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What drives our behavior to accomplish things? What makes us do something? Is it because of personal gain or because we fear punishment for not doing it? To answer shortly, yes. But our motivational drive goes beyond this simple answer. According to psychologists, two types of motivation drive our behavior to do the things we do. These are intrinsic motivation and extrinsic motivation. Intrinsic motivation vs extrinsic motivation, both can mean a lot to an employer. If you’re wondering which type of motivation is the best for your employees, read this article to find out. In this article, we will focus on intrinsic vs extrinsic motivation. Besides seeing their differences, you will also look at their examples and how they can be applied in the workplace. Intrinsic MotivationIntrinsic motivation is the type of motivation that arises from internal factors. It involves performing a task because it is fun or engaging. In intrinsic motivation, we do a task because of its inherent satisfaction regardless of what consequences it may have. When intrinsically motivated, a person does a task for fun, engagement, and the joy that comes from doing it. They don’t concern themselves with the external reward, pressure, or punishment that follows it. Intrinsic motivation is simply a gateway to learn, explore things based on interest in a task. For example, if you’re reading this article to get a deep understanding of what intrinsic vs extrinsic motivation means in a workplace, you are intrinsically motivated. Reading a book, watching a movie, gardening, writing, or singing a song are all examples of intrinsic motivation. That is because we do these activities merely for fun and not because of pressure or an external reward. In intrinsic motivation, a person competes for personal satisfaction and not external rewards such as money, a prize, or praise. Of course, intrinsic motivation has its reward in the form of having positive emotions within the person. Intrinsic Motivation in the WorkplaceResearch has shown that being intrinsically motivated, doing something merely for interest or enjoyment energizes and nurtures us, is good for our wellbeing, and boosts our performance. So how does that affect an employee and an employer in the workplace? According to the same source, there are three basic needs that when met, motivate our behavior: The sense of being connected to others. AutonomyThe feeling of having some control and being free to make decisions. CompetenceThe sense of being capable in what we do. When these three needs are met, a person is more likely to be intrinsically motivated to complete their tasks. To intrinsically motivate your employees, consider the following steps: Recognize the Good WorkOne good way to motivate your employees intrinsically is to acknowledge their work. When you appreciate their work it drives their motivation to achieve more. Recognizing the work makes them more productive, motivated, and engaged in their work. Recognition should be specific. You must call out a specific action that came from your employee worthy of praise and recognition. Also, consider the nature of an employee before you go about recognizing them. If an employee is an extrovert, give them a shout-out in front of people. This boosts their motivation and drives them to achieve more. However, if an employee shies away from socializing, consider recognizing their work personally. Give ThanksYes, salary is great motivation but have you tried thanking your employees? Practicing gratitude is one sure way to keep your employees motivated if not reward. When you thank your employees for all they do for you and your company, they are motivated to do more. This helps them get engaged in their work and they achieve goals because it gives them satisfaction. Practice AutonomyAs research says, autonomy matters a lot when it comes to retaining employees. When you give your employees autonomy over their dealings and the decisions they make, they feel valued. Autonomy is an ultimate boost to their motivation. With autonomy, employees begin to love their job, and hence they are motivated to do more to bring value to the organization.
Introduce ChallengesHuman beings love solving problems. This is why we spend day and night working on solutions for problems that seem hard to solve. The same is the case with challenges. When you provide your employees challenges, they are motivated to face them and overcome them. Stretch your employees with interesting challenges and make them deal with complex clients. You’ll see them get motivated to solve their problems. Pros of Intrinsic Motivation
Cons of Intrinsic Motivation
Extrinsic Motivation in the WorkplaceExtrinsic motivation is purely derived from external factors. In this type of motivation, an employee concerns themselves with the reward that comes with completing a task or the punishment it may follow. In this case, the punishment refers to avoiding getting in trouble of some sort or avoiding criticism from a manager. For example in a job, the external motivational factor is money. To motivate an employee you can introduce a bonus. How to Use Extrinsic Motivation?So how can you use extrinsic rewards for your employees? To extrinsically motivate your employees, it’s important that you consider specific situations. Before doing that, make sure your employees will be motivated by the reward or not. Below are some situations that make sense for you to extrinsically motivate your employees: To Arise InterestSometimes when your employees lack interest in a particular task, you may switch to extrinsic rewards to keep them motivated to learn. An incentive like a bonus is often helpful to make someone interested in a task. To Increase their SkillsetIf you want your employees to develop a particular skill set, set a reward for doing so. Not only will they be motivated to learn but also reach their goals ultimately. When the Work is HardWhen your employees are engaged in strenuous projects, a lack of motivation is inevitable. You can use an extrinsic reward in this case. For example, praising your employees for their tireless efforts. As Short Term MotivationSometimes extrinsic rewards are effective to be used as a short-term motivation for your employees. In this case, the reward should be tied to the specific action. Once skills are established and some intrinsic motivation is produced, the extrinsic motivator can be removed. Pros of Extrinsic Motivation
Cons of Extrinsic Motivation
What’s the Best for Your Organization?Is intrinsic motivation better for your employee or extrinsic motivation? Turns out, a blend of both intrinsic and extrinsic motivation is considered the best option. If you motivate your employees using both types, you’ll see far better results. Just make sure you keep certain things in mind like your employees and the right time. For example, you might want to begin with hiring people who are passionate to work. Their passion for work will make them work in the best way and generate great results for you. Now, you need to think of a way to reward your employee for all the great work they’ve done for you. This is where extrinsic motivation helps. Help them see a payoff for their hard work by rewarding them with bonuses, praise, or any other type of compensation. Intrinsic vs Extrinsic MotivationIntrinsic and extrinsic motivation have the following differences: Source of MotivationIntrinsic motivation arises from internal factors while extrinsic motivation arises from external factors. Purpose of Doing a TaskIn intrinsic motivation, we do something for personal gain, inherent interest, appeal, or joy. On the other hand, in extrinsic motivation, we complete a task to achieve an external reward or to avoid punishment such as being criticized. Feelings While Doing a TaskWhen we are intrinsically motivated, we enjoy the task at hand and we feel satisfied upon achieving the goal. However, in extrinsic motivation, the purpose is to receive benefits that come with the participation of doing something. Example of Intrinsic vs Extrinsic MotivationFor example, reading about something because it’s fun to learn is an example of intrinsic motivation. Reading about something to receive praise from an instructor is an example of extrinsic motivation. Intrinsic Motivation ExamplesSome examples of intrinsic motivation are given below:
Extrinsic Motivation Examples
Intrinsic and Extrinsic Motivation Examples in the WorkplaceBelow are some ways to motivate your employees extrinsically:
Below are some ways to motivate your employees intrinsically:
Final Word on Intrinsic vs Extrinsic MotivationNow that you know what intrinsic vs extrinsic motivation is, the question is how will you use them? The best practice is to use the best of both worlds. You can’t entirely rely on an intrinsically motivated employee and the similar for the extrinsically motivated employee. Therefore look for someone who loves their job and then reward them for doing their work so well. What is the difference between extrinsic and intrinsic motivation give examples?Intrinsic motivation involves doing something because it's personally rewarding to you. Extrinsic motivation involves doing something because you want to earn a reward or avoid punishment.
What is an example of intrinsic motivation?Intrinsic motivation examples
participating in a sport because it's fun and you enjoy it rather than doing it to win an award. learning a new language because you like experiencing new things, not because your job requires it.
What are some examples of extrinsic motivation?In extrinsic motivation, rewards or other incentives — like praise, fame, or money — are used as motivation for specific activities.. competing in sports for trophies.. completing work for money.. customer loyalty discounts.. buy one, get one free sales.. frequent flyer rewards.. What do you mean by intrinsic and extrinsic motivation?Extrinsic motivation arises from outside of the individual while intrinsic motivation comes from within. Research has shown that each type has a different effect on human behavior. 3
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