Extrinsic Motivation refers to behavior driven by external rewards such as money, fame, grades, or praise. Unlike Intrinsic Motivation, which comes from within, extrinsic motivation arises from external factors that are outside the individual. It plays a crucial role in shaping employee behavior and performance in workplaces where specific rewards or consequences are linked to tasks or outcomes.
Extrinsic motivation is defined as motivation driven by external factors or rewards. These rewards can include tangible items such as bonuses, pay raises, or trophies, as well as intangible rewards such as praise or recognition from others.
In an employment setting, extrinsic motivation can manifest as bonuses, promotions, or incentives. When employees know that their performance directly impacts their rewards, it can drive them to perform better. This type of motivation is highly effective in environments where tasks may be monotonous or less inherently engaging, but the outcomes hold significant value.
Example: A sales employee works harder to meet their monthly target because they are motivated by the commission they will receive if they hit the goal. This is an example of extrinsic motivation, where the driving force behind the employee's actions is the external reward (commission).
Intrinsic motivation comes from within and is driven by personal satisfaction or the enjoyment of the activity itself. In contrast, extrinsic motivation is based on external rewards or pressures. Both types of motivation can coexist, and understanding their balance can help organizations better motivate their employees.
Example of Extrinsic Motivation: Receiving a Bonus for completing a project on time is a form of extrinsic motivation. The bonus acts as an external reward that incentivizes timely completion.
While intrinsic motivation is ideal for fostering long-term engagement, extrinsic motivation is often used to boost short-term performance. Extrinsic rewards can be powerful drivers in competitive work environments where specific achievements need to be met. However, over-reliance on extrinsic rewards can sometimes undermine Intrinsic Motivation, leading employees to focus solely on the reward rather than the task.
Extrinsic motivation can be seen in performance-based pay, recognition programs, and other reward systems within organizations. Employees often respond positively to these external incentives, especially when the reward is tied directly to their performance or results.
What is the difference between intrinsic and extrinsic motivation?
Intrinsic motivation is driven by personal satisfaction, while extrinsic motivation is driven by external rewards or pressures.
Can extrinsic motivation affect intrinsic motivation?
Yes, overemphasis on extrinsic rewards can sometimes reduce Intrinsic Motivation, as individuals may start focusing solely on external rewards.
How can extrinsic motivation be applied in the workplace?
Extrinsic motivation in the workplace can be applied through bonuses, pay raises, promotions, and other reward systems tied to employee performance.
What are examples of extrinsic motivation in daily life?
Examples include studying to get good grades, working extra hours for a Bonus, or participating in a contest to win a prize.
How does extrinsic motivation influence performance?
Extrinsic motivation can enhance short-term performance by providing incentives for achieving specific goals, but it may not always foster long-term engagement.
Can extrinsic motivation coexist with intrinsic motivation?
Yes, both can coexist. The key is finding the right balance, where external rewards enhance but don't overshadow the internal satisfaction of the work itself.