Motivation And Intrinsic Motivation

According to Richard M. Ryan and Edward L. Deci (2000), to be motivated which means ‘to be moved’ to do something. A person who feels no drive or encouragement to act is described as unmotivated while someone who is energized or make active toward goals is considered motivated. The purposes of people who are motivated are to achieve certain goals such as earn more money or gain promotion. Employees may work hard for one of two reasons: intrinsic motivation or extrinsic motivation. Intrinsic motivation is defined as the doing of an activity for itself such as Psychological and Job satisfaction (Richard M. Ryan and Edward L. Deci, 2000). Extrinsic motivation serves to satisfy indirect needs (Frey, B. 2002), who are Income Maximisers and Status

Nowadays, the main source of job satisfaction is job security, without a misgiving. It is important for both management and staff. People are truly worried about their jobs particularly with the sale of the business and are just appreciative to have a job (O 'Connor M, 2010). Furthermore, Herzberg claimed that job satisfaction was important to enhance an employee 's motivation. Also, the opportunity to do different work and develop skills in different roles is providing satisfaction. Many companies believe that salary is the key motivator. However, people may want to surpass, get acknowledgment for the attempt to themselves, and they may want to feel a part of a team. Also, they want to feel a joyful of worth at the workplace. It is a reason empowerment plays a very important part in a company 's development. (French, R., et al., 2008). For example, one person can be happy with one point of view their job and sad with another outlook. Moreover, Fredrick Herzberg 's hygiene-motivation theory, he had progression ideas that definite factors cause job satisfaction while others lead to dissatisfaction. He suggested the 'Two Factor theory ' of human motivation in the workplace because he believed that people have two sets of needs. One as avoiding dissatisfaction but by themselves and do not provide satisfaction company policy, relationships, work environment and security. While, another needs as being to develop psychologically. Hertzberg assumed that the motivator factors such as achievement, interesting work and responsibility were the main cause of job satisfaction (Herzberg, F,1968). Simply, they are more love their job if they only focus on itself, and less to enjoy it if they just focused on money (Premuzic T,