Organisational behavior

TERM PAPER
TOPIC_
COMPARISION BETWEEN
INTERNAL AND EXTERNAL
MOTIVATION

SUBMITTED TO _
SUBMITTED BY_
MR BHAUSAHEB
KAUR

DAMNEET
BBA 2

year

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TABLE OF CONTENTS
S.No.

TOPICS

Page
No.
4

Organizational Behavior

INTRODUCTION OF TOPIC

MOTIVATION

5-6

INTERNAL MOTIVATION with

Examples

6-7

EXTERNAL MOTIVATION with

Examples

7-8

COMPARISION BETWEEN
INTERNAL & EXTERNAL
MOTIVATION

8-9

OPINIONS -

9-13

CONCLUSION

13

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ACKNOWLEDGEMENT
I WOULD LIKE TO ACKNOWLEDGE MY
ASSISTANT PROFFESSOR BHAUSAHEB
FOR GIVING THE OPPORTUNITY OF
DOING THE TERM PAPER AND I
WOULD ALSO LIKE TO THANK HIM
FOR HIS TREMENDOUS HELP AND HIS
ADVISE FOR HOW SHOULD I GO WITH
THE TERM PAPER, ALSO HIS SUGGESTIONS
THAT HELPED ME TO WRITE THIS TERM
PAPER .

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COMPARISION BETWEEN INTERNAL AND

EXTERNAL MOTIVATION
Organizational
behavior

is a field of study that investigates the

impact that individuals, groups and structures have on
behavior within an organization for the purpose of applying
such knowledge towards improving an organization's
effectiveness.[1] It is an interdisciplinary field that includes
sociology, psychology, communication, and management; and
it complements the academic studies of organizational theory
(which is focused on organizational and intra-organizational
topics) and human resource studies (which is more applied and
business-oriented). It may also be referred to as organizational
studies or organizational science. The field has its roots in
industrial and organizational psychology. OB represents the
behavioral approach to management. Other approaches to
management include process, quantitative, system and
contingency approaches. OB does not portray total
management

On Comparision Between Internal and External

Motivation There are many theories about what motivates
people. In actuality, you are motivated by both internal and
external factors, as there is always a mixture of reasons why
you do, achieve, behave, learn and react.
Personality and self-concept often determine whether or not
you will be intrinsically or extrinsically motivated. If you
understand the comparision between intrinsic and extrinsic
motivational factors, you have a greater probability of motivating
yourself or others. Every behavior has a underlying cause, and
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understanding the cause of behaviour and motivating factors is

key to changing or improving outcomes.
Should a child be rewarded for passing an exam, or paid to read a
book?
What impact do Empowerment and monitoring have on employees
morale and productivity?
Does receiving help boost or hurt self-esteem? Why do incentives
work well in some contexts, but appear Counterproductive in
others?
Why do people sometimes undermine the self-confidence of others
on whose effort and initiative they depend?

These Questions will be studied here from a unifying

perspective, emphasizing the interplay between an individuals
personal motivation and his social environment. We shall thus
model the interactions between an agent with imperfect selfknowledge and an informed principal who chooses an incentive
structure, such as offering rewards and threatening
punishments, delegating a task, or simply giving
encouragement, praise, or criticism.
It is a central theme of economics that incentives promote
effort and performance. In other words,
Contingent rewards serve as positive reinforcers for the desired
behaviour. In psychology, their Effect is much more controversial. A longstanding paradigm clash has opposed proponents of
the economic view to the dissonance theorists, who argue that rewards
may actually impair
Performance, making them negative reinforcers, especially in the long
run, e.g. Kruglanski .

Motivation refers to a set of forces that energy people to

behave In certain ways . It is necessary to accomplish task to
produce quality goods and for other related purpose. It is not an easy
job. Change of Workforce , change of work decision and delayering
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of organizations make motivation a difficult task . While

general motivation is concerned with efforts towards any goal ,
well never narrow the focus to organizational goals is order to
reflect our singular interest in work-related behaviour. The
process that count four an individuals Intensity Direction and
Persistence of efforts towards attaining a goal . The Three Key
elements in our definition are Intensity Direction and
Persistence.
MOTIVATION are of two broad categories _
EARLY & CONTEMPORARY THEORIES .This is the element most of us
focus on when we talk about motivation. However, high
Intensity unlikely to lead to favourable job-performance
outcomes unless the effort is channelled in a Direction that
benefits the organization . Therefore , we consider the quality
of efforts as well as its intensity . Efforts directed towards , and
consistent with the organizations goals is the kind of effort we
should be seeking . Finally, motivation has a Persistence
dimension. Motivated individuals stay with a task long enough
to achieve their goal. Motivation is high if the rewards an
individual received for high performance satisfied the dominant
needs consistent with individual goals .
There are 2 theories in motivation THEORY X & THEORY
Y
Douglas McGregor proposed two distinct views of Human
Beings : one basically negative, labelled THEORY X and the other
basically positive, labelled THEORY Y. After viewing the way in
which managers dealt with employees, McGregor concluded
that managers tend to mold their behaviour towards their
employees according to these assumption .
THEORY X managers believe employees inherently dislike work

and must therefore be directed or even coerced into

performing it. The assumption that employees dislike work ,
are lazy , dislike responsibility , and must be coerced to
perform .
THEORY Y - in contrast managers assume employees can view

work as being as natural as rest or play and therefore the

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average person can learn to accept, and even seek

responsibility. The assumption that employees like work , are
creative , seek responsibility and can exercise self- direction .
To understand THEORY X and THEORY Y more fully, think in
terms of Maslows hierarchy . Theory Y assumes higher order
needs dominate individuals. Mcgregor himself held to the belief
that THEORY Y assumptions were more valid making ,
responsible and challenging jobs , and good group relations as
approaches to maximize an employees job motivation .
Unfortunately , there is no evidence to confirm that that either
set of assumptions is valid , or that accepting THEORY Y
assumptions and altering our actions accordingly will lead to
more motivated workers . OB theories need empirical support
before we can accept them . THEORY X & THEORY Y lack such
support as much as the hierarchy of needs theories .

Internal / Intrinsic motivation means internal or inside of yourself. When

you are intrinsically motivated, you enjoy an activity, course or skill development solely
for the satisfaction of learning and having fun, and you are determined to strive inwardly
in order to be competent. There is not external inducement when intrinsic motivation is
the key to behavior or outcome. It also means that your motivation to
accomplish your goal comes from within you . Your motivation is from
you. It is determined by your own values and goals . Internal motivation involves
engaging in a behaviour because it is personally rewarding essentially, performing an
activity for its own sake rather than the desire for some external rewards . Like
Participating in a sport because you find the activity enjoyable and one more example
-Solving a word puzzle because you find the challenges fun and interesting. Sample

Goal : I will go to class every day this semester so that I can learn as much as possible
.With internal motivation , it is much easier to stay academically motivated . Trying to find

some internal value in everything you have to do academically can improve your overall
motivation. (E.g . learning astronomy so that you can explain your sister what stars realy
are. )

Examples .
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OF INTERNAL MOTIVATION
When you are motivated intrinsically, you have fun and look
for skill development and competency, personal
accomplishment and excitement. If you write articles for the
curiosity and fun of learning and sharing information or run
because it relieves stress and makes you feel better or excites
you to improve your personal time, you are intrinsically
motivated. As well, when you learn a new game and seek to
play it often because it excites you to think differently and work
internally to develop your skills, you are motivated by intrinsic
measures.

External / Extrinsic motivation means external or outside of yourself.

This type of motivation is everywhere and frequently used within society throughout your
lifetime. When you are motivated to behave, achieve, learn or do based on a highly
regarded outcome, rather than for the fun, development or learning provided within an
experience, you are being extrinsically motivated. It means that your motivation to attain
your goal comes from a source outside yourself.

Sample goal : I will make a 3.5 GPA in college so that my parents will buy me a car .
External motivation includes the behaviour that results like Studying because you want
to get a good grade. Cleaning your room to avoid being reprimanded by your parents.
Participating in a sport in order to win awards. Competing in a contest in order to win a
scholarship. Its okay to be externally motivated by such things as getting higher
grades, praise from your parents, or earning more money. However, it will be harder for
you only have extrinsic reasons for being in those situation . Performing task to look
good for others or please your parents can be difficult to maintain . Constantly using
external motivation when you are confronted with difficult tasks requires a great deal of
effort .

EXAMLES .
OF EXTERNAL MOTIVATION .
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Trophies, medals, money, discounts, grades, entrance to

programs or schools, higher commission percentages, new
clothes and losing weight are all examples of extrinsic
motivators. In childhood, bribery is used; schools use grades,
trophies and academic recognition based on good behavior;
grocers use discount cards and coupons to save you money
while you shop at their store; corporations use bonuses and
commission scales to encourage growth and sales numbers.

INTERNAL
AND EXTERNAL MOTIVATION
The main argument and COMPARISION between Internal and
External motivation contends that intrinsic motivation is
derived from a self-concept, core beliefs, internal need and
development opposed to extrinsic motivators which can
undermine these motivations. According to Dr. James Gavin, a
professor at Concordia University, motives need to be additive
in effect, which means the more reasons you find to motivate
yourself to engage in a behavior, the more likely you will
continue with and persist in these behaviors. External
motivators are typically not additive. So , the primary
difference between the two types of motivation is that external
motivation arises outside of the individual while internal
motivation arises from within . Researchers have also found
that the two types of motivation can differ in how effectives
they are at driving behaviour . A number of studies have a
demonstrated that offering excessive external rewards for an
already internally rewarding behaviour can actually lead to a
reduction in Internal Motivation . In one study , for example
children who were rewarded for playing with a toy they had
already expressed interest in playing with became less
interested in the item after being externally rewarded.
While most people suggests that internal motivation is
best , it is not always possible in each and every situation. In
some cases, people simply have no internal desire to engage in
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an activity . Excessive rewards may be problematic, but when

used approximately, external motivators can be a useful tool
for example , external motivation can be used to get people to
complete a work task or school assignment in which they have
no internal interest .
Unexpected external rewards typically do not decrease
internal motivation . For example if you get grade on a test
because you enjoy learning about the subject and the teacher
decides to rewards you with a gift card to your favourite pizza
place , your underlying motivation for learning about the
subject will not be affected . However, this needs to be done
with caution, because people will sometimes come to expect
such rewards .
Internal motivation will decrease, however when external
rewards are given for completing a specific task or only doing
minimal work. For example if parents heap lavish praise on
their child every time he completes a simple task, he will
become less internally motivated to perform that task in the
future. As External & Internal motivation are both important
ways of driving behaviour. In order to comprehend how these
can be best utilized. It is important to understand some of the
key differences between the two types of motivation including
the overall impact that each can have on behaviour .
External & Internal motivation can also play an important
role in learning settings. Some experts argue that the
traditional emphasis on external rewards such as grades ,
report cards and gold stars undermines any existing internal
motivation that students might have . Others suggests that
these external motivators help students feel more competent
in the classroom, thus enhancing internal motivation .

1 Force that takes person into action, it involves

comprises Goal directed behaviour. Said by Adamson
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But its not necessary that if the the person is motivated will be
having goal. As a person goes to pilgrim he is motivated to
work hard but not having any goal to achieve as he is just been
motivated to visit that place of pilgrim or he is just being
devoted towards the deity or is being devoted towards his
religion. Its just the devotion of the person that motivates him
not any goal or desired objective that he is willing to achieve.
Thus, by the above given example we can see that the
statement given by Adamson can be objected. Because for a
person to go to pilgrim it requires being motivated to travel for
miles, he doesnt have any specified aim or objective, or a
determined goal for visiting a pilgrimage but the force that
takes the person into the action is merely his devotion.
On the other hand,
as coach motivates his team and team gets motivated so much
with a goal to compete and win. Any sports team going for a
match has a fixed, strictly determined goal i.e. to win the
match. The coach motivates his team to win the match, and
this motivation from the coach acts as the force to take the
team into action, but this action has goal, a determined aim.
So in some cases having a fixed goal also develops motivation.
If you are studying in a university/ or you are working in an
organization expecting that you are motivated and working
hard to get that goal .but suddenly you came to know that
youll not get any type of reward. At that time what youll do is
stop your work and hope for the reward , but now you know
that youll not get any reward so will you work for that
organization anymore ??
It is not mandatory that if there is motivation there have to be
any goal.

2 Hack man and Piccolo and Colquitt have argued that

when employee is given freehand in their jobs , they
get motivated.
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It is natural that every person likes to bring modification in his

work according to his desire. And sometimes an employee
imagines different ways to complete his task according to his
will. Thus giving a freehand to an employee in his job reduces
the stress and make the work interesting. And as they come to
know that they are now free to do their work, then the
productivity of the goods or products must raise at good
extents because the employee do their work happily knowing
that this work or that work is suitable for him/her. Its not about
getting motivated, its about the work that one has to finish
whether he/she is motivated or not. So to bring in motivation
for the employee towards his work the employer should give his
employees a free hand in his work. This makes employee
enthusiastic about his job and doesnt makes the employee
dull, morbid or robotic (only doing the work as per the
instructions), giving a free hand makes an employee active and
motivates him to complete his task with full efficiency.

3 There is an employee who is externally

motivated .... Means motivated by others and so how
can we motivate him ??? Should we motivate him
externally or internally . What type of motivation would
work for him ??
No matter how powerful the external motivation , it cant
convince a person to change .

Example whenever I look at my child I felt tremendously

guilty. I felt as though I should be doing more for him. I knew
that my financial fumbling were costing him in the long run.
Eventually I came to realize that the problem didnt come from
any child at all. It came from me , I was not living up to what t
expected from myself .

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If I want to ensure my child future, I had to change things . If I

Wanted to not feel guilt whenever I looked at him I had to
change things .
A transition happened there . The motivation for financial
change went from an external source (my child) to an internal
one.

Why is that important ?

I have never been authentically successful when external forces
have pushed me . Every bits of lasting success in any life has
come from internal motivation . We all have external
motivation in our lives . People wants us to do certain things ,
and well often go along with them for a while . The things that
last , though , are usually the result of things we choose
ourselves to do . The reason for doing them comes from inside .

The question really becomes how did I change the external

motivation into internal one ?
I think I could change external motivation to internal
motivator.....
I realized my future self isnt a reliable guy .
I spent time , wanting around my future self
hoping that hed come through for me . Eventually I
realized that future self was just an ordinary guy
making a lot of mistake . He wasnt going to pay all my
bills . My future was just me.
The only person . You can rely on is you. Tight now, with the
resources you have right now .
I started investigation what I could do myself to make the
problem I saw go away ...

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Ihen I realized that I was the only person who could

actually change any situation , I started looking at what I
could do to fix the problem .
What steps actually lead me to a better life ?
This involved research & reading . It involved taking
ideas & seeing if
they were even remotely possible for
me I focussed mostly on individual steps . Once I started
seeing the dark side of the moves I was making and how
relatively easy , the better steps were , I began to actually
believe that I could change things . I recognized that if stuck
with making good choices every single day , the ship would
turn away around , That the choice I used to perceive as
good were actually pretend awful .

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TO DO THE TERM PAPER ON THIS TOPIC MY MOTIVE WAS TO

FIND OUT WEATHER INTERNAl MOTIVATION IS MORE EFFECTIVE
OR EXTERNAL MOTIVATION.
ON DOING THIS PAPER I FOUND THAT BOTH THE MOTIVATIONS
ARE EQUALLY EFFECTIVE DEPENDING UP ON THE VERSATILE
SITUATIONS.
IT DEPENDS UPON THE ATTITUDE OF THE PERSON, AS TO WHAT
MOTIVATION WOULD WORK FOR HIM.
SOMETIMES THE PERSON WHO IS MOSTLY INTERNALLY
MOTIVATED CAN FEEL LAZY ABOUT SOME PERTICULAR WORK
AND COULD HAVE TO BE EXTERNALLY MOTIVATED FOR THAT.
FOR EXAMPLE :- A PERSON WHO IS INTERNALLY MOTIVATED
FOR HIS
WORK BUT IS NOT AT CONCIOUS FOR HIS HEALTH.
THEN HE WOULD BE EXTERNALLY MOTIVATED BY HIS FAMILY
MEMBERS TO TAKE CARE OF HIS HEALTH.
THUS, BOTH OF THE MOTIVATIONS ARE EQUALLY EFFECTIVE
FOR DIFFERENT TYPE OF PEOPLE.

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