Intrinsic motivation is a subject that receives sporadic, low key coverage in human resources (HR) management. Interest tends to peak periodically when a well-publicized, non-HR professional criticizes the use of extrinsic rewards and suggests intrinsic rewards as a more effective alternative. Periodic surveys on employee engagement levels mention the importance of specific intrinsic factors but lack a full discussion of the general topic. Otherwise, little is said in the current HR literature about using intrinsic rewards. The fallout is that many HR professionals may not realize how important intrinsic rewards are to employees, how satisfied they are with what they have and what, if any, actions should be taken as a result.
When they design a job, compensation professionals generally devote little time addressing employees' intrinsic motivational needs. Their primary focus is to design a job that allows an employee to get the work done efficiently and at an appropriate level of compensation. Daniel Pink's 2010 best-selling book, Drive, has caused many people to look at the job itself as a source of intrinsic motivation, especially for knowledge workers. This development gives us a needed push to reexamine the motivational value of the job itself and to consider probable reasons why this aspect of job design lacks emphasis.
Studies of management fads document the typical characteristics of these costly but ultimately disappointing ideas, and the total rewards concept bears many of the markings.
According to certain thought leaders, the research–practice gap in compensation management is an important issue, but our ability to understand and make final judgments about it is hindered because important pieces of information are missing. Studies are lacking that show whether compensation professionals are out of touch with research findings, the practical value practitioners place on academic research and the reasons why academics have shown little interest in conducting research in compensation management. This article explains why it is difficult to assess the gap’s seriousness in the current state of knowledge.
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