Answer:
One of the generally agreed-upon starting assumptions about work motivation in the international arena is that the motivation process is influenced by a combination of intrinsic and extrinsic factors. This perspective is often rooted in theories of motivation such as Maslow's Hierarchy of Needs, Herzberg's Two-Factor Theory, and Self-Determination Theory.
1. **Intrinsic Motivation:** This refers to motivation that comes from within an individual. It involves engaging in an activity because it is personally rewarding and enjoyable. For example, an employee may be intrinsically motivated to complete a challenging task because they find it intellectually stimulating or fulfilling.
2. **Extrinsic Motivation:** Extrinsic motivation, on the other hand, involves external factors that drive individuals to perform certain tasks or behaviors. This can include factors such as rewards, recognition, or the fear of punishment. For instance, an employee may be extrinsically motivated to meet a sales target because they will receive a bonus for achieving it.
In the international arena, it's generally accepted that both intrinsic and extrinsic factors play a role in motivating employees. However, the relative importance of these factors can vary from one culture or context to another. Cultural differences, societal norms, and economic conditions can influence how individuals are motivated at work.
Additionally, it's important to note that individual differences also play a significant role in work motivation. Some employees may be more driven by intrinsic factors, while others may be more responsive to extrinsic rewards. Effective management and leadership in an international context often require an understanding of these motivational factors and the ability to tailor motivational strategies to suit the specific needs and preferences of employees in different cultural settings.
Step-by-step explanation: