varies person-wise and from task to task
Both types of motivation are required in an
organization in completing the goals.

17. The Key To Motivation- The Synergy of Intrinsic and
Extrinsic Motivation (Amabile, 1993)
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Intrinsic and extrinsic motivation can combine positively. Extrinsic
motivation can serve intrinsic motivation.
Extrinsic Factors like rewards, recognition, and feedback helps to increase
one’s involvement in the work itself leading to intrinsic motivation.
It is possible to achieve the synergy between persons and their work
environments, and between the different types of motivation.

18. Creativity is key to
success
• During the honeycomb challenge, instead of
treacherously trying to break the candy with the
needle, like the others, Gi-Hun licked the area
around the shape.
Challenge
• Encourage people to think outside the box by
giving them the freedom and resources to solve
problems the way they see fit.
Encourage
• Trust and motivate everyone to deliver long-term
results.
Trust and motivate
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19. Purpose drives action
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Briefly, it seems that the players were all money
thirsty. But their motivation was beyond money.
A higher purpose than mere money or profit is the one
that will oil an organization's engine—its people.
Giving a meaningful purpose.
Therefore, it is important to know exactly what you
want to achieve together as an organization.

20. Bestselling author, Strategic Advisor for Hospitality &
Leadership at Airbnb, founder and former CEO of
Joie de Vivre, founder of Fest300
• After 9/11, tech bust, and outbreak of SARs, the
company sales fell from $100 million to $75 million.
• Board of Members provide solution of filling for
bankruptcy.
• Came across a copy of Abraham Maslow's Toward
a Psychology of Being
• Six years later, Joie de Vivre (JDV) is prospering
again
• Meaningful purpose provide high level of
Motivation
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21. Assign projects that match with
employees’ personalities and
interests.
In the tug and war challenge, Il-Nam assigned
each person a role in the match according to
their personalities.
Good leaders know how to put people in the
right roles.
Employees are intrinsically motivated to do
the tasks they enjoy doing and excel.
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22. Relationships matter…a lot
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Gi-Hun, the winner, cared about the value of friendship and human life. He may not be the strongest
nor the smartest, but he proved that by believing in the good of people, you can win too
Emotional connection drives us.
Managers need to be kind and have believe in their people.
Being a humane and empathetic leader is key in navigating the uncertain future.

23. Former Best Buy CEO Hubert Joly (French-American
Citizen): Empowering Workers to Create ‘Magic’
• The person behind amazing
turnaround of Best Buy
• Putting people at the center
of your company’s purpose
• The “human magic” of
empowered and self-directed
employees
• Admitting you don’t have all
the answers is a sign of strong
leadership.
• Creating Trust and
connection between personal
purpose and company
purpose.
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“Former Best Buy CEO Hubert Joly: Empowering Workers
to Create ‘Magic,’” 2021)

24. Conclusion
• Human motivation is a complex.
• Compensation is indeed the first thing most of us think about when
thinking of a job .
• Loading up number of intrinsic and extrinsic motivation doesn’t
create high performance teams.
• Pay attention to type of motivator and the context in which they are
presented.
• All extrinsic motivators don’t have negative impact on intrinsic
motivation.
• Complex and creative work performance requires intrinsic
motivation.
• All people are NOT motivated similarly by the same set of
factors.
• Finally, NO ONE TYPE of motivation is optimal for all aspects of
performance.
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26. References
• Intrinsic and extrinsic factors that influence job satisfaction in police officers relative to
Frederick Herzberg’s motivation/hygiene theory - ProQuest. (2012). Proquest.com.
https://doi.org/",
• Manzoor, F., Wei, L., & Asif, M. (2021). Intrinsic Rewards and Employee’s Performance
With the Mediating Mechanism of Employee’s Motivation. Frontiers in Psychology, 12.
https://doi.org/10.3389/fpsyg.2021.563070
• Amabile, T. M. (1993). Motivational synergy: Toward new conceptualizations of intrinsic
and extrinsic motivation in the workplace. Human Resource Management Review, 3(3),
185–201. https://doi.org/10.1016/1053-4822(93)90012-s
• Talent 2020: Surveying the Talent Paradox from the Employee Perspective. (2020).
Retrieved February 8, 2022, from Deloitte Insights website:
https://www2.deloitte.com/us/en/insights/topics/talent/talent-2020-surveying-the-talent-
paradox-from-the-employee-perspective.html
• Dr. Sydney Ceruto. (2019, March 26). Council Post: The Neuroscience Of Motivation:
How Our Brains Drive Hard Work And Achievement. Forbes. Retrieved from
https://www.forbes.com/sites/forbescoachescouncil/2019/03/26/the-neuroscience-of-
motivation-how-our-brains-drive-hard-work-and-achievement/?sh=51dd93dc5fcb
• Krieger, L., & Sheldon, K. (n.d.). Scholarship Repository Scholarship Repository What
Makes Lawyers Happy? A Data-Driven Prescription to What Makes Lawyers Happy? A
Data-Driven Prescription to Redefine Professional Success Redefine Professional
Success. Retrieved
fromhttps://ir.law.fsu.edu/cgi/viewcontent.cgi?article=1093&context=article
• Rybnicek, R., Bergner, S., & Gutschelhofer, A. (2017). How individual needs influence
motivation effects: a neuroscientific study on McClelland’s need theory. Review of
Managerial Science, 13(2), 443–482. https://doi.org/10.1007/s11846-017-0252-1
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27. Create a Purpose
I want to………….
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