What is Intrinsic Motivation?
Intrinsic motivation (also known as internal motivation) is basically defined as motivation that comes from within oneself. Whenever you are motivated to do something without external (or extrinsic) influence, you are experiencing intrinsic motivation. An example of intrinsic motivation is interest in a hobby or anything else that provides you with enjoyment. There is usually no external reason or external reward for engaging in an intrinsically motivated activity. Intrinsic motivation encourages you to perform an activity for enjoyment.
Extrinsic Motivation
Extrinsic (or external) motivation is the opposite or intrinsic motivation. When one is motivated by a reward (for example, money or a prize), praise, or recognition for engaging in an activity, he/she is extrinsically motivated. An example of extrinsic motivation would be working for payment or doing something to win a contest with a reward (either praise or a tangible reward). It is generally accepted that an extrinsically motivated activity is less enjoyable than an intrinsically motivated activity. The reason for performing an extrinsically motivated activity is not enjoyment, but rather personal gain.
Intrinsic Motivation vs. Extrinsic Motivation
Many researchers argue that the division between intrinsic motivation and extrinsic motivation is not so cut and dry. Some activities defined as intrinsically motivated might require extrinsic motivation in some individuals, or vice versa. It is also sometimes hard to differentiate between the two types of motivation. For example, a man might enjoy running and competing in races. When he winds a race, he feels enjoyment. He also feels enjoyment at winning money as a result of winning the race. So, he has gained enjoyment, a feeling of personal accomplishment, and a monetary reward. Is his motivation to win the race intrinsic motivation or extrinsic motivation?
Can Extrinsic Rewards Reduce Intrinsic Motivation?
It has also been found that extrinsic rewards can reduce intrinsic motivation. When an employee is intrinsically motivated, he/she tends to view the big picture and take pride in his/her work in general. When an extrinsic reward is introduced, such as a monthly reward or a quota prize, the employee’s focus can centralize on the time period and winning the prize. The intrinsic motivation may become less of a factor. The employee’s productivity may increase as he/she works for the prize, but general job satisfaction may in fact decrease because the internal drive to perform well has been overwhelmed by the desire to win the contest.
Cognitive Evaluation Theory
The cognitive evaluation theory states that the level of intrinsic motivation to continue a particular activity increases as a person overcomes sequential challenges they are presented with. In other words, as a person’s confidence with their competency in a certain activity increases, so does his/her intrinsic motivation. This theory has helped teachers increase intrinsic motivation in students. By praising students for small achievements, the student’s confidence in the activity grows and the student is then intrinsically motivated to learn more. This theory is also useful in teaching children’s sports activities. By praising small achievements, and limiting criticism of weaknesses, the child develops intrinsic motivation to keep trying harder and push himself/herself to success.
Intrinsic Motivation and Education
Methods of increasing intrinsic motivation in students is continually studied in the area of education. Teachers hope to find the right levels of extrinsic motivation and intrinsic motivation in their lesson plans and methods of teaching to develop increased levels of intrinsic motivation for learning. Many theories and models exist, but it is up to the individual teachers to decide the best way to develop intrinsic motivation in each student to produce a student body that desires to learn for enjoyment, and not a reward.
