Assessment |
Biopsychology |
Comparative |
Cognitive |
Developmental |
Language |
Individual differences |
Personality |
Philosophy |
Social |
Methods |
Statistics |
Clinical |
Educational |
Industrial |
Professional items |
World psychology |
Cognitive Psychology: Attention · Decision making · Learning · Judgement · Memory · Motivation · Perception · Reasoning · Thinking - Cognitive processes Cognition - Outline Index
Traditionally, extrinsic motivation has been used to motivate employees:
- Tangible rewards such as payments, promotions (or punishments).
- Intangible rewards such as praise or public commendation.
Within economies transitioning from assembly lines to service industries, the importance of intrinsic motivation rises:
- The further jobs move away from pure assembly lines, the harder it becomes to measure individual productivity. This effect is most pronounced for knowledge workers and amplified in teamwork. A lack of objective or universally accepted criteria for measuring individual productivity may make individual rewards arbitrary.
Telic and Paratelic motivational modes[]
Psychologist Michael Apter's studies of motivation led him to describe what he called the "telic" (from Greek telos or "goal") and "paratelic" motivational modes, or states. In the telic state, a person is motivated primarily by a particular goal or objective--such as earning payment for work done. In the paratelic mode, a person is motivated primarily by the activity itself--intrinsic motivation.
See also[]
References & Bibliography[]
Key texts[]
Books[]
Papers[]
Additional material[]
Books[]
Papers[]
External links[]
| This page uses Creative Commons Licensed content from Wikipedia (view authors). |