Five Extrinsic Factors in Hunter’s Theory of Motivation This paper will list and describe the five extrinsic factors in Madeline Hunter’s theory of motivation – a theory which can be, in the interests of clarity, simply identified as the “extrinsic theory.” In exploring each of the five factors, the paper will also provide examples of each factor in operation within the context of the work environment. In the final analysis, it would appear as though the only way that organizations can prompt people to work harder and more productively at a job is if the organization has some kind of external force that impels employees to engage more passionately with their work-related tasks; intrinsic motivation is something that people are, literally,...The end:
.....adds up to even more no-shows,” para.1-15). To end, this paper has disclosed the five extrinsic factors Madeline Hunter deems most important in sparking motivation amongst workers; clearly, the absence of any of them will negatively diminish the capacity of an organization to spark high levels of emotional and intellectual engagement from workers. With that in mind, Madeline Hunter is required reading for any senior human resources officer. Works Cited College of Du Page. “Motivation.” 1998. 28 Jun. 2009 <http://www.cod.edu/course/Mgt100/MgtMotiv.htm#Intrinsic>. “Poor Morale Adds Up to Even More No-Shows.” 12 Oct. 2007. 29 Jun. 2009 <http://www.telberg.com/telbergblog/archives/769-Poor-Morale-Adds-Up-to-Even-More-No-Shows.html>.