The Motivation

1. Literature review

To provide a bit of background on the motivations behind pro-social behaviour we draw on Benabou an Tirole (2006). They argue that pro-social behaviour reflects the mix of two underlying motivations: extrinsic ( material rewards) and intrinsic (instrumental altruism).

The extrinsic motivators can have an immediate and powerful effect, but it will not necesarily last long.The instrinsic motivators, which are concerned with the quality of working life ( a phrase and movement emerged from this concept), are likely to have a deeper and longer term effect because they are inferrent in individuals and not imposed from outside. ( Michael Armstrong, 2001)

The motivation for the work is primarily a personal matter,but it can be influenced by policies and organizational strategies. ( Adriana Prodan, Anton Rotariu, 2006)

Compared to internal motivation, the external must be smaller, because it doesn’t stimulate a qualitative performance at work, it generates individualistic orientations (lack of responsibility). However, he thinks that in the current state of firms, the external motivation is much higher than internal motivation (threat of job loss).(Florin Paşa, 2009)

Based on the „hierarchy of needs”, people gives priority first to income and security, but once these are met, their priorities will shift to higher order self realization needs. If they are better paid, they focuses more on the intrinsic motivation. In the same time, the absence of income deprivation and insecurity will only lead to a shift from extrinsic to intrinsic preferences that allow for self-development.( Maslow 1954, Alderfer 1969, Inglehart 1977).

Intrinsic rewards were seen to be an additional source of possibile rainforcers that could serve to motivate behavior in the absence of or in addition to the motivation to satisfy a biological deficit or to receive an extrinsic reward or to avoid punishment.(C. Samsone, 2000)

According to Adrian Stanciu (2011), people really put heart and dedication in what they do and their work really matters to them. The meaning of work is something that makes us to put more effort in what we do and to give less importance to external incentives.

Certainly every employee is satisfied when he receives money, but this gratitude can be also something related to the soul, when he hears from his boss "thank you" or "bravo". Appreciation for the work they do is important for employees.(Hemangi Harankhedkar, 2011)

Extrinsic motivation is of considerable significance within a company, while intrinsic motivation cannot easily be generated and may even be undesirable in certain circumstances, but, on the other hand, extrinsic motivation cand be more accurately targeted and offers a means of maintaining discipline. ( B.S. Frey, Margit Osterloh, 2002) Also, to fill the previous statement, Maria Nicutar ( 2011) believes that To lead the company to profitability managers need to use money as motivation tools.

In terms of employee motivation from Romania in 2011, the consultant said that the best methods are part of positive feedback and emphasis on training.( Ana Ber, 2011)

It is important for managers to focus on the top non-monetary motivating factors: open communication, recognition, career development plan and the ability to make a difference at work.( Paul Falcone, 2002)

The managers must implement as many non-financial incentives (internal seminars, feedback on performance, expressing more encouragement than criticism, jobrotation or non-business internal competitions) to avoid pay cut as much as we can. ( Mihaela Perianu, 2011)

2. Work cases

Primary

1. The employed students from Ects are motivated, in generally, extrinsic at the workplace

The employed students from Ects are motivated, in generally, intrinsic at the workplace

Secondary

Extrinsic

1. The employed students are motivated by the financial offer.

2. The employed students are motivated by recomandations from previous workplaces.

3. The employed students are motivated by the facilities offered at the workplace (car service, phone, food -vouchers)

Intrinsic

1. The employed students are motivated by the prospective of developing comunications skills in various international languages.

2. The employed students are motivated by the prospective of acquiring new experience which lead to personal development.

3. The employed students are motivated by the posibility of a promotion, challange, or satisfaction

3. Research methodology

Purpose: To find out the main criteria to motivate the employed students from ects in choosing they’re workplace.

Main objective

Determining the proportion of students who are motivated intrinsically / extrinsically at they’re workplace , until 13.12.2011

Secondary objective

1. To determine the methods that employers should apply ,in Iasi, to stimulate young employees, until 13.12.2011

2. Factors that cause employee students to choose one of the two motivation methods.

To achieve this research we choose the quantitative method, survey by questionnaire. We choose this instrument, because we don’t intend to describe the individuals, in particular, but to obtain a profile of the concerned population.

The questionnaire consists of six questions, including: two closed questions, a question that is uses to differentiate the importance scale, a question that uses Likert scale, a question of proportion scale and one with ordinal scale.

4. Application of research instrument

The questionnaire was applied to a sample of 30 persons, students of ECTS specialization, second and third year of the Faculty of Economics and Business Administration, Iaşi.

The research was conducted in the faculty, between 5 to 9 November, through direct contact with subjects, so with the guarantee that the obtained data are accurate.