Test Your Knowledge On Motivation and Inspiration Day Quiz

Intrinsic motivation is driven by internal factors, such as personal satisfaction, enjoyment, or interest in an activity. Completing a task for a monetary reward, working to avoid criticism, or seeking recognition are examples of extrinsic motivation.

Abraham Maslow developed the hierarchy of needs theory, which suggests that individuals are motivated by a series of five essential needs: physiological, safety, love and belonging, esteem, and self-actualization.

Job autonomy refers to motivating employees by granting them the authority to make decisions and take control of their work. It enhances motivation, job satisfaction, and creativity.

Receiving a bonus for meeting a sales target is an example of an extrinsic motivator. It is an external reward or consequence that drives behavior, contrasting with intrinsic motivators, which arise from within the individual.

Goal-setting theory suggests that individuals perform better when they set specific and challenging goals. Goals provide direction, enhance focus and persistence, and increase motivation and performance levels.

The two-factor theory states that certain factors (hygiene factors) like work conditions, salary, and job security, if lacking, can cause dissatisfaction but do not directly motivate individuals. Achievement, recognition, and personal growth are examples of motivators.

The equity theory of motivation proposes that individuals compare their input (effort) and outcomes (rewards) to those of others to determine if they are being treated fairly. It suggests that perceived inequity can lead to motivation or demotivation.

Transitory motivation is not a recognized type of motivation. The correct types are extrinsic motivation (driven by external rewards), intrinsic motivation (driven by internal satisfaction), and amotivation (lack of motivation).

The self-determination theory suggests that motivation is driven by the satisfaction of three basic psychological needs: autonomy (feeling in control), competence (feeling capable), and relatedness (feeling connected to others).

Performance management involves providing employees with regular feedback, coaching, and support to help them improve their performance. It aims to align individual goals with organizational goals and enhance motivation and productivity.

Motivation refers to the process of directing and channeling one's behavior towards certain goals. It involves the activation, persistence, and intensity of behaviors to achieve desired outcomes.

Encouraging employee involvement in decision-making promotes intrinsic motivation within the workplace. It gives employees a sense of autonomy, empowers them, and fosters a sense of ownership and commitment towards their work.

Empowerment refers to granting someone the authority or power to do something. When individuals feel empowered, they gain confidence, motivation, and a sense of control over their work, leading to increased productivity and job satisfaction.

The expectancy theory of motivation states that an individual's motivation to put effort into a task is determined by three factors: expectancy (belief that effort leads to performance), instrumentality (belief that performance is rewarded), and valence (value placed on the rewards).

Recognition and praise are common extrinsic motivators provided in the workplace. They involve external acknowledgment of an individual's achievements or contributions, acting as incentives to increase motivation, engagement, and job satisfaction.