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.
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