Motivation is a complex psychological construct that drives behaviour, goals and outcomes. It is a multidimensional concept that can be classified into two main types: intrinsic motivation and extrinsic motivation.
What Type of Motivation is Driven By a Reward, Prize, or Recognition?
The type of motivation driven by a reward, prize, or recognition is known as extrinsic motivation. This is the form of motivation that arises from outside the individual, as opposed to intrinsic motivation, which originates inside of the person such as a desire to do something for its own sake because it’s interesting, rewarding, or personally challenging.
Extrinsic motivation is often used in various contexts such as workplaces, classrooms, and training environments to motivate individuals to achieve a specific goal, improve performance, or learn a new skill.
However, relying solely on extrinsic motivation can have its drawbacks, as it may decrease intrinsic motivation and foster dependence on rewards.
What is intrinsic motivation
Intrinsic motivation comes from within the individual and is characterized by self-determination, curiosity, passion, and enjoyment. It is driven by an inner desire to learn, explore or discover something new without any external pressure or reward.
Extrinsic motivation, on the other hand, arises from external factors such as rewards, prizes or recognition. Intrinsic motivation refers to the act of engaging in an activity purely for personal satisfaction rather than for some external reward or gain.
It’s the motivational force that drives individuals to do things because they find them inherently satisfying or enjoyable. This type of motivation originates from within one’s self and it’s not influenced by any external factors such as money, status or social recognition.
One of the preeminent characteristics of intrinsic motivation is that it inspires individuals to explore their interests using personal preferences as their driving force; hence this type of behavior does not require additional incentives beyond inherent satisfaction in performing activities.
Intrinsically motivated behaviours are often associated with high levels of creativity and innovation since individuals engage in activities based on curiosity and interest rather than necessity.
Another critical aspect of intrinsic motivation is its association with long-term learning outcomes. Activities conducted intrinsically tend to be more fulfilling over time since they become embedded in individual’s identity making them part of who they are instead of what they do for rewards.
Intrinsic motivation has been known to play a crucial role in promoting positive behavioral patterns both at work and outside duty calls where individuals are free to select their activities without any compelling incentives beyond personal fulfillment.
It fosters higher levels of engagement needed for creativity while also providing long-term satisfaction with minimal distractions which could otherwise be associated with extrinsic motivators such as money or social status symbols.
What is extrinsic motivation
Extrinsic motivation is the opposite of intrinsic motivation. It is a type of motivation where an individual behaves in a certain way due to external factors like rewards, prizes, recognition, or punishments.
Extrinsic motivation can be divided into two types: positive and negative. Positive extrinsic motivation involves reward or incentive for completing an activity while negative extrinsic motivation involves punishment for not completing the activity.
In positive extrinsic motivation, individuals are motivated to complete a task because they receive a reward or incentive upon its completion. The reward could be anything from money to recognition.
For example, an employee may work harder to achieve their sales target in order to receive a bonus at the end of the year. Similarly, students may study harder to get good grades and earn praise from their teachers or parents.
Negative extrinsic motivation works through punishment as individuals are motivated to avoid punishment by completing an activity or task. For instance, if employees do not meet the sales targets set by their employers and lose money as a result of it, they may be motivated to work harder next time so that they do not suffer monetary losses again.
While extrinsic motivations can be effective short-term motivators in situations where there is little intrinsic interest in performing a task, overreliance on external incentives could have long-term negative consequences on an individual’s intrinsic motivation levels.
This means that once external incentives are removed, individuals might lose interest in performing tasks that were previously performed due solely based on these incentives.
Extrinsic motivators can have either positive or negative effects on individual performance depending on how they are implemented and used over time.
While they can provide short-term boosts in performance levels among individuals with low intrinsic interest in certain activities; too much reliance on external motivators could lead to decreased intrinsic motivation levels over time and ultimately hinder long-term success and satisfaction with one’s work or activities.
Conclusion
Understanding the role of rewards, prizes, and recognition in motivation is crucial for employers and individuals alike. Extrinsic motivation can be effective in driving short-term performance and achieving specific goals, while intrinsic motivation tends to lead to more sustainable results and long-term satisfaction.
However, it is important to note that extrinsic motivators do not necessarily have to be detrimental to intrinsic motivation. In fact, when used appropriately, they can actually enhance it.
For example, receiving recognition or a prize for a job well done can reinforce an individual’s sense of competence and autonomy. Overall, the key is to strike a balance between extrinsic and intrinsic motivators.
Employers should aim to create an environment where individuals feel valued and supported in pursuing their personal goals while also providing appropriate rewards and recognition for their efforts. Similarly, individuals can benefit from recognizing the value of both types of motivation in achieving success.
Understanding the interplay between extrinsic and intrinsic motivation is crucial in creating a fulfilling work environment that drives results while also promoting personal growth and satisfaction.
By recognizing the power of both types of motivators, we can create a culture where success is achieved through collaboration rather than competition – ultimately benefiting everyone involved.
