Feeling stuck? Maybe you’re working hard for a reward. Extrinsic motivation is all about those outside goodies that push us forward. This post will show how it works and why it matters to you.
Let’s kick things off!
Understanding Extrinsic Motivation
Extrinsic motivation comes from outside, not from inside your heart. Think of it like getting a gold star for cleaning up or a paycheck for working hard at your job. It’s all about the rewards that wait for you if you do what’s expected.
This type is different from feeling happy to do something just because you like it, which we call intrinsic motivation. In simple terms, operant conditioning plays a huge role here.
It means your actions are shaped by chasing goodies or dodging bad outcomes. 1
Operant conditioning explains how this kind of motivation works: Do well, get a treat; mess up, face consequences. Teachers and bosses use this idea all the time to encourage learning new things or sticking with tough tasks.
Rewards can be anything – money, high marks in class, even praise or applause for doing something great. 2
Motivation drives us forward but extrinsic motivators light up the path with clear rewards.
Characteristics of Extrinsic Motivation
Extrinsic motivation comes from outside of us. We do things for rewards or to avoid trouble, not because we enjoy them.
Driven by External Rewards
People strive for accolades that originate externally. These plaudits can take the form of financial gain or commendations. Receiving a work bonus is a case in point. 1 Similarly, earning the “Employee of the Month” title is another instance.
Such accolades trigger a rush of the brain’s joy-inducing chemicals, such as dopamine. This occurs as a result of operant conditioning associating desirable actions with these external laudations.
Striving for these accolades frequently changes our attention to what we obtain, as opposed to relishing the activity itself. This pursuit for outer rewards can result in dwindling pleasure in our tasks over time. 3 Following, we’ll probe how this emphasis on results molds our actions and decisions.
Outcome-Oriented Focus
Transitioning from the topic of how external rewards motivate us, let’s discuss goal-oriented outcomes. This is about maintaining focus on the desired outcome. For staff and supervisors, this could imply concentrating on achieving sales objectives or finalizing a project by a specific due date to secure those bonuses or bypass sanctions.
It’s akin to running a race with a constant gaze on the final point; you’re aware of the attractive reward waiting if you reach there swiftly. 5
This method proves effective because it taps into our fondness for acquiring things. Whether it’s recognition from your superior or additional funds in your salary, we’re programmed to work for things that provide us with evident advantages.
And here’s an intriguing fact: sometimes, mere knowledge of a potential reward can make even mundane tasks appear worthwhile. 4
A goal properly set is halfway reached. — This implies that when we comprehend clearly what we’re striving for and what we stand to gain, persevering becomes slightly easier.
Common Examples of Extrinsic Motivation
In the sphere of motivation, certain elements prompt us to act due to the rewards we reap. Consider working additional hours to secure that bonus, or studying diligently to be top of the class and enjoy the admiration of your friends.
Earning Financial Incentives
Earning extra money is a big motivator. People work hard for bonuses and higher pay. This type of push is called extrinsic motivation. 1 It means you do things for rewards from the outside, not just because you love what you’re doing.
Think about it like getting a gold star in school, but now, that gold star can buy you coffee.
Some folks might take on jobs they don’t really like just to get that paycheck. Others use credit cards more to get points for flights or gifts. It’s all about those external perks motivating us to hit goals or finish tasks.
So yes, chasing after those financial gains does light a fire under people to get moving and achieve more at work.
Seeking Social Recognition
Everyone likes to be noticed and praised. This is true both at work and on social media. Social recognition drives us because we enjoy approval from others. It feels great when coworkers cheer for our success or when we get lots of likes on a post online. 6
Awards, praise, and competition push us to do better. They make us want to stand out from the crowd. At work, being recognized can make someone more motivated and happy with their job.
In life, feeling appreciated by friends or online followers boosts our mood too.
Avoiding Negative Consequences
Avoiding negative consequences is a big part of extrinsic motivation. For example, a kid might share their toys so they don’t get punished. Adults do similar things in the workplace.
They might work hard to meet deadlines to avoid fines or penalties. Or, they could aim to improve their performance so they don’t get negative feedback from bosses.
This kind of motivation also helps people follow rules and behave properly to steer clear of trouble. Getting time-outs or paying fines are examples where avoiding the bad outcome becomes the goal itself.
It pushes employees and managers alike to keep up with tasks and responsibilities, making sure everything runs smoothly without any hitches.
Benefits of Extrinsic Motivation
Extrinsic motivation can make a big difference at work. It boosts productivity for people of all ages. 4 This kind of motivation also makes it easier to change behaviors and gets people more involved in their tasks.
Some tasks are not fun by themselves. But, adding rewards like money or praise can make them interesting. This is great for things we have to do but don’t really want to.
A pat on the back, though simple, can move mountains.
Using extrinsic rewards wisely helps shift focus from external to internal motives. These rewards give feedback on performance and spark interest in dull tasks. So, they play a key role in making employees keen about their work even if it was boring before.
Limitations of Relying on Extrinsic Motivation
Relying too much on external rewards can hurt how much we enjoy tasks. Think of a study from 1973, where kids got prizes for drawing. Later, they didn’t want to draw as much. This shows the overjustification effect.
It means if we always chase rewards, we may start to care less about what we’re doing unless there’s a prize involved.
This focus on getting things like money or praise can also make us lose sight of important goals. For adults and children alike, depending too heavily on these outside motivations can harm our drive to do things for their own sake.
Plus, it might damage trust and self-respect if people think they’re only valued for what rewards they bring in, not their true effort or passion. 7
Apply Extrinsic Motivation Effectively
To kick things up a notch at work or in class, tapping into extrinsic motivation can do wonders. It’s like finding a secret sauce that spices up routine tasks by adding a dash of external rewards.
In Workplace Settings
In workplaces, keeping everyone motivated is key. Sadly, 68% of workers feel they’re just going through the motions. This disengagement is a big deal for managers aiming to spark life into their teams.
Cash bonuses and pay raises are traditional ways to get people excited about work again. These financial perks speak volumes, showing appreciation in a language everyone understands – money.
But it’s not all about the cash. Personalized benefits like extra days off or gift cards add a special touch. They show you’re paying attention to what your team values individually. 8 Also, simple acts of recognition go a long way. A shout-out in a meeting can boost someone’s day and drive them to keep up the good work. With over half of employees ready to leave due to burnout, mixing up rewards keeps things fresh and engaging.
Within Educational Environments
Teachers mix the carrot and the stick to get kids to learn. They give gold stars for book reports and quiet during reading time. Sometimes, they say “no recess” if homework’s not done.
This mix helps students hit their goals, like reading more books or getting better at math. 9
Putting puzzles in lessons makes brains buzz and keeps students wanting to find out more. Classes that let kids decide some activities make them feel in charge. Challenges that are just right – not too easy, not too hard – keep everyone trying without giving up.
This way, schools become places where inner drive flourishes alongside a little push from outside rewards. 10
Extrinsic Motivation Versus Intrinsic Motivation
Let’s explore the different aspects of extrinsic motivation compared with intrinsic motivation. Consider extrinsic motivation as the external reward that motivates you — it’s the focus on what you receive. 2 Conversely, intrinsic motivation is the enjoyment of the activity itself, with no concern for external rewards.
| Extrinsic Motivation | Intrinsic Motivation |
|---|---|
| Influenced by external rewards like money, praise, or awards. | Driven by internal desires, such as passion, curiosity, or a love for the activity. |
| Centers on the end result. “I want that award!” | Values the activity. “I enjoy playing.” |
| Examples include working extra hours for a bonus, studying for high marks, or competing in a race for a medal. | Activities such as playing an instrument for enjoyment, reading a book for its content, or volunteering for the satisfaction it brings. |
| May result in a situation where excessive rewards lessen internal interest. | Can improve enjoyment and foster creativity. |
| Effectively implemented in workplace environments and schools to promote certain results. | Promotes sustained passion and dedication, essential for personal development and innovative thinking. |
While external incentives can be a motivator, it’s the passion for the activity that sustains us. Both forms of motivation play a role, acting as two perspectives of the same concept, ensuring we aim high and appreciate the path to achievement.
Conclusion
Extrinsic motivation gets us moving. It’s like a carrot on a stick, pushing us forward with rewards or dodging sticks to avoid trouble. Picture getting a bonus at work or high-fiving for acing a test.
This drive has its ups and downs, though. Too much candy can spoil the fun, making tasks feel less enjoyable if we’re just chasing prizes. But hey, it keeps the gears turning when interest alone won’t do the trick.
Whether we’re eyeing that trophy or steering clear of penalties, this push from outside plays its part in our daily grind.
References
- ^ https://www.verywellmind.com/what-is-extrinsic-motivation-2795164
- ^ https://www.verywellmind.com/differences-between-extrinsic-and-intrinsic-motivation-2795384
- ^ https://appliedsportpsych.org/resources/resources-for-coaches/extrinsic-rewards-and-motivation/
- ^ https://psychcentral.com/health/extrinsic-motivation
- ^ https://www.sciencedirect.com/topics/psychology/extrinsic-motivation
- ^ https://www.parentingstyles.com/extrinsic-motivation/
- ^ https://thinkkids.org/the-unintended-impact-of-external-motivators/
- ^ https://www.fringe.us/news/extrinsic-motivation-in-the-workplace
- ^ https://www.whyliveschool.com/blog/intrinsic-vs-extrinsic-motivation (2024-05-16)
- ^ https://www.highspeedtraining.co.uk/hub/motivation-in-education/ (2021-11-17)
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