Dr Stacey Parker
speaker
71 appearances
1 recordings
1 series
first heard Aug 2026
last heard 2 Aug
Dr Stacey Parker’s voice in public audio — every appearance, attributed to the second.
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recordings per month · last 12 monthsRecordings per month over the last 12 months — 1 in all, peaking in Aug 2026 with 1.
Appearances
And then moving along, it becomes more internalised and more the high-quality motivation we'd want to see in our employees.
And so we have identified motivation, which is where you identify with the goal of a mission.
You think it's important what you're doing.
And then intrinsic motivation, where it's just interesting or fun or enjoyable to do inherently.
And those identified and intrinsic motives are what we would call more autonomous or internalized or I want to motivation.
And that's the type of motivation that
you know, decades of research, meta-analysis after a meta-analysis finds it's not only great for performance and also complex forms of performance, proactive performance, creativity, innovation, helping others, pro-social behavior at work, citizenship, but also well-being.
So people can perform really well and feel well.
It's like that's the golden piece of the puzzle.
They can occur together.
You don't have to be entirely motivated one way.
And so you can have profiles of motivation where you're a bit more highly motivated in a number of different ways.
But what's important is making sure that you cultivate that I want a motivation.
And if you do
you know, exist in an industry where it is important competitively to have cash bonuses and it's part of the norm of attracting and retaining key talent.
You need to make sure you protect that, you know, I want your motivation and put good structures in place so that I have to motivation and those perks.
Yeah.
So you don't accidentally undermine that beautiful intrinsic motivation.
Mark.
Oh, well, there's lots of different ways to reward and recognise people, isn't there?
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