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Mars Company: Intrinsic And Extrinsic Motivation

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To this point, Mars Company seems to meet almost all the need categories, intrinsic and extrinsic motivational factors. It is probably one of the reasons of why the organisation is among the world’s best places to work. However no everything is so good, there are still some slightly downsides and gaps to fulfil in regards of motivation and some others limitations in terms of the theories exposed. Maslow’s theory is also considered, especially for the bottom levels, the carrot and stick motivation approach. It is built around rewards and punishments. Behaviour that results in a desire outcome is rewarded with a promotion or bonus (“the carrot”) and unproductive behaviour receives the “stick”, such as demotion or a payment discount. These incentives are proven to be ineffective because extrinsic rewards, which are temporary, guides employees to focus on the prize, rather than on the intrinsic satisfaction they get from …show more content…

Although basic needs could be threatened in most of their journeys, once they get down after have reached the top of the mountain or crossed the finish area, they are convinced that they would do it again. Regarding the information available about the company, Mars motivation is reflected on the company outcomes. Associates are valued as individuals for their talent and creativity and are rewarded fairly for their performance. The company have recognized that there are different needs regarding of stage of life, enabling the employees to choose work style or career options that represent their own appropriate balance of work-life. At the end, as Martin Yan, a Chinese Chef and author said: “It’s not Money the primary motivation factor; it’s the passion for job and the professional and personal satisfaction that you get out of doing what you do that motivates

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For employees, things that aren’t intrinsically interesting requires extrinsic rewards to motivate. Employees can be motivated by extrinsic rewards such as additional monetary compensation, gifts, gift cards, or other monetary rewards. These types of rewards could lead to improved performance and higher motivation. It would also motivate a worker, but only satisfies the person’s lower-level needs. The flip side to this type of motivation stimuli, employees will want the same or better reward to maintain the same level of motivation and performance outcomes.

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