Intrinsic and Extrinsic Motivation | Opinion – Indiana Statesman

September 5, 2019 By ubuntucafe Off

Every morning, we all have specific reasons to get up and do what we do every day. Why is it that some days, when the alarm goes off, exercising, working or cooking lunch is difficult to complete?

Usually motivation (or the lack thereof) is behind why we do the stuff we do. 

There are various kinds of motives, and as it turns out, knowing why you’re encouraged to complete tasks can assist you to stay focused and motivate others. 

In today’s article, we will plunge into the two reasons we are motivated: intrinsic and extrinsic. 

To understand the distinctions between the two, their advantages, and how to stimulate productivity by using both kinds, keep reading!

Intrinsic motivation means doing something because it is rewarding to you individually. Extrinsic motivation means to do something because you want to receive a prize or prevent a penalty.

If you are intrinsically motivated, your inner willingness to do something for your own sake drives your behavior. For instance, your personal enjoyment of exercise or willingness to study a skill because you want to learn it are both intrinsically motivated.

When you are extrinsically motivated, internal elements motivate your conduct to push you to do something in hopes of gaining a prize or preventing a less than positive result. 

For example, reading a book to prepare for a test or cleaning your home to prepare for visitors. 

At first look, being intrinsically motivated may seem easier than being extrinsically driven. After all, it sounds like it would be ideal to not need anyone or anything to motivate you to perform duties. 

Unfortunately, we don’t live in such a world. However, being extrinsically motivated doesn’t necessarily mean that there’s anything wrong. Extrinsic motivation is sometimes the essence of being a natural being.

If you have a job and must complete a project, you are likely to be extrinsically motivated by the praise of your manager or a potential raise or commission, even if you enjoy the project while doing it. 

You’re extrinsically encouraged to know a foreign language when you’re in college because you’re graded on it, even if you love practicing and learning it.

There’s good intrinsic motivation and good extrinsic motivation. The main idea to determine your reason for being encouraged to complete tasks and to encourage both types of motivation.

Research has shown that intrinsic motivation can be increased by appreciation. In order to encourage intrinsic motivation in children, provide positive feedback that is “genuine,” “encourages autonomy,” and “conveys achievable norms” has been discovered. 

On the other hand, if provided too willy-nilly, internal benefits may reduce intrinsic motivation. Their intrinsic motivation reduced when children got too much recognition to complete a minimal job or single assignments.

Extrinsic benefits may not always include bribery (although bribery may work). People may never be motivated internally to complete a task in some cases, and extrinsic motivation may be used to get the job done. 

In reality, extrinsic benefits can foster participation in a job or ability that an individual has had no stake in earlier. 

Rewards such as applause, grants, rewards, or awards can also motivate individuals to discover fresh abilities or provide concrete feedback beyond mere oral applause or warning.

But be cautious with extrinsic incentives, as studies have shown that by providing too many incentives for tasks individuals are already intrinsically motivated to do can reduce the intrinsic motivation of that person. 

It may slip into the effect of over-justification. Offering benefits for operations that the individual already finds rewarding in these instances can make a pleasant undertaking seem like job, which could destroy their desire to continue doing it.

Extrinsic and intrinsic motivation in learning environments can also serve an important part. Some specialists claim that the traditional emphasis on internal benefits such as grades, report cards, and gold stars undermines any current incentive inherent to learners.

Others indicate that these extrinsic motivators assist learners in the school feel more skilled, thereby improving intrinsic motivation. 

While intrinsic motivation is often perceived as the perfect, both extrinsic motivation and intrinsic motivation are significant forms of conduct. 

To know how these can better be used, it is essential to know some of the main distinctions between the two incentive kinds, including the general behavioral effect that each can have.