Motivation plays a crucial role in driving individuals to achieve their goals and perform at their best. Two primary forms of motivation, intrinsic and extrinsic, inspire and incentivize individuals in various settings.
Intrinsic motivation refers to the internal drive and satisfaction that comes from performing an activity or task. This type of motivation is fueled by personal interest, enjoyment, or a sense of purpose. Intrinsic motivation techniques often involve fostering autonomy, mastery, and a sense of purpose in individuals, encouraging them to derive satisfaction from their work.
Extrinsic motivation involves external rewards or punishments (carrot and stick approach) that drive individuals to accomplish a task or goal. Examples include tangible rewards such as bonuses, promotions, or recognition, and negative rewards like the threat of reduced benefits or autonomy.
When to Use Each Type
Determining when to use each type of motivation depends on the task at hand.
For routine tasks like your child making their bed or an employee stuffing envelopes, rather than offering a reward or potential punishment, consider making the task more challenging or playful (invite your child to make their bed blindfolded, create an envelope-stuffing Olympics). If that’s not possible, use of extrinsic rewards is a helpful motivational tool provided you first:
1. explain why the task is needed
2. acknowledge that it is boring
3. give people autonomy in completing it their own way
With these three caveats in mind, offer the reward using an If-then approach. Explain, “If the task is completed, then you will receive a reward.” Be careful not to use this approach too often, though. Otherwise, the expectation of a reward becomes normal requiring an even greater reward next time to achieve the similar level of motivation.
For tasks requiring creativity or problem solving that are not routine, research has shown the carrot and stick approach actually reduces motivation and the quality of the finished product. The potential for a reward or punishment causes persons to narrow their focus to receiving the external reward (or avoiding the punishment) limiting creativity and problem-solving.
Instead, seek to create a long-term healthy environment that rewards people fairly, and fosters autonomy, mastery, and purpose. Consider unexpected rewards given after the completion of a task using a “now-that” approach. For example, “Now that you’ve finished developing the software program, let me buy you lunch.” Keep in mind that for creative tasks offer: 1. praise and feedback rather than material rewards and 2. Provide useful information rather than attempting to control the problem-solving process.[1]
For more information on motivation and supporting research, Daniel Pink’s book, Drive, The Surprising Truth About What Motivates Us is excellent.
Ultimately, understanding the nuances of intrinsic and extrinsic motivation techniques can empower leaders, educators, parents, and individuals to create environments that nurture genuine passion, purpose, and drive to acheive desired outcomes.
Need help finding motivation to reach your goals? Schedule a coaching session with me and let’s explore possibilities.
[1] (Pink, 2009, p. 69)
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