Intrinsic and Extrinsic Motivation Can Exist Side by Side However, even though they are diametrically opposed, intrinsic and extrinsic drive can coexist at times. Then you have both inner and extrinsic incentive to work hard in your studies. An example of this is when someone wants to pursue an activity for the love of it instead of for money.
Intrinsic motivation has been called "a force that pushes us to engage in an activity because it feels good." Intrinsic factors such as interest and enjoyment can motivate us to perform a task or act of kindness. In contrast, external incentives such as payment or recognition can induce us to do things that we don't necessarily want to do but need to do to meet our goals. For example, someone who earns $10,000 a year but doesn't like his job may feel pressured to keep his position so he can pay the bills. In this case, the only way to relieve the stress is to work harder at his job. If his position were in danger of being eliminated, then he would have more freedom to choose another job.
Extrinsic rewards can also come in the form of punishments. For example, if I give you $20 and tell you not to spend it all in one place, then I've created an extrinsic motivator.
Intrinsic motivation is the act of doing something because it is personally satisfying to you. Extrinsic motivation refers to performing something in order to obtain a reward or avoid punishment. Intrinsic rewards include learning new skills, achieving personal bests, and making contributions to society. Extrinsic rewards include money, recognition, gifts, and free food.
Intrinsic motivation has been shown to be more effective at producing long-term behavior changes than extrinsic motivation. This makes sense since intrinsic motivations are more likely to lead to sustainable changes in behavior. For example, someone who sets out to lose weight will be more likely to keep up their efforts over time if they find the process itself rewarding rather than expecting some kind of payoff (such as reduced prices on groceries).
Intrinsically motivated people are more likely to put in a lot of effort and show persistence when trying to solve problems or accomplish tasks that are difficult for them. This is because they are not only interested in what they do, but also by why they do it. They experience pleasure from exploring ideas and solutions to problems.
Extrinsically motivated people tend to set high standards for themselves and others. If they fail to meet these standards they feel embarrassed or ashamed.
However, intrinsic motivation is usually a more successful long-term technique for attaining objectives and completing activities in a way that makes you feel pleased. While extrinsic motivation can be useful in some contexts, it can also contribute to burnout or a loss of effectiveness over time. Extrinsic rewards include such things as money, grades, or privileges. Intrinsic rewards include feelings of satisfaction, enjoyment, pride, or competence when achieving goals or meeting tasks.
Intrinsic and extrinsic rewards have different effects on behavior. When provided with a choice between performing an action that will result in one type of reward and another action that will result in the other type of reward, people generally prefer the option that will give them their desired outcome over the one that won't. For example, if you offer a person money now but not money later, they will take the cash now. If you offer them both money now and again later, they will take the second bit of cash even though it doesn't benefit them right now. In contrast, if you offer someone fame now but not fame later, they are less likely to take the deal because they want to be famous too. If you offer them both fame now and again later, they will take the second bit of fame because it's better than nothing.
Intrinsic motivation is motivated by a personal interest or satisfaction in the acts necessary to attain a goal, rather than by external incentives or demands. Extrinsic motivation, on the other hand, demands external incentives like money or external repercussions like demotion. Intrinsic motivation can be converted into extrinsic motivation through negative reinforcement (giving an action a reward) or positive punishment (taking an action away from someone).
The most effective way of motivating people is through incentive systems. Incentive systems can be either positive or negative. Positive incentive systems provide something valuable for doing what is required to achieve a goal. Negative incentive systems take away something desirable like a privilege or benefit that would otherwise be given automatically. For example, a penalty system is a type of negative incentive system since it takes away a privilege like access to a school bus driver's seat or special treatment from staff.
Intrinsic motivation is the most effective form of motivation because it produces more efficient and dedicated workers. This is because individuals are motivated by interests instead of rewards or punishments. Individuals will also only be as committed to a project or task as their interest in it. If they lose interest then they will simply find another use for their time instead of being completely withdrawn from work.