IMPACT OF INTRINSIC AND EXTRINSIC MOTIVATION TOWARDS EMPLOYEE ENGAGEMENT

Engagement is the aggregate feeling one has towards his job. It is a step far beyond commitment, an emotional bondage one has towards his job. An engaged employee —speaks positively about the organization to co-workers, potential employees and customers; have an intense sense of belonging and desire to be a part of the organization; and are motivated and exert effort toward success in one’s job and for the company(Aon Hewitt 2014 Employee Engagement Report) Work engagement is most often defined as ‘‘. . . a positive, fulfilling, work related state of mind that is characterized by vigor, dedication, and absorption’’ (Schaufeli & Bakker, 2010; Schaufeli, Salanova, Gonza´ lez- Roma´ , & Bakker, 2002, p. 74). When employees are engaged they give their full potential for the organization which in turn acts as impeller in driving financial performance. The fact that some people are engaged while the others non-engaged is due to one important factor Motivation. Motivational dynamics have changed dramatically to reflect new work requirements and changed worker expectations with its dual factors Intrinsic and Extrinsic Motivation. Intrinsic motivation is the behaviour which is exerted when performing an activity for an inner desire rather than external desire of getting a reward or any benefits and Extrinsic Motivation is the behaviour which is exerted when performing an activity to earn a reward. Employee engagement is an individual employee cognitive, emotional, and behavioral state directed toward desired organizational outcomes (Shuck and Wollard, 2010, p.103). Both intrinsic and extrinsic motivational factors play a crucial role in motivating employees which in turn can act as a best tool for Employee Engagement