2023 Examples of Extrinsic Motivation
Understanding Extrinsic Motivation
Extrinsic motivation is a type of motivation that originates from external factors, such as rewards or punishments. It is the opposite of intrinsic motivation, which is driven by internal factors such as interest and enjoyment.
Extrinsic motivation can be a powerful tool for managers and employers to improve employee performance, but it can also have negative effects if overused or misapplied.
An example of extrinsic motivation in the workplace is offering bonuses or incentives for achieving specific performance goals. This type of motivator can often lead to increased effort and productivity in employees.
However, if the rewards are not perceived as attainable or are tied to unfairly high standards, it can actually decrease motivation and lead to employee burnout.
Check out this Youtube video to learn the difference between extrinsic and intrinsic motivation in order to enhance your productivity at work and achieve your goals faster:
Examples of Extrinsic Motivation in the Workplace
Extrinsic motivation is a type of motivation that comes from external factors or rewards such as money, promotions, recognition, and other benefits. These external factors can push or compel a person to perform better in their job.
Here are some examples of extrinsic motivation in the workplace:
- Cash bonuses and financial incentives
- Promotions
- Recognition and rewards
- Competitions
- Paid time off
- Flexible work arrangement
These extrinsic motivators can be a great way to encourage employees to work harder and be more productive. However, it’s important to remember that they are not the only way to motivate employees.
Intrinsic motivators such as job satisfaction and meaningful work can also be powerful motivators.
Pros and Cons of Extrinsic Motivation in the Workplace
Extrinsic motivation can have both advantages and disadvantages in the workplace when used to engage employees. The following are the pros and cons of using extrinsic motivation:
Advantages
- Extrinsic rewards such as salary, bonuses, and promotions can serve as effective incentives to improve job performance and productivity.
- Extrinsic motivation can be a useful tool to encourage employees to work towards specific goals and objectives.
- Extrinsic rewards can provide employees with a sense of accomplishment and recognition for their hard work and achievements.
Disadvantages
- Extrinsic rewards can sometimes lead to employees focusing solely on the reward rather than the actual work, which can result in lower job satisfaction and engagement.
- Excessive use of extrinsic rewards can decrease employees’ intrinsic motivation and may lead to a decrease in overall job satisfaction and well-being.
- Extrinsic motivation may not be suitable for all types of tasks and can lead to a decrease in creativity and innovation in the workplace.
Overall, extrinsic motivation can be an effective tool to improve job performance and productivity in the workplace. However, it is essential to use extrinsic rewards sparingly and in conjunction with intrinsic motivation to ensure employees remain engaged, satisfied, and productive.
An example of extrinsic motivation in the workplace is offering performance-based bonuses or incentives for reaching specific sales targets or completing a project within a given timeframe. Another example is offering employees a substantial pay raise or promotion for meeting or exceeding yearly performance targets.
Effective Ways to Use Extrinsic Motivation in Employee Engagement
Extrinsic motivation is an important aspect of employee engagement. It refers to doing something for external rewards, such as salary bonuses or promotions.
Here are some effective ways to use extrinsic motivation in employee engagement:
Offer Rewards and Recognition
One of the easiest ways to use extrinsic motivation in employee engagement is by offering rewards and recognition for outstanding performance. Examples of rewards include salary increases, bonuses, promotions, and extra time off.
Recognition, on the other hand, can be in the form of certificates, plaques, or public acknowledgement during team meetings.
Use Gamification
Gamification is the application of game elements and principles in non-game contexts. It can be used in employee engagement to create a sense of competition and fun in the workplace.
Companies can use point systems, progress bars, and leaderboards to gamify tasks and encourage employees to complete them.
Set Clear Goals and Objectives
Employees are more motivated when they understand what they are working towards. Setting clear goals and objectives that are tied to company performance can create a sense of purpose and meaning for employees.
Additionally, providing regular progress updates and feedback can help employees stay on track.
Offer Professional Development Opportunities
Providing opportunities for employees to further develop their skills and knowledge can be a powerful motivator. Examples of professional development opportunities include attending conferences, taking courses, and participating in mentorship programs.
These programs can not only benefit the employee, but also enhance the overall capability of the organization.
Encourage Team Collaboration
Collaboration can foster a sense of community and engagement in the workplace. Encouraging team collaboration, such as through group projects or brainstorming sessions, allows employees to work together towards a common goal.
Additionally, ensuring that individuals are recognized and rewarded for their contributions to the team can reinforce extrinsic motivation.
Challenges and Considerations in Using Extrinsic Motivation
Extrinsic motivation, which refers to doing something to achieve a separable outcome, can be an effective tool in many situations. However, there are several challenges and considerations to keep in mind when using extrinsic motivation strategies in the workplace.
Risk of Creating a Culture of Entitlement
One of the biggest challenges of using extrinsic motivation is the risk of creating a culture of entitlement. When employees become too reliant on rewards or recognition, they may start to feel entitled to these perks rather than seeing them as an acknowledgment of their hard work.
This can harm employee morale and lead to a sense of entitlement that can be difficult to combat.
Importance of Consistent and Fair Rewards
Another factor to keep in mind is the importance of providing consistent and fair rewards. If rewards are inconsistent or unfair, employees may feel demotivated or demoralized.
Similarly, if only certain employees receive rewards while others are left out, it can lead to resentment and decreased morale. This can create a toxic work environment that is difficult to rectify.
Balance Between Extrinsic and Intrinsic Motivation
It’s also important to strike a balance between extrinsic and intrinsic motivators. While extrinsic motivators can be effective in the short term, they may not lead to sustained motivation over time.
Intrinsic motivation, which comes from within, is often a more powerful motivator that leads to sustained employee engagement and commitment.
Factors that are extrinsically motivating include company policies and administration, supervision, interpersonal relationships, working conditions, salary, status, and security. Herzberg (1987) and Knoop (1994) conclude that when intrinsic motivation factors are present, employees experience satisfaction.
Therefore, it is important to keep in mind the balance between the two types of motivation to ensure the success of extrinsic motivation strategies in the workplace.
How to Implement Extrinsic Motivation Strategies in the Workplace
Extrinsic motivation refers to the engaging of employees in certain behavior because it leads to separable outcomes. Here are some steps to take when implementing extrinsic motivation strategies in the workplace:
Communication and Transparency
Open communication and transparency is important when implementing extrinsic motivation strategies in the workplace. Employees need to understand the objectives of the incentives, the desired outcomes, and the expectations.
Goal Setting
Setting clear goals is also very important. The goals should be achievable, measurable and realistic.
The goals need to be specific and should be written down to ensure that everyone is aware of them. This gives employees something to work towards and provides motivation.
Performance Tracking
It’s important to keep track of employees’ performance towards achieving the set goals. This can be achieved through regular evaluations, feedback, and appraisal.
When employees can see their performance, they will want to improve so that they can achieve the goals and get the rewards.
Evaluation of Results
Evaluation of the results of implementing extrinsic motivation strategies is necessary. This enables the company to assess if the strategies were effective in improving employee performance.
Once the results are evaluated, then necessary changes can be made to improve the strategies if need be.
Examples of extrinsic motivation strategies in the workplace include free healthy lunches, on-site health screenings, bike-to-work reimbursements, and standing desks. Factors that are extrinsically motivating include company policy and administration, supervision, interpersonal relationships, working conditions, salary, status, and security.
Extrinsic motivation can be an effective tool in many everyday situations so implementing these strategies efficiently can help improve employee performance and achieve the desired goals.
