Extrinsic Motivation

Definition

Extrinsic motivation refers to the drive to engage in a behavior or activity primarily for the sake of obtaining an external reward or avoiding punishment, rather than for the inherent satisfaction or enjoyment of the activity itself. It is a type of motivation that is influenced by factors outside the individual, such as financial incentives, social recognition, or the desire to avoid negative consequences.

5 Must Know Facts For Your Next Test

1. Extrinsic motivation is often associated with lower levels of engagement, creativity, and long-term commitment compared to intrinsic motivation.
2. Herzberg's Motivator-Hygiene Theory suggests that extrinsic factors, such as company policies, supervision, and working conditions, are 'hygiene' factors that can prevent dissatisfaction but do not necessarily lead to higher levels of motivation.
3. Contemporary views on motivation, such as Self-Determination Theory, emphasize the importance of fostering intrinsic motivation and supporting employees' basic psychological needs for autonomy, competence, and relatedness.
4. Trends in employee motivation suggest a shift towards more holistic approaches that consider both intrinsic and extrinsic factors, as well as the importance of aligning individual and organizational goals.
5. Applying motivation theories in the workplace often involves a balance between providing extrinsic rewards and creating an environment that supports intrinsic motivation, such as through job design, feedback, and opportunities for growth and development.

Review Questions

• Explain how extrinsic motivation differs from intrinsic motivation and its implications for employee engagement and performance.
  • Extrinsic motivation, in contrast to intrinsic motivation, is driven by external rewards or punishments rather than the inherent satisfaction or enjoyment of the task itself. While extrinsic motivation can be effective in the short-term, research suggests it is often associated with lower levels of engagement, creativity, and long-term commitment compared to intrinsic motivation. This is because extrinsic rewards can undermine an individual's sense of autonomy and intrinsic interest in the task. Herzberg's Motivator-Hygiene Theory also suggests that extrinsic 'hygiene' factors, such as company policies and working conditions, are important for preventing dissatisfaction but do not necessarily lead to higher levels of motivation. Therefore, a balance between extrinsic and intrinsic motivation is often needed to optimize employee engagement and performance.
• Analyze how contemporary views on motivation, such as Self-Determination Theory, emphasize the importance of supporting employees' basic psychological needs and fostering intrinsic motivation.
  • Contemporary theories of motivation, such as Self-Determination Theory, highlight the importance of supporting employees' basic psychological needs for autonomy, competence, and relatedness in order to foster intrinsic motivation. This theory suggests that when these needs are met, individuals are more likely to engage in activities out of genuine interest and personal value, rather than for external rewards or to avoid punishment. In contrast, extrinsic motivation, which is driven by factors outside the individual, is often associated with lower levels of engagement, creativity, and long-term commitment. Therefore, trends in employee motivation suggest a shift towards more holistic approaches that consider both intrinsic and extrinsic factors, and emphasize the importance of aligning individual and organizational goals to create an environment that supports intrinsic motivation.
• Evaluate how the application of motivation theories, such as Herzberg's Motivator-Hygiene Theory and Self-Determination Theory, can inform strategies for effectively motivating and engaging employees in the workplace.
  • The application of motivation theories, such as Herzberg's Motivator-Hygiene Theory and Self-Determination Theory, can provide valuable insights for effectively motivating and engaging employees in the workplace. Herzberg's theory suggests that extrinsic 'hygiene' factors, such as company policies and working conditions, are important for preventing dissatisfaction but do not necessarily lead to higher levels of motivation. In contrast, Self-Determination Theory emphasizes the importance of supporting employees' basic psychological needs for autonomy, competence, and relatedness in order to foster intrinsic motivation. By considering both intrinsic and extrinsic factors, organizations can adopt a more holistic approach to employee motivation, which may involve providing appropriate extrinsic rewards while also creating an environment that supports intrinsic motivation through job design, feedback, and opportunities for growth and development. This balanced approach can help align individual and organizational goals, leading to increased engagement, creativity, and long-term commitment from employees.

Related terms

Intrinsic Motivation: Intrinsic motivation is the drive to engage in an activity for the inherent satisfaction, interest, or enjoyment it provides, rather than for external rewards or pressures.

Incentives: Incentives are external rewards or punishments that are used to encourage or discourage certain behaviors or actions.

Reinforcement: Reinforcement is the process of providing a positive or negative consequence in response to a behavior, with the goal of increasing or decreasing the likelihood of that behavior occurring in the future.