Consider the following question: Is it possible for a manager to motivate an employee? Write a 350- to 700-word response explaining your answer in terms of intrinsic and extrinsic motivation.

i have this so far: I need 227 more words.
Yes, is it possible for a manager to motivate an employee. A manager can offer some kind of reward such as money.

I say that "extrinsic" means "externally" or "from without", "intrinsic" means "internally" or "from within". If you feel acutely drawn to the field you are in, that is intrinsic. Extrinsic motivation comes from something outside of you. People perform better when they do something because they want to instead of they have to.

You can also consider these extrinsic motivations:

The employee could get flexible hours, more time off, better health care, more retirement benefits.

Intrinsic benefits include praise from the boss. Probably the most important intrinsic benefit, though, is to have the boss listen to the employee and act (when possible) on the employee's suggestions. The employee needs to feel valued by the company.

ok now i need only 62 more words

Intrinsic and extrinsic motivations play a significant role in understanding whether a manager can motivate an employee. While it is true that a manager can offer rewards such as money as a form of extrinsic motivation, it is important to explore both intrinsic and extrinsic motivational factors that can influence employees.

Firstly, let's delve into intrinsic motivation. Intrinsic motivation refers to the internal factors that drive an individual to engage in certain behaviors because they find them inherently satisfying or enjoyable. In the context of work, intrinsic motivation can come from a sense of purpose, personal growth, or the fulfillment of individual needs.

As a manager, fostering intrinsic motivation requires creating a work environment that encourages autonomy, mastery, and purpose. By providing employees with challenging tasks that allow them to develop new skills and grow professionally, managers can tap into their intrinsic motivation. For instance, allowing employees to take ownership of projects or decision-making processes can provide a sense of autonomy, which often leads to higher satisfaction and motivation.

Additionally, establishing a clear purpose and emphasizing how an individual's work aligns with organizational goals can enhance intrinsic motivation. When employees understand the significance of their contributions and how they fit into the bigger picture, they are more likely to feel motivated and fulfilled.

On the other hand, extrinsic motivation refers to external incentives that drive an individual's behavior. These incentives can include tangible rewards such as financial bonuses, promotion opportunities, or recognition. While extrinsic motivation can be effective in motivating employees, it is important to note that its effects tend to be temporary and may not always result in long-term commitment or job satisfaction.

When it comes to using extrinsic motivation as a manager, it is crucial to consider both the type and the frequency of the rewards. For instance, monetary rewards can be motivating, but they should be fair and consistent to avoid creating a sense of entitlement or unfairness among employees. Regularly acknowledging and recognizing employees' accomplishments and efforts, either through public recognition or rewards, can also have a positive impact on their motivation.

However, excessive reliance on extrinsic rewards without addressing the intrinsic factors can lead to a "carrot and stick" approach, where employees merely focus on the external rewards rather than deriving true satisfaction from their work.

In conclusion, while a manager can certainly use extrinsic motivation, such as financial rewards, to influence employee behavior and performance, it is equally important to nurture intrinsic motivation. By creating a work environment that fosters autonomy, mastery, purpose, and recognition, managers can tap into both intrinsic and extrinsic sources of motivation, leading to higher levels of employee engagement, performance, and job satisfaction.