An incentive conflict arises when an individual faces a dilemma involving multiple competing positive or negative incentives. These situations can significantly affect decision-making and behavior, especially in organizational settings.
Since Kurt Lewin’s work in 1935, three primary types of motivational conflicts have been identified, often supplemented by a fourth. These conflicts are rooted in the psychological forces of appetence (attraction) and aversion (avoidance):
1. Appetence-Appetence Conflict
This occurs when a person must choose between two equally attractive alternatives that are mutually exclusive. For example, selecting between two appealing job offers can create internal tension due to the fear of missing out on one opportunity by accepting the other.
2. Aversion-Aversion Conflict
Here, a person faces two undesirable options and must select the lesser of two evils. An example is deciding between taking on an unpleasant work task or accepting a salary reduction.
3. Appetence-Aversion Conflict
Also known as an approach-avoidance conflict, this occurs when a single option presents both attractive and unattractive elements. A typical scenario would be an offer for temporary international employment: while the opportunity may seem exciting and career-enhancing, it might also threaten personal stability or relationships.
4. Double Appetence-Aversion Conflict
In this more complex form, the individual must choose between two alternatives, each of which has both positive and negative aspects. For example, comparing two job roles where one offers more pay but less flexibility, and the other more freedom but slower career growth.
These types of incentive conflicts can undermine the effectiveness of organizational incentive systems. In the context of personnel management, this means that if an employee seems unmotivated, it may be necessary to examine whether such a conflict is present and how it can be resolved.
Understanding and addressing incentive conflicts is essential for designing motivational strategies that genuinely resonate with employees.
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