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Extrinsic and Intrinsic Motivation and Leadership Training

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How does motivation create and train leaders?

Describe how intrinsic and extrinsic motivation is used in your workplace.

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How does motivation create and train leaders?

Motivation creates and trains leaders by encouraging forward momentum. People who are motivated to succeed are those who look forward, work with energy and enthusiasm, and "are far more effective and productive than those lacking that spark" (Gaines & Wilson, 2006). Motivation helps individuals work towards a solution; this is a function of leadership. Motivation also inspires individuals to have a vision or belief in what could be another important factor of leadership. Motivation encourages individuals to develop good work habits. This is because individuals want to make progress, solve issues, develop solutions and continue on the path to success. Those individuals who are motivated tend to enjoy their work, thus enthusiasm is generated. Others in the workplace will often look ...

Solution Summary

This solution discusses how motivation creates and trains leaders, and how intrinsic and extrinsic motivation is used in the workplace. Includes APA formatted references.

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Interviewing a Bank Manager

**Please pretend you are interviewing someone who has a Senior position at a Bank.

Please provide details on the results of an interview that you will conduct in person with a manager of a bank.

1) This person must hold some type of supervisory, management or leadership position within the organization that you have selected.
2) The response should not be a verbatim recitation of the results of the interview.
3) Be sure to include questions in the appendix for this interview.


a. Write and organize the interview with the appropriate headings and sub-headings.
b. Introduction: this section should include the name and title of the manager who you interviewed and when the interview was conducted. You should also include a very brief description about the organization's mission and goals.
c. Competing Values Roles: this section should describe in detail those roles from the competing values framework (Broker, Innovator, Facilitator, Producer etc.) that you believe this manager plays in his/her current position. Identify the role (s); include a description of the key characteristic of each role(s) and include 2 examples from the results of your interview for each role that you have identified that prove/provide evidence that your interviewee is using this role competency in their leadership position. **This requires you to have a very good understanding of the competing values roles and how they work in a real-life management situation.
d. Transformation from "I" to "We": this section should explain what is meant by the phrase "making the transformation from "I" to "We". Then explain in your opinion whether you believe that based on the results of your interview and what you have observed, if your interview has completed this transformation. Provide 2 specific examples to support your viewpoint. You may conclude that this transformation has not been accomplished or the interviewee is still on his/her authentic journey. Provide support through illustrations for your opinion. ** In order to accomplish this you must figure out how to ask specific questions that will help you to determine your interviewee's progress along the authentic leadership journey.
e. Motivations: this section should explain the differences between extrinsic and intrinsic motivations and provide two examples of each kind of motivation. Include in this section, whether in your opinion, based on the results of your interview, information about what appears to motivate your interviewee in their leadership position. Provide two examples from the interview to support your observation. ** In order to accomplish this you must figure out how to ask specific questions that will help you to determine your interviewee's motivations.

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