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Everyday, we go to work, but, why do we go to work? Because we have to, or, because we want to? We can simply define ‘Have to’ as a need, and ‘Want to’ as a choice.


Whether it is ‘have to’ or ‘want to’ depends on the factors that motivate us to go to work daily. These factors can be categorized into 2 categories: Intrinsic and Extrinsic.


Example of Intrinsic factors:  Passion, Self-Fulfilment and Mastery of Subject.


Example of Extrinsic factors: Monetary Reward, Threat of Punishment.


Studies have shown the when one is intrinsically motivated, greater effort and desire will be put into the task and often, leading to greater output. People who are intrinsically motivated believe that the output is in their own hands. Researchers have also found out that these people approaches stress with stride and handle it in a positive manner.  Studies also reveal that when one is motivated by extrinsic factors, he will pay less attention to enjoyment and satisfaction from the task perform. People who are extrinsically motivated will based their performance on extrinsic factors. Performances and returns share a positive relationship for people in this category. For example, if a worker’s pay is halved, expect him to only produce half the original output. Coercion is a good means to drive output from people under this category, albeit it is a short term solution.


It is rare for one to be employed solely on intrinsic motivation alone. We often hear, ‘You should do something that you are passionate in’. In reality, for most, passion alone does not fill the rice bowl. So, the question is, how do one find the balance?


One of the tools we can use to evaluate this balance is the Equity Theory.


Individual’s Output Partner’s Output

Individual’s Input       Partner’s Input


Equity Theory is based on how fair one perceives his ratio of input and output against another person’s ratio. Output refers to the outcome of one’s effort and input refers to the work put it. Output and input can either be tangible, intangible or a combination of both. Example of outputs includes salary, satisfaction, acceptance and promotions. Examples of inputs are time, effort and money. The subject of comparison does not have to come from the same industry. Perception and relativism are highly significant in this theory because of the intangible elements and the relative nature of the equation.


Fairness exists because of relativism. In retrospect, it seems like it is not a matter of how and how much we are rewarded, but, how the other parties are.


Corporate Social Responsibility (CSR) in Singapore

Each team will be tasked to build a robot together. After which they will be going through the learning session on manual controls and how to control them. This will allow their robots to be unique as compared to the rest. Their final objective will be to pit the robot that they built against man-made obstacles such as to carry items and moving from point A to point B or to going through a maze or to dance! The possibilities is endless! They will then customise a message for the children using the robots built and have it delivered to the beneficiaries.


Learning Objectives


  • To understand that it is not always the results that matter but also the process
  • Engage participant’s imagination and problem solving skills
  • Increase confidence and commitment levels
    Allows greater meaning to giving and helping those in need
  • To tap on each other’s strengths and weaknesses

If you are looking for an exciting challenge with a meaningful element, The Supermarket Race Challenge! will be the program for you! Teams will get to earn cash by attempting a series of challenges along the race, in a bid to earn enough money to purchase essential items for the selected beneficiary. Given a limited time and facing multiple challenges, teams will have to plan carefully and make strategic decisions to optimize their resources, and purchase as many items as possible for a good cause.