Extrinsic vs Intrinsic Motivation in Employee Engagement
Understanding Extrinsic vs Intrinsic Motivation
Motivation is the driving force behind human behavior. It is what compels us to act in a certain way and to strive for specific goals.
Psychologists have identified two different types of motivation that drive behavior: extrinsic and intrinsic.
Extrinsic Motivation
Extrinsic motivation arises from outside the individual. It is when we undertake a particular action to obtain a reward or avoid punishment.
This type of motivation can be effective in getting people to engage in certain behaviors in the short-term. However, it often fails to maintain long-term engagement and intrinsic motivation.
Examples of extrinsic motivation include financial rewards, recognition, and praise from others, and fear of punishment or failure.
Intrinsic Motivation
Intrinsic motivation arises from within the individual. It is when we undertake a particular action because we enjoy it, find it satisfying, or believe that it is important and meaningful.
This type of motivation is more sustainable, leading to greater engagement and satisfaction with the activity.
Check out this Youtube video on “Extrinsic vs Intrinsic Motivation” to gain a better understanding of what truly drives our actions, whether it’s related to employee engagement, finance, or any aspect of work life!
Benefits and Downfalls of Extrinsic Motivation
Extrinsic motivation can be a powerful tool in employee engagement programs. It involves incentivizing employees with external rewards or recognition for achieving certain goals or behaviors.
One of the main benefits of utilizing extrinsic motivation is that it can help to drive short-term results. This type of motivator can be effective in increasing productivity, attendance, and overall performance in the workplace.
It can also help to create a more goal-oriented culture within the organization.
However, relying solely on extrinsic motivators can have its downfalls. When employees are motivated by external rewards, they may become less engaged in their work and may not find as much personal fulfillment from their accomplishments.
Additionally, extrinsic motivation can create an environment where employees are solely focused on the reward rather than the intrinsic value of the task at hand.
Case studies on the use of extrinsic motivation
Some organizations have found success in utilizing extrinsic motivation programs. For example, a sales team may be incentivized with bonuses for meeting or exceeding quarterly goals.
This can motivate the team to be more competitive and goal-oriented, ultimately leading to increased sales revenue for the company.
Counterarguments on the use of extrinsic motivation
Some experts argue that intrinsic motivation is a more powerful tool for employee engagement. Intrinsic motivators stem from an individual’s internal desires to perform well and achieve personal gratification.
When employees are intrinsically motivated, they may be more fulfilled by their work and have a stronger sense of purpose within the organization.
In contrast, extrinsic motivators may create a situation where employees are only interested in completing tasks for the reward or recognition. This can lead to a lack of creativity, cooperation, and innovation within the workplace.
Benefits and Downfalls of Intrinsic Motivation
Intrinsic motivation is the natural drive or passion for doing something. Unlike extrinsic motivation, which comes from external rewards such as money or status, intrinsic motivation comes from within and is driven by the enjoyment and satisfaction of doing the task itself.
What are the benefits of using intrinsic motivation in employee engagement?
Intrinsic motivation has numerous benefits in employee engagement. Here are a few:
- Higher productivity and performance
- Greater creativity and innovation
- Improved job satisfaction and commitment to the organization
- Higher employee retention rates
- Increased sense of autonomy and control
Employees who are intrinsically motivated are more engaged in their work and are more likely to view their job as meaningful. This leads to greater effort and better performance.
Furthermore, employees who are intrinsically motivated tend to be more creative and innovative, as they are not just motivated by completing tasks, but also by developing and improving their skills.
What are the possible downfalls of relying too much on intrinsic motivation?
While intrinsic motivation has many benefits, relying too heavily on it can also have negative effects. Here are a few potential downfalls:
- Lack of focus on external rewards or consequences
- Possible burnout or loss of interest in the task
- Limited extrinsic motivation can lead to decreased effort or performance
When employees are solely focused on intrinsic rewards, such as the satisfaction of completing a task, they may neglect external rewards, such as monetary compensation or recognition from others.
This can lead to a lack of motivation to do well when external rewards are not present. Additionally, relying too much on intrinsic motivation can lead to burnout or a loss of interest in the task, especially when the task becomes repetitive or mundane.
Finally, without extrinsic motivation such as bonuses or promotions, employees may become complacent and lose their drive to improve or excel.
Case studies on the use of intrinsic motivation
A study conducted by the University of Warwick found that offering employees small rewards for going above and beyond in their work can lead to increased levels of intrinsic motivation and engagement. The study found that a simple thank-you note or public recognition can lead to employees feeling more appreciated and valued, thus increasing their intrinsic motivation to do their job well.
Counterarguments on the use of intrinsic motivation
Some people argue that relying solely on intrinsic motivation can lead to a lack of accountability and responsibility. Without external rewards, employees may not feel the need to be accountable for their actions or responsible for their performance.
Additionally, some argue that intrinsic motivation may not be sustainable over the long term, as employees may lose interest or motivation in their work over time.
Combination of Extrinsic and Intrinsic Motivation in Employee Engagement
When it comes to motivating employees, it is important to strike a balance between extrinsic and intrinsic motivation. Extrinsic motivation refers to the external rewards or consequences that employees receive for performing a task, while intrinsic motivation is driven by internal factors, such as personal satisfaction, interest, or passion.
Combining the two types of motivation can lead to increased engagement and productivity in the workplace. Here are some best practices for combining extrinsic and intrinsic motivation:
Provide meaningful feedback
Employees need feedback to know that their work is valued and appreciated. Providing constructive feedback that highlights their strengths and areas for improvement can increase intrinsic motivation.
Additionally, recognition and rewards for a job well done can increase extrinsic motivation.
Align organizational goals and personal goals
When employees see that their personal goals align with organizational goals, they are more motivated to do their best work. By showing employees how their work contributes to the bigger picture, employers can tap into employees’ intrinsic motivation.
Employers can also offer incentives or bonuses for achieving certain company goals, which can increase extrinsic motivation.
Encourage autonomy
Employees who have control over their work and the ability to make decisions are more engaged and motivated. Allowing employees to have autonomy over their work stream can tap into their intrinsic motivation, while rewards for achieving certain goals or milestones can boost extrinsic motivation.
Offer opportunities for growth and development
Providing employees with opportunities to learn new skills, take on new responsibilities, or advance in their careers can increase their intrinsic motivation. Additionally, offering promotions or salary increases for achieving certain benchmarks can increase extrinsic motivation.
By combining extrinsic and intrinsic motivation, employers can create a work environment that is motivating, engaging, and productive for employees.
Measuring Employee Engagement
Measuring employee engagement is an essential part of gauging the success of a company’s talent management strategy, but it can also be a challenging undertaking. Many organizations opt for employee surveys to track engagement levels, but it’s critical to use relevant metrics to measure engagement accurately.
Relevant metrics for measuring employee engagement
There are several metrics that organizations can use to measure employee engagement.
One of the most common is employee satisfaction, which measures how satisfied employees are with their work, compensation, and overall job experience. Other relevant metrics include retention rate, employee net promoter score (NPS), absenteeism, and turnover rate.
It’s important to note that while extrinsic factors like compensation and benefits play a role in employee engagement, intrinsic factors like job satisfaction, opportunities for growth and development, and a sense of purpose at work are equally important. Therefore, it’s crucial to measure both extrinsic and intrinsic factors when assessing overall engagement levels in the workplace.
Intrinsic motivation refers to the drive that comes from within an individual, such as doing something simply because it is enjoyable or fulfilling. Extrinsic motivation, on the other hand, comes from outside sources, like rewards or punishments.
- Bonuses
- Time off
- Promotions
- Public recognition
- Personal satisfaction
