internalization is the motivating source when the successful completion
of a task helps fulfill important organizational goals that the
individual has internalized into his/her own value system.
Therefore, the task system induces motivation from all four of
these sources (i.e., intrinsic process, internal and external
self concept, and goal internalization) in significant ways.
The Managerial Inducement System
This inducement system also energizes, directs, and sustains behavior
through a number of sources. Transactional leadership style
is based on exchange relationships and is best utilized with individuals
who are primarily instrumentally motivated. Socio-emotional
leadership style provides an important source of social feedback,
and is especially effective with other-directed individuals.
Task leadership style provides inner-directed individuals with
important task feedback regarding traits, competencies, and values.
Leadership style, in terms of conditional/unconditional feedback,
impacts one’s self perception as well as one’s self esteem.
It is affected by the employee’s ability to attribute task results
to him/herself, depending on whether the leader is autocratic
or participative. Lastly, transformational leadership style
motivates by appealing to values and interests of the organization
that have been internalized by the employees.
Social Inducement System
Under this inducement system, instrumentally-motivated individuals
respond to norms and sanctions enforced by the work group or organization.
These norms and sanctions provide both rewards and punishments
that direct and sustain behavior. With regard to the self
concept, individuals are motivated to demonstrate the traits,
competencies, and values which are important to the work group.
Thus, the social system provides the social feedback regarding
one’s level of these attributes.