Bridging the Motivation Gap in Total Quality

Abstract

Total quality management requires a shift in motivational emphasis from extrinsic rewards and punishments to the intrinsic motivation of workers. Intrinsic motivation is based on positively valued (rewarding) experiences that individuals get directly from their work tasks. After reviewing the strengths and limitations of models of intrinsic motivation proposed by Deci and by Hackman and Oldham, this article provides an integrative model of intrinsic motivation and discusses practical implications for its measurement and enhancement. In doing so, four psychological components of intrinsic motivationare identified. They are a sense of choice, competence, meaningfulness, and progress. Building blocks or foundation conditions that kelp create and sustain each of these components are also identified, along with the managerial actions that promote these building blocks.

Cite this work

No public copy is stored for this record, so only the metadata is cited.

Stored only when both papers are in the corpus — 26 citations exist upstream.

Papers that cite the same references — the relational fallback while embeddings are still backfilling.