Motivational Inducement Systems 
(continued from part 1)

Goal 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.

Reference Source 49,59