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What is the difference between intrinsic and extrinsic motivation?
Explore the contrast between intrinsic and extrinsic motivation on our website. Learn how these two types of motivation can impact your goals and success.
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.
What is extrinsic motivation?
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.
Examples of Extrinsic Motivation in the Workplace:
- Bonuses
- Awards
- Recognition
- Praise
- Promotions
Limitations of Extrinsic Motivation:
According to psychologist Victor Room’s expectancy theory, in order for an award to work, three conditions need to be met:
- People need to believe that working harder will lead to the desired outcome (e.g., getting a bonus).
- They believe the organization will follow through with the reward.
- They actually desire the reward.
- If any of these conditions are not met, extrinsic motivation can backfire.
What is intrinsic motivation?
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.
Examples of Intrinsic Motivation in the Workplace:
- Finding a job that is interesting and challenging
- Having opportunities to learn and grow
- Feeling like your work is meaningful and makes a difference
- Having a sense of autonomy and control over your work
- Receiving regular feedback on your performance
Benefits of Intrinsic Motivation:
- Leads to higher quality work
- Increases productivity
- Improves employee engagement
- Reduces turnover
Conclusion
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.
Reference:
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- Burkus, D. (2023, YouTube video). Intrinsic vs. Extrinsic Motivation. https://www.youtube.com/watch?v=R6GRgML2gos