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Dive deeper into the topic we just explored with more practical tools and insightful resources. Delivered straight to your inbox every week.
Written by:
Samy Madani
Recently, I watched a fascinating YouTube video by David Burkus [1], a motivational speaker and author, where he delves into the world of intrinsic and extrinsic motivation.
Burkus’ insights resonated deeply with me, and I knew I had to share them with all of you!
So, buckle up, because we’re about to explore the fascinating world of why we do what we do.
Extrinsic motivation refers to reasons people do work other than the work itself. It can be bonuses, awards, recognition, or anything that is promised from the work. The speaker argues that extrinsic motivation is not as effective as people think.
According to psychologist Victor Room’s expectancy theory, in order for an award to work, three conditions need to be met:
Intrinsic motivation refers to everything you do because you enjoy doing the activity. It is the love of the game or the work itself. People do intrinsic work because they enjoy it and would do it even if they don’t get paid.
By understanding the difference between extrinsic and intrinsic motivation, and by creating a work environment that fosters intrinsic motivation, we can empower employees to be more engaged and productive.
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