Extrinsic motivation is defined as conduct that is motivated by rewards. Extrinsic motivation uses rewards or other incentives, such as praise, fame, or money, to motivate people to do certain things. Unlike internal motivation, this type of motivation is driven by external circumstances. Extrinsic motivation is demonstrated by being paid to complete a job. This would be an example of extrinsic motivation.
Intrinsic motivation is defined as conduct that is motivated by interests, feelings, or values. Intrinsic motivation requires that individuals understand the connection between their actions and the desired outcome. This type of motivation can only come from within; it cannot be given by others. An individual's desire to perform a task or action intrinsically is what drives them to continue throughout its completion. Without this intrinsic motivation, someone would stop doing something they love once it became too difficult or tedious. For example, if playing basketball were not fun, then no one would play basketball because it is a difficult sport that requires effort and skill to master. However many other sports are much more difficult than basketball and yet people still play them because they enjoy it.
Intrinsic motivation comes from within us because it is based on our desires. We want to do something because we find it interesting or important, rather than because it will give us a reward outside of ourselves.
Extrinsic motivation does not necessarily have a monetary incentive. It can also be accomplished through abstract benefits like as acclaim and renown. External extrinsic benefits include the following:
Extrinsic and intrinsic motivation are the two basic forms of motivation. When you apply extrinsic motivation, you leverage external reasons to persuade your team to accomplish what you want. Extrinsic motivators include pay hikes, time off, bonus checks, and the prospect of job termination. Intrinsic motivation is self-motivated. It arises from the desire to achieve something that gives meaning and purpose to one's life. This type of motivation can only be achieved by looking within oneself and deciding what it is that one wants to achieve.
External motivators are things like raises, bonuses, and other rewards that may help you get your employees motivated, but if you rely solely on these motivators, you'll lose many good workers who will be lured away by more lucrative opportunities.
It is important to understand that not all employees are going to be motivated by the same things. Some people need more money; others might prefer a more stable work schedule. As well, not everyone is going to respond to incentives or punishments in the same way. For example, one person on your staff might appreciate being given extra hours off to complete important projects, while another person might feel overwhelmed by too much free time. You should also remember that not every employee is going to be motivated by the same things at any given time. An employee might be very motivated to perform a specific task one day, but not so interested in working during vacation or holiday seasons.
This is an example of operant conditioning. Operant conditioning is a type of behavior modification in which incentives or penalties are used to enhance or reduce the chance that specified actions will occur again. The most common form of extrinsic motivation is reward and punishment. Someone who is motivated primarily by rewards is said to be intrinsically motivated; someone who is motivated by avoiding punishment is said to be intrinsically motivated.
Intrinsic motivation comes from within ourselves because it is based on what we want from ourselves rather than what others want from us. It can also come from things other than physical rewards or punishments. For example, someone who is passionate about something they do cannot be forced to do it because it gives them pleasure. They find reasons why they should live their life this way, not just when they avoid pain.
In addition to enjoying what they do, people also work to achieve certain results. These are called goal-directed behaviors. Someone who is motivated by rewards or punishments will most likely need outside encouragement to start doing things and to continue when the going gets tough. This external motivation must be present before you can expect the person to behave accordingly.
Finally, some people are motivated by recognition. They want everyone to know how great they are at what they do. This desire for fame or notoriety can sometimes be very strong.
Extrinsic motivation occurs as a result of getting external incentives for completing a certain job. Motivators may be both positive and bad. Positive motivators, such as more money, are frequently referred to as "carrots," and negative motivators, such as the danger of being fired, are referred to as "sticks." Although sticks and carrots both provide input that helps determine how much effort an individual will put forth, they do so in very different ways. Sticks are used to coerce someone into doing something; carrots are given in order to encourage them to do something else.
External motivators are useful in that they allow us to take actions that we might not otherwise take. However, if the incentive is great enough it can actually hinder our performance because we want to keep the carrot coming in order to continue receiving attention from others. This phenomenon has been documented by researchers who have found that athletes will often sacrifice quality in order to increase their chances of winning or avoiding losses.
Another example of extrinsic motivation putting us in a negative position is when employees are given bonuses or salary increases based on their departments' performance scores. If a company uses these scores as a basis for its annual raises or bonus allocations, then they are acting like sticks because they are using the system as a way of forcing employees to meet certain goals or else they will be punished.