Why do extrinsic motivators tend to lose their motivating properties in the long term?
ANSWER
Extrinsic motivators tend to lose their motivating properties in the long term because they do not lead to sustained motivation or increased commitment. Extrinsic motivators are rewards or punishments that are external to the task or activity itself and regardless of how successful a person is in achieving the desired result, so there is no internal motivation for continued effort. This can lead to feelings of unfulfillment and eventually boredom with the task.
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The impact of goal setting on employee motivation is significant. Setting goals gives employees direction and focus, and it helps them measure progress towards a desired outcome. It also provides a sense of purpose and encourages employees to work harder towards achieving those goals. Additionally, when employees reach their goals it gives them a sense of accomplishment that can lead to increased job satisfaction and improved morale.
The workplace can foster positive affect without seeming manipulative by creating an environment that encourages collaboration, recognition, trust, respect, appreciation and feedback. Employees should be given autonomy over their work tasks as much as possible while still having realistic expectations set by management. Further, managers should strive to provide support rather than criticism when dealing with mistakes or difficult situations. Acknowledging successes can help raise morale among staff members as well as provide positive reinforcement for working hard.
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The downstream consequences of the Deliberate versus Implemental Mindsets are important considerations for employers looking for ways to encourage employee engagement and productivity in their teams. The Deliberate mindset focuses on planning out actions before taking them, while the Implemental mindset emphasizes taking immediate action without worrying about future results too much. These differences have implications on how employers manage tasks within teams; implementing an Implemental mindset may make it easier to get tasks completed quickly but this could lead to poor quality results due to lack of thoughtfulness while implementing a Deliberate mindset could take longer but yield better outcomes due to more considered planning techniques being used beforehand. Additionally, different mindsets may be beneficial depending on certain team dynamics; Deliberative mindsets may be more suitable in collaborative settings whereas Implemental mindsets could be better suited for independent projects or tasks which require quick decisions
QUESTION
Responses for questions 1 & 2 should be between 200 – 300 words long and contain a reference to source materials that support your statements. For the remaining questions, drafta response to each individual question with a minimum of 75 words each.
1. Why do extrinsic motivators tend to lose their motivating properties in the long term?
2. What is the impact of goal setting on employee motivation?
3. In what ways can the workplace help shape and foster positive affect without seeming manipulative?
4. Explain the downstream consequences of the Deliberate versus Implemental mindsets.0
5. Discuss the Four Mindsets and their associated motivational systems.
6. Discuss the two types of expectancies
7. Discuss the Prototypical Learned Helplessness Study and its application to Humans.
8. Why do high-hope individuals outperform and out cope their low-hope counterparts?