Impact of extrinsic motivation on intrinsic motivation - 0 views

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  #1 Lindgren Spence on 19 May 13

   

  Motivation can be merely defined as the issues that induce us to take particular actions or behave in a particular way. It is the why or the cause that drives a person towards a preferred aim.
  
  The reasons can be categorized into anything that is inside us i.e. intrinsic / internal motivation, or anything that is external to us i.e. extrinsic / external motivation.
  
  Internal motivation in performing a job occurs when the process in itself is seasoned as rewarding and there is no need for any external reward prior to it is performed. Examples are enjoy of the job, self-satisfaction, sense of achievement, relaxation goal, etc.
  
  External motivation in performing a activity occurs when the job is performed due to the fact of an external reward. Examples are praise, recognition, income, stickers, grades, material rewards, and so forth.
  
  Motivation can be noticed as a continuum from getting externally driven to becoming more internally driven. All of us begin off in life being externally driven. Keep in mind how several kids are bribed with sweets or stickers, and do issues to get praise from adults. But as we mature and our material demands become a lot more happy, we turn into much more internally driven. Even though intrinsic motivation is generally accepted as becoming better as it is within the internal manage of the particular person, external motivation is beneficial in assisting a person initially to get on a activity when he does not really feel intrinsically motivated to do so.
  
  Nevertheless, the excessive use of external motivation may well have detrimental effects. This has been shown in research or experiments that examine the effects of external reward on an internally motivated activity.
  
  The 1973 paper "Undermining children's intrinsic interest with extrinsic rewards: A test of the overjustification hypothesis" by M Lepper, D Green & R Nisbett, reported an exciting experimental ssl observation. Throughout children's cost-free-play time, a enjoyable drawing activity was introduced. They observed the youngsters playing and chosen these kids who appeared to discover intrinsic satisfaction in drawing. These youngsters had been placed below 3 distinct circumstances.
  
  Situation 1: "Very good Player" certificate was shown to some of the youngsters, and asked if they would like to draw to win the certificate.
  
  Condition 2: Some kids had been given the chance to basically engage in drawing and the children had been given the "Good Player" certificate unexpectedly.
  
  Condition three: Some young children simply drew with out expecting or receiving any reward.
  
  Two weeks later, all these children had been once again permitted ssl to engage in the drawing activity. The outcome was intriguing. It was identified that the kids who chose to draw for the reward showed significantly less interest in drawing, and also when the reward was withdrawn, these young children just stopped drawing. Youngsters in the other two conditions showed no important change in their interest in drawing. The outcome seems to suggest that the external reward of a "Very good Player" certificate destroyed the original intrinsic motivation for drawing.
  
  In 1975, EL Deci reported his study findings in the paper "Intrinsic motivation", that when folks have been offered rewards for pursuing intrinsically satisfying objectives, decreased motivation was the outcome. The result seems to suggest that if people currently get pleasure from what they are performing, providing rewards for their engaging in this activity can act as a deterrent in continuing with that activity.
  
  These two reports appear to recommend that external rewards can destroy intrinsic motivation. There is therefore the ssl danger of "overjustification" in our enthusiasm to motivate good overall performance through rewards.
  
  What are the lessons that we can learn in motivating our kids, students or subordinates? Recommendations are:
  
  1. Create intrinsic motivation for tasks, e.g. by providing a protected environment for them to pursue their personal interests with no undue interference.
  
  2. Encourage intrinsic motivation for tasks e.g. supplying opportunities for sharing of work and of the private satisfaction gained.
  
  three. Give external rewards sparingly, and without giving expectations for it.
  
  References:
  
  1.

   

  <div class="cArrow"> </div><div class="cContentInner">Motivation can be merely defined as the issues that induce us to take particular actions or behave in a particular way. It is the why or the cause that drives a person towards a preferred aim. <br /> <br /> The reasons can be categorized into anything that is inside us i.e. intrinsic / internal motivation, or anything that is external to us i.e. extrinsic / external motivation. <br /> <br /> Internal motivation in performing a job occurs when the process in itself is seasoned as rewarding and there is no need for any external reward prior to it is performed. Examples are enjoy of the job, self-satisfaction, sense of achievement, relaxation goal, etc. <br /> <br /> External motivation in performing a activity occurs when the job is performed due to the fact of an external reward. Examples are praise, recognition, income, stickers, grades, material rewards, and so forth. <br /> <br /> Motivation can be noticed as a continuum from getting externally driven to becoming more internally driven. All of us begin off in life being externally driven. Keep in mind how several kids are bribed with sweets or stickers, and do issues to get praise from adults. But as we mature and our material demands become a lot more happy, we turn into much more internally driven. Even though intrinsic motivation is generally accepted as becoming better as it is within the internal manage of the particular person, external motivation is beneficial in assisting a person initially to get on a activity when he does not really feel intrinsically motivated to do so. <br /> <br /> Nevertheless, the excessive use of external motivation may well have detrimental effects. This has been shown in research or experiments that examine the effects of external reward on an internally motivated activity. <br /> <br /> The 1973 paper "Undermining children's intrinsic interest with extrinsic rewards: A test of the overjustification hypothesis" by M Lepper, D Green & R Nisbett, reported an exciting experimental <a rel="nofollow" href="http://www.entrust.net/code-signing/index.htm">ssl</a> observation. Throughout children's cost-free-play time, a enjoyable drawing activity was introduced. They observed the youngsters playing and chosen these kids who appeared to discover intrinsic satisfaction in drawing. These youngsters had been placed below 3 distinct circumstances. <br /> <br /> Situation 1: "Very good Player" certificate was shown to some of the youngsters, and asked if they would like to draw to win the certificate. <br /> <br /> Condition 2: Some kids had been given the chance to basically engage in drawing and the children had been given the "Good Player" certificate unexpectedly. <br /> <br /> Condition three: Some young children simply drew with out expecting or receiving any reward. <br /> <br /> Two weeks later, all these children had been once again permitted <a rel="nofollow" href="http://www.entrust.net/ssl-certificate-services/managed.htm">ssl</a> to engage in the drawing activity. The outcome was intriguing. It was identified that the kids who chose to draw for the reward showed significantly less interest in drawing, and also when the reward was withdrawn, these young children just stopped drawing. Youngsters in the other two conditions showed no important change in their interest in drawing. The outcome seems to suggest that the external reward of a "Very good Player" certificate destroyed the original intrinsic motivation for drawing. <br /> <br /> In 1975, EL Deci reported his study findings in the paper "Intrinsic motivation", that when folks have been offered rewards for pursuing intrinsically satisfying objectives, decreased motivation was the outcome. The result seems to suggest that if people currently get pleasure from what they are performing, providing rewards for their engaging in this activity can act as a deterrent in continuing with that activity. <br /> <br /> These two reports appear to recommend that external rewards can destroy intrinsic motivation. There is therefore the <a rel="nofollow" href="http://www.entrust.net/">ssl</a> danger of "overjustification" in our enthusiasm to motivate good overall performance through rewards. <br /> <br /> What are the lessons that we can learn in motivating our kids, students or subordinates? Recommendations are: <br /> <br /> 1. Create intrinsic motivation for tasks, e.g. by providing a protected environment for them to pursue their personal interests with no undue interference. <br /> <br /> 2. Encourage intrinsic motivation for tasks e.g. supplying opportunities for sharing of work and of the private satisfaction gained. <br /> <br /> three. Give external rewards sparingly, and without giving expectations for it. <br /> <br /> References: <br /> <br /> 1.</div>

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