it is possible to turn extrinsic factors into intrinsic motivators.

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08-10-2024

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Can Extrinsic Rewards Spark Intrinsic Motivation?

We all know the allure of extrinsic motivators: bonuses, promotions, praise, and even the avoidance of punishment. They can be powerful tools for driving behavior, but can they also fuel the fire of intrinsic motivation – that deep-seated desire to do something for its own sake?

This question has intrigued researchers for decades, with studies revealing a complex interplay between extrinsic rewards and intrinsic motivation.

The Dilemma: Rewards Can Be a Double-edged Sword

As early as 1973, researchers like Lepper, Greene, and Nisbett (1973) observed the "overjustification effect". They found that offering external rewards for engaging in an already enjoyable activity can actually decrease intrinsic motivation.

Why does this happen?

Imagine a child who loves to draw. If you start giving them a dollar for every drawing they complete, they might become more focused on the reward rather than the inherent joy of creating. This shift in focus can undermine their natural interest.

But Hold On! Not All Rewards Are Created Equal

However, the story doesn't end there. Deci and Ryan's (2000) Self-Determination Theory offers a more nuanced perspective. They argue that the type of extrinsic motivator matters.

Autonomy-Supporting vs. Controlling Rewards

• Controlling rewards: These rewards, often tied to performance pressure, can indeed diminish intrinsic motivation. Think of a rigid deadline or a strict performance quota.
• Autonomy-supporting rewards: These rewards, on the other hand, can actually enhance intrinsic motivation. Imagine being given the freedom to choose a project or being offered support in exploring new ideas.

The Key: Fostering a Sense of Ownership and Choice

Ryan and Deci (2000) emphasize that it's not just about the reward itself, but how it's presented. If the reward helps individuals feel more in control of their work and feel a sense of ownership over their efforts, it can actually boost their intrinsic motivation.

Practical Examples:

• Instead of a fixed bonus, offer employees a choice of rewards: This gives them a sense of autonomy and increases the value of the reward.
• Focus on providing feedback that is specific, constructive, and aimed at improvement: This fosters a growth mindset and encourages intrinsic motivation for continuous development.
• Create opportunities for self-directed learning and exploration: This allows individuals to pursue their interests and cultivate a deeper understanding of the task at hand.

In Conclusion:

While the "overjustification effect" highlights the potential pitfalls of extrinsic motivators, research suggests that the key lies in using them strategically. By promoting autonomy, providing feedback, and fostering a sense of ownership, we can turn extrinsic rewards into tools that nurture rather than stifle intrinsic motivation. Remember, the goal is not to eliminate extrinsic rewards but to use them in a way that complements and enhances our natural desire to learn, grow, and contribute.

References:

• Lepper, M. R., Greene, D., & Nisbett, R. E. (1973). Undermining children's intrinsic interest with extrinsic reward: A test of the 'overjustification' hypothesis. Journal of Personality and Social Psychology, 28(1), 129-137.
• Ryan, R. M., & Deci, E. L. (2000). Self-determination theory and the facilitation of intrinsic motivation, social development, and well-being. American Psychologist, 55(1), 68-78.
• Deci, E. L., & Ryan, R. M. (2000). The "what" and "why" of goal pursuits: Human needs and the self-determination of behavior. Psychological Inquiry, 11(4), 227-268.