Journals Proceedings

Abstract

This study is an attempt to define the key internal factors that have any impact into building the intrinsic motivation and external agents that can be shaped in order to enhance the individual´s efficiency within an organization. Although, there may be thousands of different definitions for motivation, there are three main aspects to highlight and that are common to every theory. Motivation is understood as some sort of energy associated to behaviour, it is also what drives people to act in a particular way and last but not least, it is something relative to the individual in itself. There are two differentiated components within the concept of motivation: extrinsic motivation, which is mainly the external means that encourage the individual based upon on performance. These factors will also make the individual adopt a specific position towards some situations and repeat the behaviour if a positive feedback or a reward is provided; and intrinsic motivation, the factors related to this motivation, are associated mainly to the activity/ project in itself, for its own value and impact on others (clients, suppliers, organizations). Employees may opt for shaping their jobs to an extent that they can actually enjoy and challenge themselves, helped by those internal motivators that can make the individual be really motivated and willing to do its best at work. Redesigning jobs it is widely called “job crafting” and it relates to the way individual copes with both tasks and other employees of the organization.