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管理者需要在企业内部组织活动,以确保所有员工可以保持合理的工作,尽他们的能力,实现组织的目标。激励机制是为了激励员工执行预期的工作目标。根据各种理论,动机可能根源于基本需要，并且减少相应的不适感，把快乐最大化。本文将进行讨论，评估动机的两个来源，包括内在和外部奖励,在组织中所发挥的作用，并考虑管理员工时所造成的影响。一个方面认为外部奖励是员工的动力来源,而另一方认为,内在报酬有更大的影响,尤其是在非商业运作中。根据这两个方面,本文的重点是内在报酬的激励作用。

动机是为一个人提供行动的动机和积极的动力和决心。这是一种心态,一个人采取行动。员工充电的动力的最好办法是有创造的欲望。固有的一种内在的心理驱动在知识、情感、和职业成功和发展扮演着重要的角色。这也是通向目标的行为。动机是内在或外在都很重要。

Managers in organisations will undertake activities in order to ensure that all employees are doing their job properly and to the best of their ability, to achieve that goals of the organisation.  Motivational incentives are put in place to motivate staff to perform to a degree that is expected. According to various theories, motivation may be rooted in the basic need to minimize physical pain and maximize pleasure. This paper will undergo a discussion to evaluate the two sources of motivation in the context of intrinsic and extrinsic rewards and the role they play in organisations in managing performance of staff. One position  of the paper argues that extrinsic rewards will be a source of motivation, while the other argues that intrinsic rewards have greater impact, particularly in a non-commercial setting. In the light of these two positions, the focus of the present paper is the motivational effect of intrinsic rewards.

Motivation is to provide a person with a motive to action with positive energy and determination. It's a state of mind that moves one individual into action. The best way to recharge the battery of your motivation is to create desires. An inner drive inherent in all, Motivation plays an important role in intellectual, emotional, and professional success and development. it is also the activation or energization of goal-oriented behavior. Motivation is said to be intrinsic or extrinsic. Intrinsic motivation is a process of arousal and satisfaction in which the rewards come from carrying out an activity rather from a result of the activity that comes from the person themselves. Rewards may be 'intrinsic' therefore provide the individual with opportunity for achievement, challenging responsibilities, opportunity for advancement or opportunity for growth in stature and peer recognition. Each of these must be timely, appropriate, worthwhile, offered sincerely and done in public. Intrinsic motivation tends more to be appetitive, new information arousing a slight interest leading to an appetite for more. where as in contrast, Extrinsic rewards come from others and are said to be pay, working environment or conditions, status and security with the constant potential for special training, promotion, and pay raises. Experiments have led  theorists to believe that extrinsic rewards when associated with outcomes of interesting tasks tend to suppress the operation of intrinsic motivation. it is also believed that if people are paid to do something they would otherwise have done out of interest they will be less likely to do it in future without being paid so therefore there is evidence of reduced motivation. An American pshychologist named Herzberg found that accomplishment, challenge,added responsibility, and belonging are the strongest intrinsic rewards in companies. He also showed that intrinsic rewards are stronger than extrinsic rewards, and that extrinsic rewards 'zero out' or lead to the expectation of a repeated reward next time and it will become less and le本论文由英语论文网提供整理，提供论文代写，英语论文代写，代写论文，代写英语论文，代写留学生论文，代写英文论文，留学生论文代写相关核心关键词搜索。