key term - Extrinsic Rewards

Definition

Extrinsic rewards are external incentives or benefits that motivate individuals to perform a task or behavior. These rewards are separate from the inherent satisfaction or enjoyment derived from the activity itself and are typically administered by an external source, such as an employer, teacher, or authority figure.

5 Must Know Facts For Your Next Test

1. Extrinsic rewards can include tangible rewards, such as money, promotions, or prizes, as well as intangible rewards, like praise, recognition, or social status.
2. The use of extrinsic rewards can be effective in the short-term for tasks that are straightforward and require little creativity or problem-solving skills.
3. However, over-reliance on extrinsic rewards can undermine intrinsic motivation, leading to a decrease in long-term engagement and performance.
4. Extrinsic rewards are often associated with the early theories of motivation, such as Maslow's Hierarchy of Needs and Herzberg's Two-Factor Theory, which emphasize the role of external factors in motivating behavior.
5. Researchers have found that the timing, type, and perceived autonomy of extrinsic rewards can significantly impact their effectiveness in influencing behavior and motivation.

Review Questions

• Explain how extrinsic rewards are connected to the early theories of motivation, such as Maslow's Hierarchy of Needs and Herzberg's Two-Factor Theory.
  • The early theories of motivation, such as Maslow's Hierarchy of Needs and Herzberg's Two-Factor Theory, emphasize the importance of external factors in motivating behavior. Maslow's theory suggests that individuals are motivated by a hierarchy of needs, including physiological, safety, and esteem needs, which can be fulfilled through extrinsic rewards. Herzberg's Two-Factor Theory distinguishes between hygiene factors (such as pay and working conditions) and motivator factors (such as recognition and advancement), with extrinsic rewards being closely tied to the hygiene factors that can prevent dissatisfaction but may not necessarily lead to long-term motivation.
• Analyze the potential drawbacks of over-relying on extrinsic rewards in the workplace or educational settings.
  • Over-reliance on extrinsic rewards can have several potential drawbacks. First, it can undermine intrinsic motivation, where individuals are driven by the inherent satisfaction or enjoyment of the task itself. When extrinsic rewards become the primary driver of behavior, individuals may lose their natural interest and engagement in the activity. This can lead to a decline in creativity, problem-solving skills, and long-term commitment. Additionally, the perceived autonomy of the individual can be diminished, as they may feel their actions are primarily driven by external factors rather than their own volition. This can result in a decrease in overall job satisfaction, engagement, and performance in the long run.
• Evaluate the factors that can influence the effectiveness of extrinsic rewards in motivating behavior, and explain how these factors can be managed to optimize their impact.
  • The effectiveness of extrinsic rewards in motivating behavior can be influenced by several factors, including the timing, type, and perceived autonomy of the rewards. Regarding timing, rewards that are closely tied to the desired behavior are generally more effective than delayed rewards. The type of reward is also important, as tangible rewards (such as money or prizes) may be more effective for simple, routine tasks, while intangible rewards (such as praise or recognition) may be more motivating for tasks that require creativity or problem-solving skills. The perceived autonomy of the individual is another key factor, as rewards that are seen as controlling or coercive can undermine intrinsic motivation. To optimize the impact of extrinsic rewards, organizations and educators should consider these factors and strive to create a balanced approach that supports both extrinsic and intrinsic motivation.

Related terms

Intrinsic Motivation:

Intrinsic motivation refers to the internal drive to engage in an activity for its own sake, without the need for external rewards or recognition.

Reinforcement Theory:

Reinforcement theory suggests that behavior is influenced by the consequences it produces, with positive consequences (rewards) increasing the likelihood of the behavior being repeated.

Operant Conditioning: Operant conditioning is a learning process in which behavior is modified by the use of reinforcements and punishments, with extrinsic rewards being a key component of this approach.