Employee Motivation: Comparing Theories, Practices, and Video Analysis

This essay examines the concept of employee motivation by comparing and contrasting the theories presented in lecture slides with the arguments made in Dan Pink's video. The lecture slides primarily focus on positive reinforcement through extrinsic rewards and meeting intrinsic needs, referencing theories like reinforcement theory, Herzberg's two-factor theory, and Maslow's hierarchy of needs. Pink's video challenges the effectiveness of traditional reward systems, emphasizing the importance of intrinsic motivators such as autonomy, mastery, and purpose. The essay highlights similarities, such as the creation of conducive work environments and the role of autonomy in boosting employee performance. It also points out the differences, particularly Pink's critique of reward-based systems. The essay references key concepts like autonomy, intrinsic factors, and reinforcement patterns, drawing on research from Schultz & Schultz (2010), Khan (2016), and Yusoff, Kian, & Idris (2013) to support its analysis.

Running head:Empoyee Motivation 1
Empoyee Motivation
Student’s Name
University

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Empoyee Motivation
Motivation is the process of increasing perfoemance through creating conditons that meet
the conditions of employees. Lecture slides present theories of motivation by focusing on
positive reinforcement factors through extrinsinc rewards and at the same time meeting intrisinc
factors needed by employee. The theories presented are reinforcement theory, Hezberg’s two
factor theory and Masslow’s hierachy of needs. In the video Pink (2009), analyzes the failures of
positive reinforcement through the reward system by giving examples on how use of the reward
system filed. To him, the talk is about the puzzle of motivation presented as a battle between
intrinsic motivators and extrinsic motivators, autonomy, mastery and purpose against carrot and
sticks. This essay analyses similarities and differences between the two resources on motivation.
The key argument put forward by Pink (2009) is the use of intrinsic motivation patterns
that have been partly discussed in the lecture slides. In the notes, there is the Herzberg’s two
factor theory which talks about intrinsic factors that appear in motivation. In the video, the
argument is based on the use of autonomy and intrinsic factors to motivate employees.
Autonomy has been used as a factor that motivates employees by giving them the freedom to
work the way they want (Schultz & Schultz, 2010). For example, the results only work
environment was used as an illustration of how autonomy can motivate employees to achieve
better results. The lecture slides points out on the use of motivation factor in the theory to
establish conditions that make the employee motivated. These conditions include satisfaction,
recognition and the work itself. This similarity appears in both when employee conditions are
simplified to allow the employee to make choices in their own work. The common factor that
links the two resources is the creation of work conditions and autonomy that allows the
employee to enjoy the work environment and yield more results.

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However, the video highlights how reinforcement patterns of using rewards have failed to
bear the expected results. Pink (2009) in the video argues that rewards do not always lead to
positive results or improved outcomes since there are internal factors that push employees to
work harder such factors do not rely on reinforcement but rather creating conditions that make
the work environment better Yusoff, Kian, & Idris (2013. The lecture slides talk of
reinforcement that is sued to satisfy the needs of employees as a way of keeping them motivated.
Further, Khan (2016) suggests that Maslow’s hierarchy of needs is used to justify how meeting
employee needs motivates them to work harder. At the bottom level of the hierarchy, employees
are struggling to meet their physiological and biological needs, thus supporting them to meet
such needs can motivate them. However, in the video experiments in India indicted how
reinforcement rewards failed to bear fruits. The lecture slides support the theories of rewards
reinforcement as a way of motivating employees.
The lecture slides and the video are connected through the idea of creating work
conditions that allow the employees to maximize their potential. This is through autonomy and
good working conditions that increase individual achievement. On the other other hand, the
video criticizes the use of rewards by showing examples of failed cases where rewards have been
used to motivate employees but failed. Therefore, the video and the slides have some differences
and at the same time some similarity.

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References
Khan, M. (2016). Developing a supportive and inclusive workplace culture in Bangladesh. The
Daily Star.
Pink, D. (Producer), & Pink, D. (Director). (2009). The puzzle of motivation [Motion Picture].
Retrieved from https://www.ted.com/talks/dan_pink_on_motivation/transcript?
language=en#t-1075111
Schultz, D. P., & Schultz, S. E. (2010). Psychology and Work Today: An Introduction to
Industrial and Organizational Psychology. New York City: Prentice Hall.
Yusoff, W. F., Kian, T. S., & Idris, M. T. (2013). Herzberg’s Two Factors Theory on Work
Motivation: Does Its Work for Todays Environment? Global Journal of Commerce &
Management Perspective, 2(5), 18-22.