Intrinsic and extrinsic motivation are two types of motivation. They have different effects on a person’s behavior. It is important to understand the differences between these types of motivation so you can better know how to motivate people.

Many people believe that extrinsic motivators are more effective than intrinsic ones because it is easier for them to see the benefits from those reward systems. However, there is evidence that intrinsic motivation has greater levels of self-determination and has been shown to be more effective in increasing achievement and performance over a longer period of time. Here, are some reasons why intrinsic motivations should be favored over extrinsic ones when choosing a motivational strategy.

What is intrinsic motivation?

Intrinsic motivation is the desire to do something because it is inherently interesting, satisfying, or enjoyable. It is often called “doing for its own sake.”

Intrinsic motivation is related to the enjoyment of the task itself, while extrinsic motivation is related to the reward or punishment associated with the task.

There are many theories about how intrinsic motivation develops. There is evidence that both rewards and mastery are significant determinants of intrinsic motivation.

Intrinsic motivation has been found to have greater levels of self-determination and has been shown to be more effective in increasing achievement and performance over a longer period of time.

Extrinsic motivation, on the other hand, is related to the reward or punishment associated with the task. Extrinsic motivation is often called “doing for something else.”

Extrinsic motivators are not always effective because they are based on manipulations of others’ feelings, which can lead to negative feelings like anger, resentment, or fear.

What is extrinsic motivation?

Extrinsic motivation occurs when there is some type of external reward for completing the task. For example, an employee might work harder for a promotion or a bonus.

Extrinsic motivators are usually found in extrinsic rewards. These are rewards that come from external factors, such as money and awards.

This type of motivation is also often referred to as external motivation. Extrinsic motivators may work for a short period of time, but they can also lead to a decrease in intrinsic motivation.

An employee might experience a boost in motivation when they first receive a bonus or promotion, but they may quickly lose interest as the reward continues.

The problem with extrinsic motivation is that it usually temporary, and it can lead to decreased self-determination and intrinsic motivation.

Intrinsic motivation is the opposite of extrinsic motivation; it occurs when there is no external reward for completing the task. For example, an employee might work harder because they want to be a better person and take pride in their work.

As you can see, intrinsic motivations are rewards that come from within the person and don’t require any type of outside incentives.

The difference between intrinsic and extrinsic motivations

Intrinsic motivation is the act of wanting to do something because it has inherent value to you. You want to do it because it is a personal interest. Extrinsic motivation is the act of wanting to do something because it has an external value to you. You want to do it because it will lead to a reward.

You want to do something because you feel it will have a positive impact on your life. You want to do it because it will make you feel better, help you grow, or learn something new.

In many cases, intrinsic motivation is stronger than extrinsic motivation. It is also more likely to be long-lasting and have a higher level of self-determination. This means that the person has a greater sense of control over the behavior and can be more independent.

If you want people to engage in a behavior, then try using intrinsic motivators instead of extrinsic ones!

Why you should favor intrinsic motivation over extrinsic ones when choosing a motivational strategy?

Intrinsic motivation is internally-driven. It is the motivation to do something because it is personally important, interesting, or satisfying. It is the kind of motivation that comes from inside a person.

Extrinsic motivation, on the other hand, is externally-driven. It comes from the environment or other people. It is the motivation to do something because you can get something else in return, like money or praise.

Evidence shows that intrinsic motivators are more effective than extrinsic ones for increasing achievement and performance over a longer period of time.

Intrinsic motivation is self-determined. This means that the person who has the motivation chooses to do something based on their own goals and values. Intrinsic motivation can be sustained over time because it comes from the individual and not the environment. Extrinsic motivation depends on external demands and can be quite fickle because it depends on other people to fulfill those demands.

Extrinsic motivations may work well in the short term, but over time they are less likely to work as well as intrinsic motivations.

Extrinsic motivations often take away attention from other tasks that might be more personally fulfilling for the person, like hobbies

Conclusion

The final point to keep in mind is that extrinsic motivations can be very satisfying in the moment, but they are only effective in the short-term. The key to sustainable motivation is still to tap into the intrinsic motivations of employees and customers.

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