Extrinsic motivation
Contents |
Abstract
People perform activities out of Extrinsic Motivation, because they expect an external reward for their action. They are incentivized external to do the task. This could be a monetary bonus, the appreciation of stakeholders as well as missing out a punishment as disgracing oneself for example. In contrast there is the intrinsic motivation, that people perform activities out of fun, competence and curiosity.
Studies show, that intrinsic motivation helps keeping people engaged longterm and to a higher degree then extrinsic motivation. However missing extrinsic motivation discourages people and should therefore be closely monitored in project management. [1]. In order to keep employees most motivated it is important to give extrinsic motivation in a positiv way. Also extrinsic motivation should be carefully used as too much may lead to a crowding out effect, lowering the intrinsic and overall motivation of the employee.
Extrinsic Motivation has four major subtypes that scale from external to internal and are continuous. In psychology extrinsic motivation is explained as the driver to lessen thirst, hunger, pain/anxiety and sex. Following, Intrinsic motivation are all nonsurvival needs, ego motives. [2].
The different theories of motivation assume different employee motivations and recommend different management styles according to the individuals. In the different theories the employee motivation ranges from totally extrinsic to totally intrinsic. To do a good management it is essential to know why people are engaged in a company. [1].
Introduction
Deeper Introduction into the topic of extrinsic motivation. Getting more into detail and lay a base for the following understanding.
Types of Motivation
Research shows, that extrinsic motivation undermines intrinsic motivation. People getting extrinsic rewards are less intrinsic motivated. [3] This is essential to understand as intrinsic and extrinsic motivations do not add up to a total motivation of people. Intrinsic motivation comes out of the psychological needs for autonomy and competence. Giving external rewards as salary to an employee is attached to the agreement of them doing their work. This reduces their autonomy and therefore their intrinsic motivation. Also linking it to their performance, deadlines and KPIs, increases control and decreases autonomy. Thats why extrinsic rewards undermine intrinsic motivation. People have a greater intrinsic motivation if they feel competent to have the skills for their task. Following this positive feedback improves an employees feeling for competence and their intrinsic motivation as negative decreases it.
Having this in mind, the question is how much extrinsic motivation should be applied to not decrease intrinsic motivation, but get the maximum of motivation to the employee.
Relatedness: This is fulfilled if people bond with other. It creates a belonginess and kind of purpose.
Out of this Self-Determination Theory motivation can be grouped into different subtypes ranging from amotivation to intrinsic motivation. Most motivations are not solely out of one motivation type, they tend to exist out of several ones. Therefore the range is continuous also.
Amotivation is having no motivation at all.
Explanation of the different subtypes
Extrinsic Motivation has four major subtypes. These are continuous and have aspects in between. The first type "external regulation" is close to amotivation. The last one "integrated regulation" is close to intrinsic motivation then. [4]
External Regulation
Introjected Regulation
Identified Regulation
Integrated Regulation
Motivation Models
Explaining different styles and the according management. There are 3 different theories that describe reasons why employees work. Out of these different motivations the manager should lead in the style that motivates the employees the best. [1].
Theory X
Theory Y
Theory Z
Application within Project Management
Getting into detail how entrinsic motivation can be used for leaders to keep colleagues motivated, this of course is closely connected to the intrinsic motivation.
Limitations
Too much of extrinsic motivation leads to a decrease in motivation. Danger of overdoing it. Where can extrinsic motivation overall help, possible situation where it does not help
Annotated Bibliography
1. Project Management Institute Inc. (PMI), A Guide to the Project Management Body of Knowledge (PMBOK ® Guide) – 7th Edition and The Standard for Project Management, Project Management Institute, Inc. (PMI), Pennsylvania, 2021.
2. Bruno S. Frey, Margit Osterloh, Successful Management by Motivation: Balancing Intrinsic and Extrinsic Incentives, Springer-Verlag Berlin Heidelberg, 2002.
3. E. Deci, R. Flaste, Why We Do What We Do: The Dynamics of personal Autonomy, New York, 1996.
References
- ↑ 1.0 1.1 1.2 Project Management Institute, Inc. (PMI),(2021), Pennsylvania, "A Guide to the Project Management Body of Knowledge (PMBOK ® Guide)".
- ↑ Reiss, S. (2012), Teaching of Psychology, 39(2), pp. 152–156, "Intrinsic and Extrinsic Motivation" doi: 10.1177/0098628312437704.
- ↑ Deci, E.L., 1971. Effects of externally mediated rewards on intrinsic motivation. Journal of Personality and Social Psychology 18, 105–115
- ↑ Richard M. Ryan, Edward L. Deci, , Contemporary Educational Psychology, Volume 61, 2020, 101860, "Intrinsic and extrinsic motivation from a self-determination theory perspective: Definitions, theory, practices, and future directions" ISSN 0361-476X, https://doi.org/10.1016/j.cedpsych.2020.101860. (https://www.sciencedirect.com/science/article/pii/S0361476X20300254)
