If the motivation is extrinsic, the activity is always done because you want to earn a reward that can be seen or touched. You may go to the gym because you want bigger muscles or cook dinner for yourself because you really want lasagna. The main difference is the source of motivation: intrinsic which is powered by internal forces or extrinsic, which comes from something external.Įxtrinsic motivations include things like reading a book to obtain a better score in school or cleaning the kitchen because you don’t want your roommate to be upset. If you want to accomplish your projects on time and urge your employees to reach new goals, you may need to use one or both motivation styles. Intrinsic and extrinsic motivation are both effective tools to help your employees achieve more in their day-to-day operations. As a manager, it will be up to you to determine who is powered by intrinsic desires and who needs a bit more incentive. Meanwhile, other people are motivated by competing against others and becoming the best at what they do.Īnd there will always be those who enjoy doing activities when they are recognized by other people for their efforts.Įach of these motivating factors varies from person to person. Other ways to boost motivation is by giving people control over their environment or the ability to cooperate and work together. On the same level, if a person is intrigued by something, they’ll be more engaged in finding a solution. If you can give someone a challenge, it can naturally motivate people and boost their self-esteem. Some qualities which are connected to having intrinsic motivation include challenge, control, recognition, curiosity, cooperation, collaboration, recognition, and competition. As a result, they create more innovative, unique ideas. When someone enjoys the work, they put all their effort into it strictly because the project is challenging and rewarding. In the workplace, intrinsic motivation helps people be more creative and produce higher quality work. After getting the external reward, the individual often feels like the activity was less intrinsically rewarding and can lead to less engagement the next time around. Psychologists have even found that giving an external reward for something which was already intrinsically rewarding can backfire. These activities may bring rewards like positive emotions, but you don’t do them because of rewards like money or a promotion.Īn intrinsic reward is often more effective than an extrinsic reward because the motivation comes from within the person. You are intrinsically motivated when you do an activity at work for the enjoyment and pleasure it brings you. You aren’t getting paid or materially rewarded to do these activities because you are satisfied and happy when doing them. Whenever you watch a favorite movie, play a game with friends, or read a book, your motivation is intrinsic. You see this kind of motivation all of the time in your day-to-day life. They are inspired by their desire to learn, have fun, or explore their potential. Managers understand they don’t have to motivate someone as much if the motivation is intrinsic because the employee simply enjoys doing it. The concept of motivation is commonly studied by psychologists, and intrinsic motivators tend to get a lot of extra attention in this research. On the opposite hand, extrinsic motivation involves behavior which either avoids a punishment or brings some kind of external reward, but we’ll touch on that more in a bit. To achieve this tactic, a person must be motivated to do something solely because the end result satisfies their conscious, ego, or self-esteem in a positive way. Intrinsic motivation is the process of promoting behavior driven by self-reflective rewards. If you can master this art, you’ll be shocked at how much harder your employees work and strive to reach their daily or weekly goals.Īre you struggling to keep your team energized and interested in their work? Let’s take a look at how this unique type of motivation can help both you and your crew be more productive. One of the sweet spots for motivating members of your group comes with the use of a crucial technique known as intrinsic motivation. But unfortunately, most adults require a bit more motivation than a handful of Skittles to get them excited or encouraged to do a job well. For children, it is often an easy offering of candy or another treat that will arouse their desire to help with household chores or other small tasks. Finding proper ways to motivate people can be one of the most difficult responsibilities as a manager or team leader.