Behaviour in exchange for the sense of personal satisfaction or fulfillment. Show
Intrinsic motivation refers to the stimulation that drives adopting or changing behavior for personal satisfaction or fulfillment. Such motivation drives an individual to perform an activity for internal reasons that are personally satisfying, as opposed to being motivated extrinsically – that is, by the prospect of obtaining some external reward, such as money. In other words, with intrinsic motivation, the incentive for engaging in a behavior or completing a task is performing the task itself. For example, when someone decides to eat ice cream, typically their motivation is to enjoy the pleasure of eating the ice cream. They are not doing it for some external reward. Intrinsic Motivation vs. Extrinsic MotivationIntrinsic motivation is derived from a direct relationship between the person and the situation, or from intangible factors. One example of this is when someone writes poems for their personal reading pleasure. A person who sings and derives satisfaction out of singing is relying on intrinsic motivation. Intrinsic motivation is the opposite of extrinsic motivation, which drives someone to perform an activity either to receive an external reward or to avoid an external punishment. An example of extrinsic motivation is when someone writes poems to sell them. Intrinsic Motivation in OrganizationsIn any organization, regardless of the industry, intrinsic motivation is an important element to getting maximum productivity from employees. Employers tend to look for potential employees who have a strong sense of intrinsic motivation for doing the work that they would be responsible for. Strong intrinsic motivation can help individuals to achieve their goals for career growth and development. Here are some areas where internal motivation can be beneficial for both the employee and employer: 1. ResponsibilityIn general, the more responsibilities an individual assumes in the workplace, the higher their salary becomes. When a person becomes a manager, they receive higher compensation than their co-workers or subordinates. However, some people do not accept a managerial position primarily to earn more money. Some employees possess the intrinsic motivation of assuming more responsibilities in order to inspire or encourage others to step up, achieve their own personal goals, and climb the corporate ladder themselves. Added responsibility may also carry the intangible reward of making someone feel that they are playing a direct role in shaping the future of the organization. 2. RecognitionMost companies offer rewards and recognition programs that offer incentives such as monetary prizes or paid vacation leaves. However, some employees with strong intrinsic motivation are content with simply being considered a valuable member of the organization, regardless of any extra financial rewards. They are likely to derive more pleasure from being recognized for their hard work than they derive from receiving the external rewards that accompany the recognition. 3. KnowledgeA strong internal motivation for some employees is the pursuit of knowledge. They want to learn more about their field and hone their skills. Companies can offer a range of training courses to obtain maximum benefit from employees who are internally motivated to want to expand their knowledge and skills. 4. AccomplishmentIn many cases, employers don’t need to make grand gestures or spend a lot to fuel the intrinsic motivation of employees and give them a sense of accomplishment at the workplace. Many people feel a sense of pride and accomplishment from helping other people, without expecting anything in return. Just saying, “Thank you!”, is more than enough for people with strong intrinsic motivation. Related ReadingsThank you for reading CFI’s explanation of intrinsic motivation. CFI offers the Financial Modeling & Valuation Analyst (FMVA)™ certification program for those looking to take their careers to the next level. To keep learning and advancing your career, the following resources will be helpful: Intrinsic motivation refers to behavior driven by internal rewards. By practicing a combination of intrinsic and extrinsic motivators in the workplace, you can positively influence your team and empower a healthy workforce. Wondering how to motivate your team without the need for external rewards? Intrinsic motivation might just be your answer. Encouraging your team with intrinsic motivation and positive feedback can be a healthy alternative to performance incentives. We’ll explain what intrinsic motivation is, how it works, and the differences between intrinsic motivation vs. extrinsic motivation when it comes to aligned teamwork. What is intrinsic motivation?Intrinsic motivation is behavior driven by internal or intrinsic desire. In other words, it’s the motivation to engage in behavior that arises from within the individual rather than from without. This means that the motivation comes solely from oneself and not from external forces such as incentives like compensation or praise. The intrinsic motivation theory was originally based on human necessities such as hunger, thirst, and basic psychological needs. This is connected to the social psychology and self-determination theory, which is a framework for the study of motivation and suggests people become self-determined when their needs for competence, connection, and autonomy are filled. Self-determination research is focused on motivators that we all seek to fulfill and which expand to a variety of situations, such as in a professional setting. Intrinsic needs, like job satisfaction and human connection, stem from the self-determination theory and often drive us to do our best work. Intrinsic motivation can also improve team engagement, because it involves seeking out activities that bring us internal joy and help create purpose. Intrinsic motivation vs. extrinsic motivationExtrinsic motivation, on the other hand, refers to behavior that is driven by external rewards or punishment rather than internal desires. This means external motivation can be both rewards-based and fear-based, as long as there is an external force driving the motivation. Let’s break down the differences between the two:
Human motivation is inherently different from person to person, which means the types of effective motivation will also vary from team to team. While one person may respond better to intrinsic factors, another might respond better to extrinsic factors. The key is to consider your team's needs and what’s best for their well-being. Read: Convergent vs. divergent thinking: Finding the right balanceIntrinsic motivation examplesNow that you understand the theory behind intrinsic motivation, let’s put it to practice. We’ve put together a list of workplace examples that are motivated by intrinsic desire. Though leadership styles can vary, it’s important for all managers to understand how to encourage team members through intrinsic motivators in order to create a positive working environment. This may involve understanding what types of extrinsic motivators to include as well. When people are intrinsically motivated, their behavior and activities are centered around internal joy and curiosity. Examples include:
As you can see in each of these examples, the motivation to do something stems from the individual’s internal desire to do it. The benefit of doing something because you want to rather than feeling like you have to—while dependent on the situation and point of view—is likely to encourage higher quality work and happiness in the long run. Intrinsic motivation factors and impactAs a manager, it’s important for you and other team leaders to consider the factors that promote intrinsic motivation. Doing so can help you see the impact this type of motivation can make on your team members and within your organization. Without internal motivation, your team may feel unfulfilled and unhappy, which could lead to burnout. Thankfully, there are tangible ways to better motivate your team—intrinsically. Factors that promote intrinsic motivation include:
Everyone is different, and that means what motivates you will be different too. Both intrinsic and extrinsic motivation can work, but if possible, it’s better to use the intrinsic motivation factors above first. Research shows that extrinsic motivation can actually undermine intrinsic motivation because of what’s called the overjustification effect. That is, when external rewards are offered too early, they can lose their value and hinder internal motivation. That said, another study found that introducing rewards early in a task can actually encourage intrinsic motivation. The consensus? Knowing which motivation factor to use is not a clear-cut answer. Motivation stems from a variety of reasons and is commonly a mix of both intrinsic and extrinsic factors. That’s why it’s important to encourage internal purpose and productivity in the workplace, while also using incentives as positive reinforcers. How to practice better motivation in the workplaceWhen it comes to motivation, both intrinsic and extrinsic rewards play a part in performance. There is no one size fits all approach to motivating your team. This opens up many possibilities when it comes to encouraging individual team members. The important thing to remember is that you have the power to encourage your team using positive reinforcement. Providing others with opportunities and challenges can encourage them to think intrinsically and positively affect others around them. Ways that you can do this include providing team members with problem solving challenges, opportunities for growing their skills, and sharing appreciation for their work with the rest of the organization. Empowering team membersEmpowering your team members with new opportunities to problem solve can internally motivate them to do better and learn new skills. These could include opportunities like owning a project change or onboarding a new team member. You can empower your team to problem solve by: Giving team members autonomy: It’s okay to give your team guidance on how to problem solve, but it’s better to give them the autonomy to solve issues independently rather than giving them the answer.
These simple tasks can bring your team members together as a community and encourage not only problem solving skills but also collaboration skills for their own benefit. Read: How team morale affects employee performanceRecognizing workRecognizing your team’s work is a positive extrinsic motivational tactic that can make a difference in your team’s morale. It makes people feel important and motivates them to continue reaching new skill levels. Work that is worth recognizing could be as small as accomplishing an internal communication task or as large as implementing a new process. It’s important to recognize work frequently regardless of the size of the project or the perceived impact. You can celebrate your team’s work by:
While recognizing work in a 1:1 setting can still be motivating, it’s a good idea to let your team or organization as a whole know the great work that’s been done, too. Providing challengesGiving your team challenges can inspire them to achieve new skills. This is important when looking at an individual’s long term growth professionally. You can provide your team with challenges by:
Challenging your team with these solutions can encourage adaptiveness to new situations and raise individuals’ self-esteem in the workplace. Encourage your team with intrinsic motivationWhen it comes to different types of motivation, think intrinsically and encourage your team to do the same. With the right motivation, you can empower your team members, increase team efficiency, and boost morale. Want to encourage your team to work together? Try team collaboration software that helps simplify communication and encourages teamwork. Improve team collaboration with Asana |