Book review

Abstract

Intrinsic and extrinsic motivation autonomy continuum extends from amotivation (a state of apathy/indifference because either the skill is lacking or value of the activity is not understood) to extrinsic motivation (external regulation, introjection [ego involvement, self-esteem], identification [value the outcome and, therefore, voluntarily engaged] and integration [activity aligned to the individual’s value system]) to intrinsic motivation (inherent joy of doing the activity) as shown in Figure 1. Absence of needless pressure, providing wider choices to employees, structuring tasks that are optimal level of challenge and a caring work environment have empirically shown to increase intrinsic motivation of workers across industry sectors. Several non-monetary levers (career development, work environment, skill building, meaningful and purposeful work, flexible work timings, etc.) have shown to increase intrinsic motivation, which is the most stable form of motivation that continues for a long time.