Studies have shown that an external reward for an activity can make it more rewarding. Extrinsic motivations can be used under all circumstances, and if a reward is used correctly, it does not lose its effect. The type of reward plays an important role in determining the effectiveness of extrinsic motivation. In contrast, intrinsic motivation is the inner power of personal growth and the desire for success that fuels your urge to get a job done.įor some people, the benefit of external rewards is enough to motivate them to deliver high-quality, continuous work. Simply put, extrinsic motivation refers to the behavior of a person who is rewarded from the outside by performing a task or learning a new skill.
You exceed your set targets because you love to win. 
Organizing tasks and scheduling work because you enjoy being organized. Learning to dance because you love to groove. Cleaning your space because it makes you feel organized. Exercising or meditating because you want to relieve stress. Reading a book because you enjoy stories. Intrinsic motivation is based on internal incentives such as pleasure and interest, while extrinsic motivation is external incentives to engage in a particular activity motivation that arises from the expectation of punishment or reward, such as performing an unloved job for a fee. You are naturally motivated when you do an activity because you enjoy it and you are personally satisfied with it. In short, intrinsic motivation is to perform an activity for its own sake, without the desire for external rewards or pressure. When we are motivated, we do what we want to do, because the act of doing so gives us a sense of joy based on our natural interest, value, or passion. The American Psychological Association defines intrinsic motivation as “the incentive to engage in a particular activity that generates pleasure in the activity and is of real interest to the subject regardless of the external benefit of obtaining money or course credits”. What insights can we tap into? What do we need to revisit? Perhaps the answer to employee motivation in the virtual workplace lies in going back to basic motivation concepts. Motivation is not such a complex concept, but it sure is very difficult to ensure employees stay motivated throughout their work tenure. The Hay Group study of employee motivation shows that the most committed employees in the office are 43% more productive. Companies with motivated employees are more productive than others. Motivation statistics indicate that many employees are motivated by financial gain, career and promotion opportunities, training and development opportunities, flexible working conditions and additional paid leave. 
Studies have shown that offering too many rewards to motivate someone who is already intrinsically motivated to do that task can backfire where the individual now might consider it as regular work and no longer feel motivated.
Intrinsic Rewards: What’s a Better Motivator?ĭo you belong to an intrinsic camp or an extrinsic camp of motivation?
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