Introduction

In today’s competitive and volatile business environment, employees motivation is an issue

of paramount significance. According to the finding of many researches conducted in this
area, one of underlying factors of successful organisations is the performance and dedication
of their employees to their respective organisations. These findings show that giving
reasonable and sufficient attention to human resource of an organization has indispensable
roles in the overall performance of an organization. Given this, the main issue to be
considered here is the issue of employee incentives. As it’s known, Employee motivation
develops in one of two ways. The fist way is Intrinsic motivation which comes from within,
driving you to succeed based on inner goals and ambition. The second one is Extrinsic motivation
that comes from external sources, motivating you with incentives to push your performance. As a
matter of fact, Both intrinsic and extrinsic motivation carry distinct advantages, and disadvantages.
Taking these facts into consideration, today we are going to analyse different incentive approaches
being used by Addis Media Network to inspire its employees and facilitate its performance. For the
sake of simplicity, we will present our analysis ( As we were able to understand from our short visit
at AMN) by dividing it into three sections. In the first section, we will be discussing the short
profile of AMN. Moving on, we will present the motivation Approaches of the organisation. Lastly,
we are going to present some downsides and upsides of extrinsic and extrinsic approaches within
the context of ADM.

Brief Profile of Addis Media Network

Addis Media Network is one of the governmental medias of our country. As all medias,
Addis media has also its own types of motivation it gives for its employees and compensation
systems. Addis media have been popular for its different contents on television and its
working system. In AMN there are eight division. Among them the managing division ,
technology division and content creator division are the main. The AMN has a vertical
structure consists of the top level management , middle level management and the lower level
management (departmental level).

AMN contains 575 employees including the management board.

The routine by which instructions and communication flow from the top to the bottom of a
business helps the organization to explain who is answerable to whom. Also AMN is
committed to maintaining good corporate governance in order to protect the interest society
and also the employees .Consequently , following the vertical hierarchy and good governance
the AMN achieved a great success. Here are some of the achievements regardless of the
good internal process in relative to 5 years ago.

 There is 24 hour full time program and the organization’s human resources increased
by 30%
 In addition to magazine different platforms are introduced different languages are
used to address the whole society

Motivation Approaches used by Addis Media Network

Generally speaking, there are two kinds of motivation ,Intrinsic and Extrinsic. Intrinsic
motivation is defined as the doing of an activity for its inherent satisfaction rather than for
some separable consequence. When intrinsically motivated, a person is moved to act for the
fun or challenge entailed rather than because of external products, pressures, or rewards.
While Extrinsic motivation is defined as a motivation to participate in an activity based on
meeting an external goal, garnering praise and approval, winning a competition, or receiving
an award or payment.

In this regard, we can confidently say that ( As we observed from our visit of
the organisation) Addis Media Network uses both approaches of
motivations( Intrinsic and Extrinsic ) to inspire its employees . As such, Addis
media Network supports and motivates individuals in learning and development opportunity
throughout their career. The AMN considers training in some subjects to be so important that
it is 9mandatory. This is referred to as " core AMN mandatory training "

Some of intrinsic motivations that AMN gives for their employees include Getting involved
in the decision-making process, Seeing the impact of one's work in a bigger picture, Being
able to learn and grow while working. To put in another words, The AMM promotes the 70-
20-10 view to learning and development enables employees to discover and refine their job
related skills ,make better more informed decisions, address challenges and interact with
influential peoples within work settings. Example include project work, work Shadowing,
attachments, secondments or exchanges and hot exchanges
It also has a broad range of formal training courses offered under a series of subject areas
including leadership ,production ,technical ,journalism and management interpersonal skills
courses. Also AMN promote mandatory training, time off training and funding/ costs of
training. For example, Since 2008 after those trainings professional qualification gained ,

 It gives graduates experience of a working environment .

 It graduates gain the skill required to work permanently for the organization
 Employees are more motivated , for their standard of work improved through training

When we come to Extrinsic motivation , AMN strives to use Extrinsic motivations to

increase the performance of his employees, thereby resulting in the increased performance of
the organisation as the whole. For instance, it gives for their employees financial or tangible
rewards such as pay raises, bonuses, and benefits ,public recognition, and avoiding some
kinds of punishment. To put clearly, AMN believes that an Extrinsic motivation is a
powerful way to drive behaviours and reward employees for their efforts, dedication and
quality performance.

Strength and Weakness of AMN Approaches to Motivation

In the preceding sections of our analysis, we have seen that AMN uses both
intrinsic and extrinsic approaches of motivations to inspire it’s employees. In
this section of our analysis, we see strengths and shortcomings of those
approaches. For the sake of convenience, let’s start from extrinsic approaches
of motivations.

Strength of Extrinsic Approach to Motivation

Extrinsic motivation has many things to do in an organisations. For one thing, it maintains
positive relationships. In the workplace, employees may be more likely to work
collaboratively with one another in order to preserve the well-being of their professional
relationships. Increased cohesion among team members may lead to enhanced
communication, improved productivity and increased quality of work. It also improves
employees satisfaction, When employees feel rewarded for their efforts, they may feel more
satisfied with their job performance and place of employment. This shows that It's important to use
extrinsic motivation as a way to show your appreciation for your team and their efforts. Happy
employees who feel valued may be more likely to contribute their best work and engage in long-term
relationships with their employers.

Limitation of the Approach

Although it’s recommendable to use Extrinsic factors to motivate workers, extrinsic

motivation does not always work best; sometimes it can make employees perform poorly at
certain tasks. For instance, studies reveal that high stake rewards, like cash bonuses, can
hinder cognitive capacity because they shift worker’s focus away from the task and onto the
outcome. They can become preoccupied with rewards and all the things that come with them,
such as their social status, instead of just doing the work. Extrinsic rewards also tend to
narrow the focus of employees on a defined goal and reduce their ability to see other
possibilities, hindering creativity. Studies find people perform worse on tasks requiring
imagination and ingenuity when they are offered extrinsic rewards, such as higher pay.

Strength and Weakness of Intrinsic Approach

Same to extrinsic incentives, intrinsic motivation has both upside and down sides. To
begin with its strength, the first and foremost advantage of intrinsic motivation is that
employees having intrinsic motivation can work for long hours because they are passionate
about working on a particular task and where passion is involved time loses importance.
Hence such employees do not need any biometric attendance or any time schedule or
attendance registers as they are motivated to complete the task at any cost which makes the
task of the company very easy. In addition, they reduce the risk of losing employees.
In the business world, employees tend to switch jobs and go to other companies moment they
get a good salary package but in the case of intrinsic motivate employees there is no such risk
because such employees are not working for rewards or money rather they are working for
their passion and where passion is involved no price tag can allure the employees towards the
competitor companies and hence there is no risk of the company losing its employees to other
companies in the industry.
When we come to its limitation, The biggest disadvantage of intrinsic motivation is that it is
very difficult to find an employee who is intrinsically motivated because the majority of
employees work in the company in anticipation of rewards and financial incentives and hence
if the company depend on only intrinsic motivation as a way of doing the work then it will
find itself in a situation where no work will be completed on time resulting in financial loss
as well as loss of reputation of the company in the market.
 Generally putting, As two kinds of behaviour drivers on the extreme ends of a spectrum,
extrinsic and intrinsic motivation have entirely different but one-sided outcomes. Eventual
loss of efficiency is a risk that often follows the instant success of external motivators.
Internal motivation has the ability to keep the momentum going for a longer period, it has
limited sustainability. It also explores the finer aspects of joy, a sense of accomplishment, and
fulfilment. However, there is a risk of emotional exhaustion if not compensated with external
rewards. Therefore, the management of AMN should assess their employees’ specific
motivational factors to decide the right blend of internal and external motivations.

Conclusion
It is undeniable fact that no organisation or system can do away with extrinsic motivation
because the need it to motivate their employees to get the maximum performance they can
put into effect. External rewards have always worked, as it’s the case with AMN. However,
external motivation in isolation is impractical for all the parties involved. For long-term and
sustainable results, an integrated approach to motivation is the only way forward. And how
an organisation chooses to combine extrinsic and intrinsic motivation as they strive towards
their goals decides their fate. Therefore, we would like to recommend AMN to use these
approaches of motivations in the best possible combinations to develop their overall
performance.