It is indicated that there are two major sources of motivation; intrinsic and extrinsic. Extrinsic motivation comes from the expectation of receiving a form of reward that is external to the process of engagement (Karageorghis, Terry, & Dickeson, 2011). On the other hand, intrinsic motivation results from the urge within an individual. As a nurse working in a healthcare facility, one of my sources of intrinsic motivation is on knowledge acquisition where I am motivated to work as it presents an opportunity to learn and acquire new skills. Another intrinsic motivator that motivates to engage in my work is to fulfill a responsibility that has been placed on me to assist individuals who are ailing. This intrinsic motivator sees me engage in work to attain personal satisfaction that I have had a positive impact on the life of an individual.
Among my extrinsic motivators to my work within the health facility is on financial rewards. This is a motivator, especially upon the recognition that I am rewarded for my efforts and contribution within the organization. Another example of extrinsic motivator is the need for career growth and professional development. This follows the identification that higher positions of management come with more recognition.
In light of these motivators, the leaders in the healthcare facility need to respond appropriately to provide for specific motivators. To fulfill the intrinsic motivators, the organization needs to facilitate interprofessional collaboration as it presents learning opportunities for the team players. The staff should be given a room to express their sense of responsibility as a means of achieving patient satisfaction. The leadership needs to ensure adequate remuneration for the employees, as well as, have a clear pay structure. The healthcare leaders need to put in place a platform to facilitate professional development.
ReferencesKarageorghis, C. I., Terry, P. C., & Dickenson, P. (2011). Inside sport psychology. Champaign, IL: Human Kinetics.
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