Extrinsic motivation

Definition

Extrinsic motivation refers to the drive to engage in a behavior or activity based on external rewards or pressures rather than intrinsic enjoyment or personal satisfaction. This type of motivation is influenced by factors such as monetary incentives, recognition, or social approval, which can impact behaviors in various contexts, including helping others and workplace performance. Understanding extrinsic motivation can help explain why individuals may participate in prosocial behaviors or work towards organizational goals.

5 Must Know Facts For Your Next Test

1. Extrinsic motivation can lead to immediate compliance but may not sustain long-term engagement if the external rewards are removed.
2. In prosocial contexts, individuals may be motivated to help others if they expect recognition, praise, or material rewards.
3. Organizational settings often utilize extrinsic motivators like bonuses or promotions to boost employee productivity and morale.
4. Research shows that while extrinsic rewards can be effective in the short term, they may diminish intrinsic motivation if not balanced appropriately.
5. Extrinsic factors can interact with intrinsic motivation; for example, receiving praise for a task can enhance overall motivation and enjoyment of the activity.

Review Questions

• How does extrinsic motivation differ from intrinsic motivation in terms of its impact on prosocial behavior?
  • Extrinsic motivation focuses on external rewards such as money or recognition, which can drive individuals to engage in prosocial behaviors like volunteering or donating. In contrast, intrinsic motivation comes from within, driven by personal values or enjoyment. While both types of motivation can lead to helping behaviors, extrinsic motivators might result in participation primarily for reward rather than genuine concern for others.
• Analyze how organizations can effectively balance extrinsic and intrinsic motivations to enhance employee performance.
  • Organizations can create a motivating environment by combining extrinsic rewards, such as bonuses and recognition programs, with opportunities for employees to find intrinsic satisfaction in their work. This might include providing meaningful tasks, promoting a positive workplace culture, and encouraging autonomy. By doing so, companies can maintain high levels of engagement while ensuring that employees also find personal fulfillment in their roles.
• Evaluate the implications of relying too heavily on extrinsic motivation for long-term behavioral change and its effects on prosocial actions.
  • Relying too heavily on extrinsic motivation can undermine long-term behavioral change as individuals may only act when external rewards are present. This approach can lead to a decrease in intrinsic motivation over time, causing individuals to disengage from behaviors they once found fulfilling. In the context of prosocial actions, if people primarily help others for external rewards rather than genuine concern, it could result in less sustainable altruistic behavior and diminish the quality of interpersonal relationships.

Related terms

intrinsic motivation:

Intrinsic motivation is the internal drive to engage in an activity for its own sake, driven by personal satisfaction and enjoyment.

reward system: A reward system is a structured approach that organizations use to provide incentives to employees to encourage desired behaviors and performance.

social influence: Social influence refers to the way individuals change their thoughts, feelings, or behaviors due to the real or imagined presence of others.