Motivation can either fuel further motivation or diminish it, depending on the type and context of the original motivation. Extrinsic motivation, while effective in the short term, can erode intrinsic motivation over time, while intrinsic motivation tends to be self-sustaining.
Extrinsic vs. Intrinsic Motivation
| Motivation Type | Description | Effect on Motivation | Long-Term Impact |
|---|---|---|---|
| Extrinsic Motivation | Driven by external rewards or punishments (e.g., grades, money, praise). | Can quickly initiate action and achieve specific goals. | May decrease intrinsic interest; reliance on external rewards can lead to burnout or decreased motivation when rewards are removed. |
| Intrinsic Motivation | Driven by internal factors such as enjoyment, interest, or a sense of purpose. | Creates a self-sustaining cycle of motivation and engagement. | Fosters long-term commitment, creativity, and satisfaction. Serves as a continuous source of motivation. |
The Overjustification Effect
The overjustification effect illustrates how extrinsic rewards can undermine intrinsic motivation. If someone enjoys painting as a hobby (intrinsic motivation) and then starts getting paid for it (extrinsic motivation), their intrinsic desire to paint may decrease because they now associate painting with external rewards rather than personal enjoyment. This can lead to reduced motivation to paint if the payments stop.
Building Sustainable Motivation
To build sustainable motivation, focus on fostering intrinsic motivation:
- Connect to Values: Align tasks and goals with personal values and purpose.
- Promote Autonomy: Give individuals a sense of control and choice over their work.
- Encourage Mastery: Provide opportunities to develop skills and achieve competence.
- Foster Relatedness: Create a sense of connection and belonging.
- Provide Feedback: Provide constructive feedback to reinforce progress and growth.
Example Scenario
Imagine a student initially motivated to study (extrinsically) by the promise of a good grade. If they consistently receive good grades without genuinely understanding or enjoying the subject matter, their intrinsic motivation may remain low. However, if the student finds ways to connect the material to their interests, participates actively in class, and seeks to truly master the concepts, their intrinsic motivation will grow, leading to sustained academic engagement.
Conclusion
Motivation is a dynamic process. While extrinsic rewards can be useful for short-term gains, cultivating intrinsic motivation is crucial for creating a self-perpetuating cycle of engagement and achievement. Understanding the interplay between these two types of motivation allows individuals and organizations to design environments that foster lasting motivation and success.
