In this contemporary era, it is still widely believed that motivation dominantly lies from external factors such as incentive, high salary and punishment. Consequently, extrinsic motivation become the main motivator that employer do to motivate their employees, believing it will increase their productivity and job satisfaction. This is due to their misunderstanding of defining success as having materialistic things that creates job satisfaction. However, alteration in work requirements have changed the desire of motivational aspect in workers, hence emphasizing intrinsic motivation in order to achieve job satisfaction. Job satisfaction arises when an employee enjoys doing their job, satisfaction should not be simply calculated in terms of monetary value. This eventually leads to career success and have strong positive relationship with internal motivation. This essay will argue that intrinsic motivation is necessary to obtain job satisfaction. The arguments to support this statement include providing meaningful purpose, job responsibility, and reduce stress.
Initially, it can be inferred that meaningful purpose is inseparable with job satisfaction. Ankli and Palliam (2012) states that fulfilling a task that individuals consider meaningful and based on their solicitude, would likely to increase their motivation and inner satisfaction. Furthermore, this kind of intrinsic motivation does not require incentive and leads to job satisfaction, as they increase the rate of happiness. This idea is further supported by Frank (as cited in Ankli and Palliam 2012) which emphasized the meaning in life as a primary desire of human being. It can be seen that a meaningful task has a tremendous effect towards their inner satisfaction. Similarly, Pink (2009) also convey purpose as one of the three main elements of intrinsic motivation. These elements serve as a fundamental foundation that could encounter current business operating system challenge. He also suggests that purpose is the deepest motivation as it links to something bigger than ourselves. This suggests that a meaningful purpose in life are really important, thus should be continuously pursue. Study by Leider (as cited in Ankli and Palliam, 2012) showed that a successful person in their career would likely to take on more risks if they have the second chance in their life. This clearly shows that by being a successful person, it does not mean that they have discovered the meaning of purpose in life and that they are still searching for that meaningful purpose. Therefore, acquiring meaningful purpose is really important as it lead to a more content life and leads to job satisfaction.
Secondly, one of the intrinsic motivation needs are the desire of job responsibility, which correspondingly have a strong relationship with job satisfaction. Pink (2009) in his important three elements interpreted job responsibility or autonomy as an obtrude feeling to perform desired will. Presently, job responsibility and job satisfaction have an even more stronger bond and consistency comparing to the previous study by Schlenker (as cited in Raza, Akhtar, Husnain, and Akhtar 2015). In addition, employee with autonomy or high job responsibility enhances their capability to solve complex problems (Raza et al., 2015), increase in performance and even promote psychological health (Deci & Ryan 2000, as cited in De Cooman, Stynen, Broeck, Sels, and Witte 2013). This strongly suggest that if autonomy is given to employees, they will likely to perform much complex task as it is based on their interest, which not only produce remarkable result, but also satisfying their desire needs. To elaborate, research shows that employees with job responsibility are less likely to quit their job and experience higher job satisfaction (Richer et al., 2002, Lam & Gurland 2008, as cited in De Cooman et al., 2013). Another evidence is the tremendous success of Wikipedia that successfully incorporate the three elements of intrinsic motivation, without granting any incentives has outperformed its predecessor, Encarta, that only relied on external motivation such as big incentive and did not give any freedom or autonomy to their writer (Pink, 2009). This clearly indicates that autonomy that leads to job satisfaction are highly valued rather than external motivation. Therefore, it can be concluded that optimizing employee’s interest in a task would likely leads to job satisfaction.
Finally, it is arguable that by managing intrinsic motivation it would likely to reduce stress and burden as it promotes interest, which act as their own pleasure. Kehr (as cited in Yidong and Xinxin 2012) discovered that intrinsic motivation leads to greater endeavor and achievement especially in a more complex and challenging work. Unsurprisingly, even a harder challenge results in a decrease in stress and demanding role when employee perceive that the work is more valuable and rewarding (Bolino and Turnley 2005 and Fuller et al. 2006 as cited in Yidong and Xinxin 2012). These show that internal motivation shapes worker’s perspective towards problematic task as an engaging work to do, which should eventually minimize their own stress as they find it interesting to do. Furthermore, internal motivation could also be an instrument for employee to decline the tension of emotional exhaustion (Iverson et al., 1998, Karatepe and Aleshinloye, 2009, as cited in Karatape and Tizabi, 2011). This is because internal motivation strengthens courage to deal with problems instead of evading them, which eventually reduce their own stress (Ito and Brotheridge, 2003, as cited in Karatape and Tizabi, 2011). Hence, internal motivation develops employee’s mental attitude by converting their perspective towards arduous tasks and recognize them as a new platform to channel their creativity, which more likely to reduce stress.
In conclusion, this essay has explained that an intrinsically motivated employee, would more likely to find their work meaningful, experience more content feeling, and inner satisfaction. Moreover, remarkable results can be achieved when employees embrace their intrinsic motivation and are given sense of autonomy. Lastly, has been explained that internal motivation also reduces stress as it transforms employee’s perspective towards challenging task to be a platform for self-development, which in turn prevents them from emotional exhaustion. Therefore, it can be concluded that it is necessary to manage intrinsic motivation in order to obtain job satisfaction as it provides meaningful purpose, job responsibility, and reduce stress.
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