Extrinsic Motivation

Definition

Extrinsic motivation refers to the drive to engage in a behavior or activity in order to receive an external reward or avoid punishment, rather than for the inherent enjoyment or satisfaction of the activity itself. This type of motivation is influenced by factors outside the individual, such as financial incentives, social recognition, or the threat of consequences.

5 Must Know Facts For Your Next Test

1. Extrinsic motivation can be an effective way to influence employee performance and productivity, particularly in the short-term.
2. Extrinsic motivators, such as financial incentives or recognition, can direct an individual's attention and effort towards specific goals or behaviors.
3. Overreliance on extrinsic motivation can undermine intrinsic motivation, leading to decreased engagement and creativity in the long-term.
4. Content theories of motivation, such as Maslow's Hierarchy of Needs and Herzberg's Two-Factor Theory, suggest that extrinsic factors can satisfy lower-level needs but may not lead to long-term job satisfaction.
5. Process theories of motivation, such as Vroom's Expectancy Theory and Adams' Equity Theory, highlight the importance of perceived fairness and the expectation of desired outcomes in influencing extrinsic motivation.

Review Questions

• Explain how extrinsic motivation can influence employee performance and productivity, as discussed in the context of 11.4 Influencing Employee Performance and Motivation.
  • Extrinsic motivation can be a powerful tool for influencing employee performance and productivity, particularly in the short-term. By providing external rewards, such as financial incentives, promotions, or recognition, employers can direct an employee's attention and effort towards specific goals or behaviors that are aligned with organizational objectives. This can lead to increased productivity, as employees are motivated to achieve these goals in order to receive the desired rewards. However, overreliance on extrinsic motivation can also have negative consequences, as it may undermine intrinsic motivation and lead to decreased engagement and creativity in the long-term.
• Discuss how extrinsic motivation relates to the concepts of direction and intensity, as described in 14.1 Motivation: Direction and Intensity.
  • Extrinsic motivation is closely tied to the concepts of direction and intensity in motivation. Extrinsic motivators, such as rewards or punishments, can influence the direction of an individual's behavior, guiding them towards specific goals or actions in order to obtain the desired outcome. The intensity of extrinsic motivation can also be influenced by the perceived value or importance of the external reward or consequence. For example, a larger financial incentive or the threat of a severe punishment may result in a higher intensity of motivation compared to a smaller reward or a less severe consequence. Understanding the role of extrinsic motivation in directing and intensifying behavior is crucial for effectively managing and influencing employee performance.
• Analyze how extrinsic motivation is addressed in content and process theories of motivation, as discussed in 14.2 Content Theories of Motivation and 14.3 Process Theories of Motivation.
  • Content theories of motivation, such as Maslow's Hierarchy of Needs and Herzberg's Two-Factor Theory, suggest that extrinsic factors, such as pay, job security, and working conditions, can satisfy lower-level needs but may not lead to long-term job satisfaction or motivation. These theories emphasize the importance of addressing higher-level needs, such as self-actualization and recognition, in order to foster intrinsic motivation. In contrast, process theories of motivation, like Vroom's Expectancy Theory and Adams' Equity Theory, highlight the role of extrinsic factors in shaping an individual's perceptions of the expected outcomes and the perceived fairness of the rewards or consequences. These theories suggest that extrinsic motivation is influenced by an individual's beliefs about the likelihood of achieving desired outcomes and the perceived equity of the rewards or punishments.

Related terms

Intrinsic Motivation: Intrinsic motivation is the drive to engage in an activity for its own sake, for the pleasure and satisfaction derived from the activity itself, rather than for external rewards or pressures.

Reinforcement Theory: Reinforcement theory suggests that behavior is motivated by the desire to obtain positive reinforcements or avoid negative reinforcements, which can include extrinsic rewards and punishments.

Expectancy Theory: Expectancy theory proposes that individuals are motivated to behave in ways that they believe will lead to desired outcomes or rewards, which can include extrinsic motivators.