According to his research, extrinsic rewards, particularly “if-then” or “contingent” rewards (“if you do this, then you’ll get that”) snuff out all self motivation and creativity, regardless of task or age. So states Daniel Pink in his engaging book Drive: The Surprising Truth About What Motivates Us. Deci (2000),Intrinsic and Extrinsic Motivations: Classic Definitions and New Directions.Do rewards motivate people? Absolutely: They motivate people to get rewards! Journal of Personality and Social Psychology, Vol. Deci (1971), Effects of Externally Mediated Rewards on Intrinsic Motivation. Think about it: what can you do to increase relatedness, competence and autonomy for your co-workers? It might be an unrealistic goal to achieve that everybody is intrinsically motivated but there are means to make work more intrinsically rewarding for them. All in my own pace, for the topic I am currently most interested in. But from the moment I have chosen a topic I have been thinking about for a while I really enjoy it: I do my research (which I love doing), learn stuff and finally manage to condense it down to a single blog entry. Writing blogs – definitely nothing I intrinsically enjoy 😉 I usually postpone it as long as possible. In order to reach that state we must inwardly grasp the meaning and worth of the task at hand.
Third, and most important, only if we feel autonomy and self-determination we will integrate the goal. Yet, if I get enough support from my colleagues and time to prepare them properly, it turns out to be a challenge that I know I can win. Trainings are not my favorite work to do.
This relates to the basic need of competence. Second, we are more likely to adopt, or introject, an extrinsic goal if we feel competent enough to achieve it. This relates to the basic need of relatedness.ĭo you know that feeling? Although you are not very fond of a task, as long as you do it with your favorite colleague it turns out to be fun? So what can we do, to facilitate internalization?įirst, it seems to help if we feel connected to the persons, groups and cultures in which we perform some activity. So the interesting question now is, how do we get to the right end of the spectrum? Not all work related task are per se intrinsically motivating for people. The idea is that motivation goes along a spectrum of relative autonomy (2).
#EXTRINSIC VS INTRINSIC MOTIVATION YOUTUBE HOW TO#
So Leci and Ryan and a couple of other researcher further investigated on how to use extrinsic motivation and make it more autonomous and self-directed. In the world of work, as we all know, it is unrealistic to expect everybody to be intrinsically motivated all the time. Yet positive feedback, also an extrinsic reward, enhances intrinsic motivation as it increases both how we perceive our degree of mastery and competence and gives us positive input for our feeling of social relatedness (1). They naturally reduce our perceived degree of autonomy. We seem to experience this kind of external influences as controllers. It has also been shown that tangible extrinsic rewards like money or bonuses, deadlines, threats and competition pressure for an activity undermine intrinsic motivation. (c) From a short animated summary of ‚Drive‘ (by Daniel Pink) Whoever wants to stimulate intrinsic motivation, foster human development and maintain psychological health needs to fulfill the human basic needs for Autonomy, Competence and Social Relatedness/ Purpose. Intrinsic motivation means that somebody performs an activity because he enjoys it and it is interesting without getting any external reward.Įxtrinsic motivation on the other hand means that the motivation to do some activity comes from receiving tangible rewards, like money or status, or verbal rewards. It explains how to stimulate intrinsic motivation and how it is related to extrinsic motivation. Have you read ‘Drive: The surprising thruth about what motivates us’ by Daniel Pink? He writes about the self-determination theory by Edward L. I will present some theories on motivation and how to apply them to facilitate motivation at work in the following blog entries. Pierluigi talks in his blog about motivational coaching (not recommended) and trying to get intrinsic motivation instead. But what is it? And how can I facilitate it at work? I’m sure you’ve heard about intrinsic motivation.
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