Intrinsic and Extrinsic Motivations Reinforces Each Other

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Intrinsicand Extrinsic Motivations Reinforces Each Other

Motivationis a study that involves learning of internal and external forcesthat enhance and expresses behaviors. It is said to be eitherintrinsic or extrinsic. The intrinsic is innate desire to connect ina person’s attention and exercises them to build up one’scapabilities. Equally, external involves the environmental creationof reasons for initiating and persisting in an action (Deckers,2016). The difference between extrinsic and intrinsic motivation isthat the former arises from the external of a person while the lattercomes from within. The aim of this study is to discuss and show whichtype of motivation is more effective than the other in a businessscenario involving paying more and performing better.

Discussion

Bothmotivations can be different in driving a behavior efficiently.However intrinsic is the most compelling motivation because it comesfrom within (Deckers, 2016). This is where a person has an internalaspiration to do a particular job because it is morally right, growsan individual skill or offers those pleasures. While intrinsic isalways viewed as the most effective motivation, it cannot fit in allsituations because people may sometimes lack the private interest todo an activity. And this is where extrinsic motivation comes in.Therefore, extrinsic can be a useful motivating tool when usedcorrectly, but too many prizes can undermine the intrinsicmotivation. Thus, extrinsic motivation can be helpful in inducingparticipation and interest in something that a person has no originalinterest. Additionally, it can be used in motivating people to gainnew knowledge and skills. After obtaining those fundamental skills,the individuals can be more motivated intrinsically to follow theactivity (Deckers, 2016). Hence, both motivations are crucial indifferent situations but intrinsic is better than extrinsicmotivation where there are innate desires, but where there are nosuch desires, the external proofs better. For instance, thosestudents that are motivated internally will do better in courseworksince they are eager and willing to study new concepts. As a result,their studying has an extra meaning, and they dig deeper tocomprehend the concept fully. Conversely, the externally motivatedstudents will have to be rewarded to study the same idea.

Payingmore money may or may not mean that the worker will be motivated toperform better however, this depends on whether the employee isintrinsically motivated or not. In the first scenario, if the workeris internally driven, the operator will perform better because he iscompetent and furthermore, he is expecting a reward. On the otherhand, if the staff is only motivated to get the money (extrinsic),the person will just perform for the sake of getting money and willnot perform better because he lacks internal drive and pleasure ofdoing the work (Deckers, 2016.

Highperformance at work is both motivated intrinsically and extrinsically(Deckers, 2016). This is because extrinsic motivation is one of thebest methods that push the business to move onward through settinggoals, motivating workers to achieve these targets and rewarding themfor their achievements. However, without including intrinsicmotivation, the performance will be based on results and goalsachievements while undermining collaborations, enjoyment, competentand hard work. As a result, it will create situations of motivatinghigh and de-motivating little performances as well as create loneachievements mentality without partnerships and assistance. Thus,high performance at work is both motivated intrinsically andextrinsically. For instance, if you start rewarding intrinsicallymotivated runner, he/she will still perform great to receive thataward.

Intrinsicworks when the company has a supportive culture, clear objectives,and compelling vision. It also works when the worker is properlyfitted in their position such that they are internally interested inperforming their job as well as having values aligning with thecorporate values. On the other hand, it will not function if thecompany lacks accommodating cultures and the worker does not have theskills to perform their tasks. Conversely, extrinsic works where thecompany sets goals and employees successfully achieve them and arerewarded. On the other hand, it fails when employees are punishedbecause of not achieving the goals. When a person is alreadyintrinsically motivated, he/she will perform better when paid more.In contrast, when the person has no initial interest (intrinsic), andhe/she is only motivated by money, he/she will not perform betterbecause he/she is not competent (Deckers, 2016).

Conclusion

Intrinsicis the most compelling motivation because it comes from within.Extrinsic can be a useful motivating tool when used correctly, buttoo many prizes can undermine the intrinsic motivation. Paying moremoney may or may not mean that the worker will be motivated toperform better however, this depends on whether the employee isintrinsically motivated or not. High performance at work is bothmotivated intrinsically and extrinsically. Intrinsic works when thecompany has a supportive culture, clear objectives, and compellingvision. Extrinsic works where the company sets goals and employeessuccessfully achieve them and are rewarded. When a person is alreadyintrinsically motivated, he/she will perform better when paid more.When the person has no initial interest, and money only motivateshe/she, he/she will not perform better because he/she is notcompetent.

References

Deckers,L. (2016). Motivation:Biological, psychological, and environmental.Fourth edition. London and New York: Routledge, Taylor and FrancisGroup.