Understanding what motivates people is essential, in the workplace, school, or even in personal growth. Motivation greatly influences how individuals tackle their goals and how determined they are to achieve them. Motivation generally falls into two main categories: intrinsic and extrinsic rewards. There’s been a lot of discussion about which one leads to better performance or greater long-term satisfaction.
In this article, we’ll break down the key differences between intrinsic and extrinsic motivation and explore why it’s important to balance them for greater productivity, creativity, and overall well-being.
By the end, you’ll have a clearer understanding of how intrinsic and extrinsic motivation work, the different types of external rewards, and how to use these insights to reach your personal or professional goals. Whether you want to inspire your team, increase your productivity, or simply learn more about how motivation influences actions, we’ll make these ideas easy to understand and apply practically.
What is intrinsic and extrinsic motivation?
Motivation can be divided into two main types: intrinsic and extrinsic. Intrinsic motivation comes from within a person. It’s the natural enjoyment or satisfaction you get from doing something. When someone is intrinsically motivated, they do an activity because it’s fun, interesting, or meaningful to them, not because they’re getting anything in return.
For instance, someone might read a book simply because they enjoy the story or love learning, not because they’re paid for it. Intrinsic motivation often leads to more creativity, better engagement, and long-term effort because the activity connects with personal values or interests.
On the other hand, extrinsic motivation happens when a person is driven by the desire to earn a reward or avoid punishment. This type of motivation comes from external factors, like money, praise, grades, or promotions. For example, a worker may put in extra effort to get a promotion or a bonus, or a student might study hard to get a good grade or impress their teachers. While extrinsic motivation can work well in reaching specific, short-term goals, it often doesn’t provide the deep satisfaction that comes from intrinsic motivation.
Both intrinsic and extrinsic motivation play important roles in our lives, and knowing when to use each can make a big difference in how motivated we feel, how creative we are, and how happy we are with our work. A combination of both intrinsic and extrinsic factors motivates most people, depending on the situation, the task, and what they hope to achieve. Finding a good balance between the two is key to staying motivated and being successful in the long run.
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What are the 4 types of extrinsic motivation?
Extrinsic motivation comes in different forms, depending on the type of reward, or consequence involved. Here are the four main types of extrinsic motivation explained in simpler terms:
- External Regulation: This is the most basic form of motivation. People are driven by outside factors like rewards or punishments. They do something to either gain a reward (like money, grades, or praise) or avoid a negative outcome (like punishment or failure). For example, an employee might work hard on a project to get paid or to avoid getting into trouble.
- Introjected Regulation: Here, motivation is more internal, but it’s still driven by outside pressures. People do things to avoid feeling guilty or anxious or to boost their self-esteem. For instance, a student might study for exams not because they enjoy it but because they feel the pressure to do well to meet expectations from their family or to feel good about themselves.
- Identified Regulation: In this type, the activity is more connected to the person’s values or goals, even though the motivation still comes from external factors. For example, someone might exercise to improve their health, not just because they want to lose weight or look better, but because they value being physically fit.
- Integrated Regulation: This is the most advanced form of extrinsic motivation. It happens when a person’s external actions are deeply tied to their personal values and beliefs. While the motivation still comes from external rewards, it feels natural and aligned with the person’s identity.
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What is the difference between extrinsic rewards and intrinsic motivation?
The main difference between extrinsic rewards and intrinsic motivation is where they come from. Extrinsic rewards are external incentives used to encourage certain behaviours. These rewards can include things like bonuses, promotions, prizes, or any form of recognition or payment that is separate from the activity itself. They are often given to motivate people to do things they might not necessarily enjoy or find fulfilling but are needed to achieve a goal, such as completing tasks on time or hitting sales targets. For example, a company might offer a bonus to employees who reach a specific sales goal by the end of the quarter. Here, the motivation is driven by the desire to earn the external reward.
In contrast, intrinsic motivation comes from within a person. It’s driven by personal factors like enjoyment, interest, or the feeling of accomplishment. Intrinsically motivated people do things because they find them enjoyable or meaningful in themselves. For example, an artist might paint because they love the creative process and find joy in expressing themselves through their work, not because they expect to earn money from it. The focus here is on the pleasure of doing the activity rather than any external result.
The key difference is where the motivation originates. While extrinsic rewards can be very effective in getting people to take specific actions in the short term, intrinsic motivation usually leads to more lasting satisfaction and engagement, especially when the activity connects with one’s interests or values.
However, the best results often come from a mix of both: using external rewards for specific tasks, while also nurturing the internal drive to make the work more fulfilling in the long run. This balance works well in places like workplaces or schools, where both types of motivation can work together to boost performance and enjoyment.
Scorecard Questions on Extrinsic Rewards (Pdf.)
Find the right balance between extrinsic rewards and intrinsic motivation using the scorecard below.
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FAQs
Which is more effective, extrinsic rewards or intrinsic motivation?
Both have their strengths depending on the situation. Intrinsic motivation tends to lead to greater long-term satisfaction and deeper engagement because it’s driven by personal interest and fulfilment. However, extrinsic rewards can be effective for short-term tasks, driving performance in situations where motivation may be low or the task isn’t inherently enjoyable.
Is intrinsic motivation always better than extrinsic rewards?
Not necessarily. While intrinsic motivation is linked to higher satisfaction and creativity, extrinsic rewards can play an essential role in certain contexts, such as achieving specific outcomes or motivating people to engage in tasks they may not initially enjoy.
How can employers balance extrinsic rewards and intrinsic motivation in the workplace?
Employers can balance both types of motivation by creating an environment that fosters intrinsic motivation such as offering meaningful work, opportunities for personal growth, and a sense of purpose while also using extrinsic rewards like bonuses, promotions, and recognition to incentivize specific behaviours or achievements.
How do extrinsic rewards affect creativity?
While extrinsic rewards can boost motivation for routine tasks, they can sometimes stifle creativity, particularly if the reward is highly contingent on specific outcomes.
Can I rely solely on extrinsic rewards to stay motivated?
While extrinsic rewards can be effective in certain situations, relying solely on them can lead to burnout or lack of fulfillment in the long term.
Conclusion
Understanding the difference between intrinsic and extrinsic rewards, along with the different types of extrinsic motivation, can help you develop a strategy that works for your personal goals or your team’s needs. If you’re an employee trying to stay motivated or a manager aiming to encourage your team, knowing how to use both internal drive and external incentives in the right way can boost success.
