Intrinsic and Extrinsic motivation
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== Theory of human motivation – Maslow== | == Theory of human motivation – Maslow== | ||
| − | [[File:Wiki Maslow Pyramid.jpg|right|thumb| | + | [[File:Wiki Maslow Pyramid.jpg|right|thumb|350px| Maslow's hierarchy of human needs - image<ref name="MotivationTurienzo"/> adapted by Maria Elena Igarzabal ]] |
''Maslow’s pyramid''<ref name="MotivationMaslow"/> was created in 1943 and in a graphic way, categorizes human motivations into five sets of goals, which are called basic needs. These are physiological, safety, love, esteem, and self-actualization. Additionally, the author suggests that the needs must be satisfied in ascending order from the bottom of the pyramid. | ''Maslow’s pyramid''<ref name="MotivationMaslow"/> was created in 1943 and in a graphic way, categorizes human motivations into five sets of goals, which are called basic needs. These are physiological, safety, love, esteem, and self-actualization. Additionally, the author suggests that the needs must be satisfied in ascending order from the bottom of the pyramid. | ||
Revision as of 17:32, 19 March 2022
Contents |
Abstract
Motivation can be defined as “the need or reason for doing something.”[1] Deep down, what do people want? Why do people adhere to norms? Is everyone equally motivated by money, social life and fame? What are the main elements that interfere with motivation?
The purpose of this article is to dive into the concept of intrinsic and extrinsic motivations, the 16 universal human needs, and provide a guide with their practical implication on team management. Starting from the theory of human motivation of A.H. Maslow, this paper shows the characteristics of basic needs and their hierarchy of prepotency arrangement. Subsequently, the distinction of intrinsic and extrinsic motivations is carried out and the concept of multifaceted motivation is tackled.
Theory of human motivation – Maslow
Maslow’s pyramid[3] was created in 1943 and in a graphic way, categorizes human motivations into five sets of goals, which are called basic needs. These are physiological, safety, love, esteem, and self-actualization. Additionally, the author suggests that the needs must be satisfied in ascending order from the bottom of the pyramid.
According to this theory, "as needs are met, new ones emerge". This is why the basic needs are arranged according to its hierarchy of prepotency. In this sense, the pyramid shows a path that must be fulfilled to achieve happiness. The search for desired elements will be what generates motivation. It also suggests that the basic goals are related to each other, meaning that if all needs are unsatisfied and the organism is then dominated by physiological needs, all further needs may become non-existent or be pushed into the background. A person that is extremely tired and has not slept for a drastic amount of time, its organism will focus all its energy on achieving restful sleep.
Team Management
When leading a team, this theory can be used to generate motivation as follows:
- Basic needs satisfied: building a comfortable workplace. Essential elements include access to a restroom, drinking water, breaks to eat meals and snacks, the same as a steady and competitive salary and pension plan. It’s also important to feel that physical safety is valued and prioritized. For instance, the use of ergonomic office furniture that properly supports employees reduces the risk of injury.
- Developing a sense of belonging and social interaction. This can be achieved throw several methods. Nowadays, companies use for example Social gatherings and games, lounge with coffee/tea and snacks at the office, flexible working hours and Work-life balance programs.
- Feedback and career development: setting higher goals for the team and creating career paths that provide growing, advancing and achieving results promotes esteem. When team members have confidence in their abilities and receive positive feedback and encouragement, they are more likely to succeed.
Limitations
Many of the investigations associated with "The theory of human needs" neither deliver data that can certify nor guarantee the success of Maslow´s pyramid. The idea that the hierarchy order is fixed, does not apply equally to everybody according to its personality, aspirations, or context. It is necessary also to highlight that a routine or habit that has satisfied a specific need for a long period of time, may lead to a reversal hierarchy effect as this need becomes undervalued. Furthermore, is more realistic that a need is not 100% fulfilled until a new one emerges and the degree of relative satisfaction depends on each individual.
Intrinsic and Extrinsic Motivations
When a young boy is playing basketball just because he wants to, it could be defined as intrinsic motivation. The kid is motivated to play and playing this sport is a recompense on its own. Now, when the child plays in order to please a parent or win a championship, the motivation is extrinsic and refers to the pursuit of an instrumental goal. The incentive that motivates the child to play comes from the prize or recompense obtained. In this example, the youngster does not need to enjoy every match because the reward itself is what generates satisfaction.
Intrinsic Motivations
Intrinsic motivations are based on the simple desire or satisfaction of an action. The person that does the action actively decides to do it and simply enjoys the experience without any external reward. Nonsurvival needs such as curiosity, competence, autonomy and play, comprise intrinsic motivation. "The phenomenon of intrinsic motivation reflects the primary propensity of organisms to engage in activities that interest them, and in so doing, to learn, develop and expand their capacities.[...] Intrinsically motivated behavior is a significant feature of human nature and plays an important role in development, high-quality performance and well-being."[4] However, intrinsic motivation does not imply that human beings do not search for rewards. The idea of this concept suggests that external rewards are not enough to keep a person motivated.
Team Management
According to different authors, there are 3 key factors that lead to better performance and personal satisfaction, enhancing intrinsic motivation: Autonomy, Self-Development and Purpose. Furthermore, different models and technics can be distinguished to intrinsically enhance motivation in oneself and others.[2]
| Intrinsic Motivation Models | ||
|---|---|---|
| Model | Concept | Implementation |
| Optimism | Create a positive visualization on personal capacities, convincing the mind that things can be done by yourself. "If you want, you have the tools to overcome failures and try, you can". Intrinsic motivation begins with the perception of inner power in the pursuit of a goal. | 1 - Generate a change of focus by going from complaint to positive visualization. e.g. What do you need from this project for you to feel good about yourself? 2 - Create a capability scenario. Through active listening and empathy, lead the conversation to merits and skills the person has. 3 - Guide towards awareness. Let the person find show you its own capabilities for the situation analyzed. 4 - Build reinforcement of skills and call to action by setting up a short-term itinerary. e.g. I know that you are an organized person, how are going to convince yourself now? |
| Knowledge | Knowledge is a strong intrinsic motivator. Wanting to know more is something inherent to the human being. The desire to know is related to the basic needs of humankind and has allowed us to evolve and be more capable every day. The knowledge model is based on the primal instinct to acquire wisdom that enables us to be more prepared to endure with quality in our environment. | Everyone wants to know more, although not everyone wants to know about the same things or learn from everything. To stimulate the intrinsic motivation of any person through knowledge, two key elements must be targeted: the attractiveness of the story and the benefit that will be obtained from it. When creating an attractive story that makes others want to know more, genuine motivation can be generated for themselves. To boost a narrative, it is useful the use visual examples when speaking, discovering unknown secrets, and above all, showing by example and making others live the experience. Furthermore, is important to think about the interests of the other person, or your own, and create a formula that is based on "understanding by doing" and discovering by enjoying. To enhance the following benefit, a final result, that can be used in all aspects of life, should be clearly marked. In this way, the knowledge model will be acting and unleashing the intrinsic motivator. |
| Fun | Time flys when an activity is fun and enjoyable. In this situation, our perception of reality modifies the very essence of time and space to the point of transforming it and making our brain believe that it has passed like a flash. Having fun ends up being the most powerful source for its repetition. However, fun is not a constant and permanent element, and it must be worked every day with a positive attitude. Our brains must be educated to activate this intrinsic motivator based on the fun model, something not especially easy to educate, but eternal once assimilated. |
|
| Self-esteem | ||
| Pasion | ||
| Independence | ||
| Legacy | ||
| Honor | ||
| Revenge | ||
| Fear | ||
Extrinsic Motivations
Team Management
- Recognition and Reward Model
- Commitment Model
Multifaceted Motivations
According to the author of Reiss Motivation Profile (RMP)[5], Steve Reiss, human motives are too diverse to fall into just 2 categories. In this way, embracing intrinsic-extrinsic motivation distinction
Motivational Interference Elements
Annotated bibliography
- ↑ Cambridge University, Cambridge Advanced Learner's Dictionary & Thesaurus, https://dictionary.cambridge.org/dictionary/english/motivation .
- ↑ 2.0 2.1 Ruben Turienzo,El pequeño libro de la motivación,2016.
- ↑ A.H. Maslow, A theory of Human Motivation.
- ↑ Richard M. Ryan, Edward L. Deci, When Rewards Compete with Nature: The Undermining of Intrinsic Motivation and Self-Regulation, 2000.
- ↑ Steven Reiss, Intrinsic and Extrinsic Motivation, The generalist´s Corner, Society for the teaching of psychology.
