Intrinsic Extrinsic Motivation
The basics
Intrinsic Extrinsic Motivation
The basics
Do you want to understand the basics of intrinsic extrinsic motivation?
Workplace motivation can be a difficult and complex subject but it’s still important to understand the basics. Intrinsic extrinsic motivation is a fundamental element of motivation theory.
Motivation can be thought of as a continuum, with values and rewards depicted by intrinsic (internal) elements at one end, and by extrinsic (external) factors at the other. However, such categorization is only a (useful) starting point in explaining what is essentially a very complex and personal issue.
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Intrinsic Motivation
Intrinsic motivation: means we are motivated by rewards that are largely intangible. This means we place more value on outcomes that are sourced from within, rather than from external factors. Intrinsic motivations can be linked to our feelings. For example:
- feeling satisfied
- feeling capable
- being trusted
- enjoying a sense of challenge
- reinforcing self-esteem
- satisfaction at accomplishments
- general enjoyment in our work
- feeling appreciated
- feeling empowered to take decisions
- pride at being given responsibility
- satisfaction at realizing our potential
- taking pleasure at being treated with care and consideration
Intrinsic motivation comes from within. How can managers promote and support intrinsic motivation in their people? By ensuring the value and achievements of employees is fully, fairly and explicitly recognized.
Extrinsic Motivation
Extrinsic motivation in the workplace: refers to motivation by external or tangible rewards. We are also motivated to perform by things or factors which come from other people or organizations. Typically these include:
- salary and what it can buy
- fringe benefits
- promotion and its trappings
- security
- the physical work environment (such as a better office or car parking space)
- conditions of work
Often these benefits are beyond the direct control of a line manager and are more often determined at an organizational level. Nonetheless, effective managers should be supportive of colleagues motivated by extrinsic factors, if they are justly entitled to such rewards.
Balancing Intrinsic Extrinsic Motivation?
Intrinsic extrinsic motivation can be considered as a continuum. At one end we find some people motivated by tangible, extrinsic benefits, such as salary and the trappings of position.
Others may be motivated by factors at the opposite end of the spectrum. These people tend to forego the tangible rewards of monetary benefits, in favour of intrinsic or self-satisfaction.
However, to gain the most from the basics of intrinsic extrinsic motivation, it’s perhaps best to remember that people can easily move along any continuum. Rather than considering these motivational factors as opposites, try to remember that most people are motivated by a combination of the two.
And that such motivation is also influenced by a number of other complex, social and economic factors, such as age, family status, and so on. For more information you might find it useful to look at our related articles on Motivation.
If you want some more insights into intrinsic extrinsic motivation, look at some of the e-guides in the Workplace Well-being section of our store.
Putting Motivation Theory to Work
If you’re looking for more resources on motivation at work, we’ve bundled together these six PDF e-guides to help you put motivation at the heart of performance. At half the normal price! Read the guides in this order and use the tools in each. These guides are great value, packed with practical advice, tips and tools on how to motivate yourself (and others) to perform. (6 pdf guides, 176 pages, 26 tools, 15 tips and 22 insights for half price!)
Motivating Performance
Manage Your Own Performance
15 Performance Management Tips
SMART Goals, SHARP Goals
Workstyle, Lifestyle
Leading Insights
