Intrinsic and extrinsic compensation

Recognition Everyone wants to be renowned at the place where they work. Financial rewards are always known to have received more value from the employees. To increase the potential of the work force companies must use a mix Intrinsic and extrinsic compensation motivator factor and hygiene factors.

A company must acknowledge such attribution and reward its employees by providing a comfortable workspace. My goal in this paper is to analyze two scholarly articles which are focused on intrinsic compensation and to write a synthesis of these articles.

Journal of Industrial Management. In their article, they try to find out how to link both compensation and performance effectively.

Intrinsic and Extrinsic compensation

The above mentioned information helps to evaluate the role of intrinsic compensation in organizations. On the other hand the hygiene factors are those factors that are not related to the job itself and are around the job 4. Work freedom or autonomy When employees continue to make better output, supervisors may bother less to manage them.

According to investigations, in many cases, high monetary rewards had rather negative results. It is possible for a company to increase intrinsic rewards and not increase extrinsic rewards. Extrinsic rewards actually fulfills employees extrinsic factors or hygiene factors and thus do not let him start thinking about leaving the company.

Such employees can be rewarded by handing them over new responsibilities and duties. Bonus or commission When a company earns profit due to the effort of an individual or group of employees, the company should appreciate their contribution by giving them additional payment as a bonus or commission.

It helps them to perform their duties better. Intrinsic compensation can show how much the employees are appreciated and worth. Promotion is directly related to increment in status, payment, and power. Extrinsic rewards Extrinsic rewards are the physical ones that come from an external source employers only.

Examples include; pay rise, bonuses, paid leaves, annual recreational plans etc. Such feeling of pride plays a vital role in motivating them to give continuity to make even better outputs. The employees must always know that their work output will be appreciated by the supervisors in the form of intrinsic rewards.

Special attention should be paid to the expectancy theory proposed by Victor Vroom which can help to define the effectiveness of the compensation. Another fact that can be observed from the above discussion and examples is that intrinsic rewards are mostly qualitative in nature and cannot be quantified for example more respect, recognition etc.

Moreover, I am sure that compensation and motivation are inseparable. According to Herzberg, hygiene factors are those whose absence can create job dissatisfaction.

Different people have different perception and therefore, there are various forms of intrinsic rewards, some of which are: The authors of the article Anthony Corbo and Brian Kleiner are well-qualified specialists from the department of management and school of business administration and economics at California State University.

Improved working condition An employee spends a lot of time at the workplace, completing tasks of the company and for the company. The scientists argue that extrinsic compensation which includes employee pay and benefits, working conditions and other factors play the secondary role.

Journal of Research Technology Management. It is known that employee compensation is one of the best motivators.

Intrinsic and Extrinsic Rewards with Examples

Herzberg called the reasons that contribute towards employee satisfaction thus putting him in a frame of mind to exert more effort are called motivators. Similarly, it is possible to increase the extrinsic factors and not increase intrinsic factors.

Whereas extrinsic rewards are more of a quantitative in nature. In simple words only motivators can motivate employees and not the hygiene factors. Google has been selected because it offers an Higher the success rate, higher will be the rate of intrinsic rewards one receives.However, the authors of the article consider that both intrinsic and extrinsic compensation should be used for employees’ motivation as both non-monetary and monetary rewards are important for above mentioned information helps to evaluate the role of intrinsic compensation.

What is the difference between Intrinsic and Extrinsic rewards? manner then we can say that motivators are factors connected directly with the job content and are thus called intrinsic factors as whom he interacts etc.

or summed up in better words hygiene factors are related with job context and are thus called extrinsic factors as they. Intrinsic Rewards for Employees: Definition, Types & Examples Intrinsic & Extrinsic Rewards Intrinsic Rewards for Employees: Definition, Types & Examples Related Study Materials.

Knowledge Review #1. STUDY. PLAY. What is Compensation? Compensation represents the intrinsic and extrinsic rewards employees receive from performing their jobs. Together intrinsic and extrinsic compensation describe a company's total compensation system.

An economic examination of the effect of extrinsic compensation on intrinsic motivation and performance Author links open overlay panel Harvey S.

James Jr.

Intrinsic Compensation

Show more. The Four Intrinsic Rewards that Drive Employee Engagement. by: Kenneth Thomas Issues: November / December Tags: or intrinsic rewards, and the decline of material or extrinsic rewards.

This author draws upon recent research to explain the popularity of intrinsic rewards and how these rewards can be used to build a high-engagement.

Intrinsic and extrinsic compensation
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