Showing Students the Appeal of a Subject Intrinsic Motivation Intrinsic motivators include fascination with the subject, a sense of its relevance to life and the world, a sense of accomplishment in mastering it, and a sense of calling to it. Students who are intrinsically motivated might say things like the following. Intrinsic motivation can be long-lasting and self-sustaining. Efforts to build this kind of motivation are also typically efforts at promoting student learning.
Hirsh, University of Toronto, Canada Reviewed by: Received Aug 19; Accepted Nov The use, distribution or reproduction in other forums is permitted, provided the original author s or licensor are credited and that the original publication in this journal is cited, in accordance with accepted academic practice.
No use, distribution or reproduction is permitted which does not comply with these terms. This article has been cited by other articles in PMC. This paper presents results from a longitudinal field experiment examining the effect of another strategy for fostering perceptions of impact — engaging employees in regular reflection about how their work benefits others.
With a sample of professionals from multiple organizations, this longitudinal study examined the effect on job performance and work-life conflict of both positive and negative impact reflection.
Results show that negative impact reflection had a pronounced negative effect on job performance, but no effect on work-life conflict. Positive impact reflection had a weak positive effect on work-life conflict, but no significant effect on job performance. The direction of effects seen in the no intervention condition mirrored that of the negative impact reflection condition, suggesting a possible buffering effect for positive impact reflection.
This research provides empirical and theoretical contributions to the literatures on relational job design and task significance. The purpose of this research is to test the effect of one such strategy — impact reflection. This research takes the view that some jobs naturally afford more opportunities for task significance, and that impact perceptions can be fostered by structurally enriching the task characteristics of workers.
More recently, however, job design researchers have adopted a social information processing perspective on task significance Salancik and Pfeffer, ; Zalesny and Ford, ; Pollack et al. Studies of this approach — termed relational job design — have shown that impact perceptions are increased when employees have interpersonal contact with, or receive social information from, beneficiaries of their work e.
While recent studies adopting a social information processing perspective on task significance have provided important insights, they are subject at least two limitations addressed through the current research. First, experimental research has focused primarily on the effect of interventions that help workers process information that comes from the beneficiaries of their work Grant et al.
However, given that it is not always practical to redesign jobs to provide contact with or information from beneficiaries Northcraft and Chase,it may be important to consider other strategies.
The fact that individuals may also process social information about existing social interactions Festinger, ; Salancik and Pfeffer, raises the possibility that engaging workers in reflection about impact may also affect task significance perceptions, and work outcomes.
Reflection strengthens and lengthens the intensity of recollection of the event or action that is being recalled Usher and Bryant, Accordingly, events should become more salient when individuals reflect on them. In both laboratory and field settings with undergraduate students, Grant and Dutton showed that encouraging individuals to reflect on the experience of helping others versus being helped by others improved their prosocial behavior 2 weeks later.
However, the effect of impact reflection has not yet been tested in a professional field setting.The Effects of Praise on Children’s Intrinsic Motivation: A Review and Synthesis or have no effect on children’s intrinsic motivation, depending on a set of conceptual variables.
Provided that praise is perceived as sincere, it is particularly beneficial to motivation when it encourages performance attributions to controllable causes.
Impact Of Motivation On Employee Performance Management Essay. There argues that current knowledge of motivation and performance has been inadequate as there identifies set of variables that may influence bank employees motivation and performance. The effects of feedback on performance and factors associated with it were examined in a large essay scores, with the influence of grades and praise being more complex.
Generally, receipt of a and source of the feedback. EFFECTS OF DIFFERENTIAL FEEDBACK. EFFECTS OF DIFFERENTIAL FEEDBACK. Employee performance and motivation in organizations, a brief review Alfred W.
Huf III Argosy University – Twin Cities.
Performance and motivation - Alfred Huf 2 Foundations The fields of employee motivation and employee performance are solidly grounded in the. Most achievement goal and intrinsic motivational theorists argue that mastery goals are facilitative of intrinsic motivation and related mental processes and performance goals create negative effects.
Free Essay: Research Article Summary A research article on The Effects of Cooperation and Competition on Intrinsic Motivation (Tauer & Harackiewicz.