Internal motivation

Internal motivation includes factors from within the human being (the "soul") that affect people behaving in a certain way or in a particular direction. these factors are generally responsibility, the feeling that work is important and that it has control over it, the freedom to act, the field to use and develop techniques and skills, the interesting and challenging job and opportunities for promotion.

Internal motivation is based primarily on personal preferences, a particular passion, or the need to develop (self-fulfillment). Pangs of conscience are the main effect of opposing internal motivation. An employee in a given company, through internal motivation, realizes that his work is more pleasant. Tasks performed by a particular person under the influence of motivations are performed with commitment, precisely. The development of passion or satisfaction with their activities are also the effects of the internal motivation.

Awareness of responsibility in internal motivation:

• guarantee of a defined area of independence
• the realization of individual responsibility for the results obtained
• coercion to develop a plan for your work
• taking an active attitude in action
• the compulsion to specify a model plan

What is the reason for internal motivation?

First of all, it is worth considering what affects a given person. There are many different stimuli that increase this motivation. In an organization, this may be, for example: awareness of your role, position. Each employee is much more motivated when he can set goals, responsibilities or tasks for himself. In this way, the subordinate feels that he is connected with the institution and has a significant impact on its functioning. A sense of validity will satisfy every employee. You just have to give him a bit of space that he can use. Another factor contributing to increasing the effectiveness of work is a positive opinion, praise from the supervisor, who controls all tasks. If the employee's work has been honored, the subordinate will feel appreciated and equally important in the company or in the working team. It is worth remembering that as a superior, it is important to use different types of praise, so that each time it works motivatingly. Competition or team collaboration are also elements that influence internal motivation. When we compete with another member of the team, we are mobilized to have better results. Cooperation works similarly, where we look at, compare results and want to achieve even more than the other side.

The superior should remember that this internal motivation results immediately. The employee, having common interests with the activities he performs at his workplace, will work more effectively, more accurately. When recruiting, it is worth remembering about this important thing - what is the hobby, the passions of a given person, because such a small thing can have a significant meaning in the results / results of the employee's or team's work. An employee who has interests in common with the job, can also implement many interesting, significant and cost-effective solutions for the organization. Very often it turns out that it is these people who have the longest experience in the given companies on very high positions.

Research of employees' needs

There are many ideas about how and what motivates the employee most. The main concepts are:

• Maslow's theory of needs
• Herzberg's two-factor theory.
• McGregor's X and Y theories

These are the so-called Content Theories, which allow you to understand what factors / elements in the organization drive the employee to be active. It is also worth adding that the most important needs to satisfy are the greatest motivation for every human being.

Herzberg's two-factor theory

As the name says, it is a concept consisting of two types of elements that motivate people to act:

• higher-order factors, or in other words motivational factors that give job satisfaction, e.g. (promotion, self-fulfillment at work, excellent result)
• basic factors, or hygiene factors', which work the opposite as motivators above, e.g. (payoff, work control, company policy).

X and Y McGregor's theories

These are two different theories contradictory to each other. They describe two concrete models of people's relations to their work. The X theory recognizes that employees are inactive, have no job satisfaction, while the Y theory describes subordinates as valuable people who have ambitious plans, tasks - shaping interests and experience for the future.

Internal motivation is caused by factors coming from within the human being, it occurs in various forms. The most important are:

• passion and interest in work,
• commitment to the task,
• identifying with the institution,
• adopted norms and principles.

The basic features of the work that enable internal motivation, and thus - pro-innovation attitudes, are:

• the nature of the work, characterized by a high degree of its complexity and sensitivity,
• autonomy of employees with broad decision-making powers,
• feedback, consisting of frequent and direct contacts between employees and clients for whom the work is done, providing quick information about their own professional achievements.

Examples of Internal motivation

• Self-discipline: Taking the initiative to complete tasks without being told, taking responsibility for one’s own actions, and staying organized.
• Self-efficacy: Believing in one’s ability to complete tasks, believing that effort and resilience will lead to success, and having a growth mindset.
• Personal achievement: Setting and striving to meet personal goals, feeling a sense of accomplishment when achieving those goals, and feeling proud of one’s accomplishments.
• Internal rewards: Feeling satisfaction and joy after completing a task, feeling a sense of pride and accomplishment, and feeling a sense of control over one’s own destiny.
• Curiosity: Having a natural curiosity and interest in learning new skills and exploring new tasks.
• Self-reflection: Taking time to think about one’s actions and reflect on what has been done, learning from mistakes, and using the experience to grow and improve.

Advantages of Internal motivation

• Internal motivation can lead to greater job satisfaction and improved performance, as it gives individuals a sense of control over their work.
• It can encourage creativity, innovation and problem-solving as individuals are more likely to take initiative with tasks and look for opportunities to go the extra mile.
• It can lead to increased morale, as individuals are more likely to have a positive attitude towards their work and be more satisfied with their job.
• It can reduce stress and improve quality of life, as having a sense of control over one’s work can give an individual a sense of purpose and motivation.
• It can enhance motivation in the workplace, as it encourages individuals to take ownership of their work and strive to do their best.

Limitations of Internal motivation

Internal motivation can be limited in a number of ways. These include:

• Lack of support from supervisors and colleagues: Without support from supervisors and colleagues, it can be difficult to maintain the motivation necessary to reach goals.
• Lack of recognition: Without recognition for effort and accomplishment, it can be difficult to stay motivated.
• Lack of challenge: Without challenging tasks, it can be difficult to stay interested and motivated.
• Lack of resources: Without adequate resources, it can be difficult to effectively complete tasks.
• Unclear goals: Without clear objectives, it can be difficult to know what to focus on and stay motivated.
• Changing goals: When goals are constantly changing, it can be difficult to stay focused and motivated.
• Overwork: When an individual is asked to do too much work, it can be difficult to stay motivated.

Other approaches related to Internal motivation

• Self-Efficacy: Self-efficacy is the belief that you can achieve a goal or task by putting in the necessary effort. It helps to motivate people to take on challenging tasks and persist in the face of obstacles.
• Goal Setting: Setting goals provides an individual with a sense of direction and purpose. It gives them something to work towards and provides a sense of accomplishment when the goal is achieved.
• Autonomy: Autonomy is the feeling of control over one’s own life and decisions. People who feel autonomous are more likely to be motivated to take on tasks and strive for success.
• Positive Reinforcement: Positive reinforcement is a method of motivation in which someone is rewarded for certain behaviors or actions. This type of motivation can encourage people to repeat desirable behaviors and can be used to increase motivation in the workplace.
• Competence: Competence is the feeling that one has the necessary skills and abilities to accomplish a task or achieve a goal. People who feel competent are more likely to be motivated and take on more challenging tasks.

In summary, internal motivation can be increased by using self-efficacy, goal setting, autonomy, positive reinforcement, and competence. These approaches help individuals to feel empowered and in control of their lives and work, which can lead to higher levels of motivation and performance.

Internal motivation — recommended articles

Motivation — Theory X and Y — Charismatic leadership — Management styles — Motivation system — Belbin team role inventory — Negative motivation — Skills and competencies — Team dynamics

References

• Plant, E. A., & Devine, P. G. (1998). Internal and external motivation to respond without prejudice. Journal of personality and social psychology, 75(3), 811.
• Barbuto Jr, J. E. (2005). Motivation and transactional, charismatic, and transformational leadership: A test of antecedents. Journal of Leadership & Organizational Studies, 11(4), 26-40.
• Schmidt, R., Boraie, D., & Kassabgy, O. (1996). Foreign language motivation: Internal structure and external connections. University of Hawai'i Working Papers in English as a Second Language 14 (2).