Work: The Importance Of Motivation To Work

Motivation to work is closely linked to the goals that people want to achieve through working. Individuals work for numerous goals in mind such as maximizing monetary income, climbing the corporate ladder to attain social status, personal goals aligned with company motto, achieve sense of belonging to an organisation contributing future benefits to the world and so on. These individuals can be classified into 2 main different categories which are the extrinsically motivated workers and intrinsically motivated workers. For the manager to lead a team of individuals to success, he/she must understand the true goals the individuals had set for themselves. As the arsenal of technological developments in today 's information age is ever-growing,

Possessing the similar attributes of a Loyalist that is mentioned in the above paragraph, they are greatly intrinsically motivated and are only affected if you interfere with their work. They aspire to make a difference to the world and are committed in achieving their goals through any possible means. Their source of motivation can come from recognition in their work produced, freedom of choice and so on. Bhaduri and Kumar (2011, p.51) analyse that 50% innovators are purely intrinsically motivated in the above mentioned three stages of innovation. (Bhaduri & Kumar 2011, p.51). With the above information, it shows that an innovator is greatly affected by intrinsic motivation. The test was conducted for innovators in India and we are able to see that even for a developing country, for an innovator, the intrinsic motivation is the key contributing factor to the work performance instead of extrinsic motivation. To further support my stand, Dunwoody and Brossard and Dudo (2009, p. 309) conclude that public science communication also appears to be a world where scientists are driven by the prospect of positive intrinsic rewards, by a sense that their participation can influence public understanding of science and the role of science in society (Dunwoody & Brossard & Dudo 2009, p. 309 ). To a certain extent, these are the people that would like to be taken seriously when it comes to commitment in their job, when they are taken seriously, they believe that the organisation is at the same time trying to assist him/her to achieve their goals. Therefore, managers that are in charge of the Autonomists should learn how to manage them by allowing them to participate in meetings so that their voices can be