Extrinsic Motivation

What is extrinsic motivation?

Extrinsic motivation is driven by external rewards or consequences : salary, bonuses, promotions, recognition awards, or avoiding disciplinary action.

Extrinsic Motivation is often contrasted with intrinsic motivation, which refers to the internal factors that drive an individual to engage in a particular behavior or activity, such as personal interest, enjoyment, or a sense of accomplishment.

Extrinsic Motivation can be a powerful force in motivating individuals to engage in certain activities, but it can also have negative effects if it is used excessively or in the wrong way. HBR’s motivating people research shows that extrinsic motivators are most effective for routine tasks and short-term performance goals, but can crowd out intrinsic motivation for creative or complex work if applied clumsily.

Characteristics of extrinsic motivation

Some characteristics of Extrinsic Motivation include:

1. External Factors: Extrinsic motivation is driven by external factors or rewards, such as money, grades, recognition, or other tangible or intangible rewards.
2. Controlled by others: Extrinsic motivation is often controlled by others, such as a boss, teacher, or parent, who provide the rewards or incentives.
3. Short-term Focus: Extrinsic motivation is often directed towards short-term goals and objectives, rather than long-term development or growth.
4. Results-oriented: Extrinsic motivation is often focused on achieving specific results or outcomes, rather than the process or experience of the activity itself.
5. Can be both Positive and Negative: Extrinsic motivation can be a positive force in motivating individuals to achieve their goals, but it can also have negative effects if it is used excessively or in the wrong way.
6. Can decrease Intrinsic Motivation: Extrinsic motivation can decrease intrinsic motivation, as the individual may become dependent on the external rewards and lose interest in the activity itself.
7. Can lead to Cheating or Unethical Behavior: When the extrinsic rewards are too high, it may lead to cheating or unethical behavior in order to gain the rewards.
8. Can be used as a Tool: Extrinsic motivation can be used as a tool to encourage certain behaviors or activities, but it should be used in conjunction with intrinsic motivation to foster long-term engagement and commitment.

How is extrinsic motivation useful?

There are several reasons why Extrinsic Motivation can be useful: SHRM’s total rewards guidance recommends balancing extrinsic incentives with recognition programs that address both extrinsic and intrinsic motivational drivers for sustainable engagement.

1. Setting Goals: Extrinsic motivation can be used to set goals and achieve them by providing rewards for completing tasks or reaching certain milestones.
2. Encouraging Certain Behaviors: Extrinsic motivation can be used to encourage certain behaviors, such as attending school or staying on task at work.
3. Improving Performance: Extrinsic motivation can be used to improve performance, by providing rewards for achieving certain results or outcomes.
4. Compliance with Rules or Regulations: Extrinsic motivation can be used to ensure compliance with rules or regulations, by providing rewards for following them.
5. Learning New Skills: Extrinsic motivation can be used to encourage learning new skills, by providing rewards for mastering them.
6. Creating Accountability: Extrinsic motivation can be used to create accountability, by providing rewards for meeting certain standards or achieving certain results.
7. Achieving Business Objectives: Extrinsic motivation can be used to achieve business objectives by providing rewards for reaching certain goals and targets.
8. Encouraging Teamwork: Extrinsic motivation can be used to encourage teamwork, by providing rewards for working together effectively.

Extrinsic motivation design requires alignment with broader talent strategy. Using pre-employment assessments alongside a structured hiring plan drives compliance. Strong talent acquisition focused on skills-based hiring improves outcomes.

Frequently asked questions