Intrinsic motivation involves completing a task for pleasure or enjoyment. Extrinsic motivation involves completing a task to avoid punishment or to earn a reward.
What is intrinsic motivation?
Intrinsic motivation occurs when we act without any obvious external reward. We simply enjoy an activity or see it as an opportunity to explore, learn, and realize our potential. In other words, we are performing the activity for some internal goal, not some external reward. In this case, the behavior itself becomes the reward.
For example:
- Cleaning the house because you enjoy its tidiness.
- Playing a game of soccer because you love the sport.
- Reading a book on a topic you are interested in.
- Solving a puzzle because you enjoy the challenge.
What is extrinsic motivation?
Extrinsic motivation relates to money, fame, etc. Extrinsic motivation refers to behavior driven by external rewards. These rewards can be tangible, such as money or grades; or intangible, such as praise or fame. Unlike intrinsic motivation (which arises from within the individual), extrinsic motivation focuses entirely on external rewards.
People with extrinsic motivation may continue to perform an action even if it doesn't bring them joy or satisfaction. For example, doing a job they dislike to earn money.
Here are some other examples of extrinsic motivation:
- Cleaning the house so your roommate won't scold you.
- Playing a game of soccer because you want to win a title.
- Reading a book because you want to get good grades at school.
- Answering a quiz because you want to win a prize.
Intrinsic vs. Extrinsic Motivation: Which is better?
Although the carrot-and-stick management approach has been used for generations, rewards and punishments often only yield short-term results. When good performance is closely linked to rewards, employees with external motivation will not take on additional responsibilities unless it brings money, prestige, etc.
Meanwhile, the fear of punishment will cause employees to quickly leave the company. While employees may work harder in the short term to avoid punishment, their level of engagement tends to be very low.
Therefore, intrinsic motivation is often emphasized. Intrinsic motivation is a method of achieving goals and completing tasks more effectively and sustainably.
Applying intrinsic motivation in the workplace
Intrinsic and extrinsic motivation do not exist independently of each other. And when they are combined, employee performance is enhanced. Therefore, in addition to rewards and punishments, managers should also build intrinsic motivation for their employees.
Building Positive Relationships
Building positive relationships between employees and between employees and managers creates a positive work environment; naturally fostering intrinsic motivation, leading to higher productivity. When employees like and respect their colleagues/supervisors, they will work more actively because they feel satisfied supporting team members in completing their work well.
Showing Employees the Value Their Work Brings
Understanding the value and how their work affects the success of the business can change employees' perspectives. Instead of believing their contributions are as small as a drop in the ocean, employees will be passionate about their work when they see that what they do is indispensable to the company's growth.
Assign New Tasks to Your Employees
While specialization can increase productivity, repeating the same task every day can lead to employee boredom. You should also understand that many people find their work exciting because it's challenging. When the challenge disappears, motivation vanishes. Therefore, you should assign them new tasks. This will both motivate them and allow them to learn new skills for career advancement.
Source: Compiled
