Istilah Glosari

Glosari Pengurusan Sumber Manusia dan Syarat Faedah Pekerja

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Intrinsic rewards

Intrinsic rewards are typically internal, meaning they come from within the employee and are related to effort and ability. These types of rewards provide a sense of accomplishment which increases employee motivation.‍

Intrinsic rewards are more about self-fulfilling or self-satisfying needs because they are internal and don't depend on external factors for their fulfillment. For example, a worker may be motivated by the challenge of a particular job assignment or task or the opportunity for self-development, such as climbing the career ladder.

What are intrinsic rewards?

Intrinsic rewards are internal factors that motivate employees to want to complete specific tasks and projects. These rewards are imparted by the psychological nature of our abilities, feelings, and actions. They include such things as personal satisfaction, pride, and self-esteem.

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Why are intrinsic rewards important?

Intrinsic motivation is self-motivation: Doing things because you want to, not because you have to. It's about enjoying your work and finding fulfillment, even if no one else knows about it.

Employees who have intrinsic motivation are more likely to be engaged and productive. Here are some reasons why:

They are happier and less stressed, which means they can focus on their task better.
They are more likely to think outside the box because they aren't focused on meeting specific goals or earning a paycheck.
They take greater ownership of their work and strive for excellence in everything they do.
They care about doing a good job — even if no one else looks over their shoulder!

When should intrinsic rewards be used in the workplace?

When you want to motivate employees to go above and beyond.
When a task has no clear goal or when the goal is vague and unclear.
When you want to ensure long-term happiness and success at work.
When you want a group of people to work together on a project, which requires creative work.

How does intrinsic reward work?

Intrinsic rewards are internal, personal, and self-rewarding. This type of reward is independent of outside forces or social obligations.

The way intrinsic motivation works is pretty simple. Instead of motivating yourself to achieve an external reward, you focus on the internal rewards of a task. This type of motivation tends to work with long-term projects that offer little results. Intrinsic rewards are usually associated with happiness, mental stimulation, and fun.

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What are the different types of intrinsic rewards?

Intrinsic rewards can be divided into two types:

Autonomy refers to the feeling that you control your actions and how you spend your time. People feel autonomous when they can use their skills and abilities to achieve important goals. This includes having control over their schedule, working in an environment that supports their values, and setting goals for themselves.
Purpose refers to having a meaningful reason for doing something, such as helping people or contributing to society. It's essential for people to feel like what they do matters and contributes positively to others' lives — otherwise known as self-efficacy or self-esteem.

What are the advantages of intrinsic rewards?

The advantages of intrinsic rewards include:

Long-term motivation
Stronger brand loyalty
Quick and easy to implement
Increase productivity and performance
Increased employee retention and reduce turnover

Tinjauan nadi pekerja:

Ini ialah tinjauan pendek yang boleh dihantar dengan kerap untuk menyemak pendapat pekerja anda tentang sesuatu isu dengan cepat. Tinjauan ini mengandungi kurang soalan (tidak lebih daripada 10) untuk mendapatkan maklumat dengan cepat. Ini boleh diberikan secara berkala (bulanan/mingguan/suku tahunan).

Pertemuan satu lawan satu:

Mengadakan mesyuarat berkala selama sejam untuk sembang tidak rasmi dengan setiap ahli pasukan ialah cara terbaik untuk memahami apa yang berlaku dengan mereka. Memandangkan ia adalah perbualan yang selamat dan peribadi, ia membantu anda mendapatkan butiran yang lebih baik tentang sesuatu isu.

eNPS:

eNPS (skor Promoter Bersih pekerja) ialah salah satu cara paling mudah lagi berkesan untuk menilai pendapat pekerja anda tentang syarikat anda. Ia termasuk satu soalan menarik yang mengukur kesetiaan. Contoh soalan eNPS termasuk: Sejauh manakah anda mengesyorkan syarikat kami kepada orang lain? Pekerja menjawab tinjauan eNPS pada skala 1-10, di mana 10 menandakan mereka 'berkemungkinan besar' mengesyorkan syarikat dan 1 menandakan mereka 'sangat tidak mungkin' mengesyorkannya.

Berdasarkan maklum balas, pekerja boleh diletakkan dalam tiga kategori berbeza:

Penganjur
Pekerja yang telah bertindak balas secara positif atau bersetuju.
Pengkritik
Pekerja yang telah bertindak balas secara negatif atau tidak bersetuju.
pasif
Pekerja yang kekal neutral dengan jawapan mereka.

What are the disadvantages of intrinsic rewards?

The disadvantages of intrinsic rewards include:

It's hard to measure their value
They take a long time to develop
They are not guaranteed to be consistent
The more you have, the less effective they become
You can't pay people to do something they don't want to do
They can lead to a lack of motivation if they are not seen as fair or socially-valued by others

What are examples of intrinsic rewards?

The following are examples of intrinsic rewards:

The pride of accomplishment
Learning and self-improvement
Recognition for doing a good job
Involvement in a creative process or project
Being recognized by your peers for something you did

What is the difference between intrinsic and extrinsic rewards?

Intrinsic rewards:

Intrinsic rewards are internal motivators
They come from doing something you love or find interesting
Doing something because you want to do it

Extrinsic rewards:

Extrinsic rewards are external motivators
They come from doing something that’s expected of you or gets a reward in some way
Doing something because you'll get something in return if you do it well

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