Extrinsic Motivation

Summary & Abstract In theory a clear separation is possible, in practical matters a combination of both applies to the reasons of motivation for most people. Different characteristics of extrinsic motivations can be seen in various field of life as school and studies, work environments, sports and legal circumstances. Evolution studies (school and learning, work environment, and sports) While motivation theories have been described long ago in history, extrinsic motivation has a longer history of application. Furthermore, extrinsic motivations have been described centuries ago in history.

Definition

The term motivation goes back to the latin verb movere, what means to move. Motivation can be grouped into two categories which different each other from the source of the impact, either internal, so-called intrinsic motivation or external, so-called extrinsic motivation. Intrinsic motivation generally is influences by personal reasons, this is also the case when the activity is interesting or feels good for the person. On the other hand, extrinsic motivation, I solely based on expectations regards the outcome of a certain activity, this can be the form of receiving a compensation, getting rewarded but can also take the form of avoidance of a certain outcome, e.g., to avoid a punishment. Motivation generally is hard to measure and quantify, therefore the definition and abition related to it are different and individual to each person or situation. Research wise it is not clear yet to define if there are motivational structures within the animal world or if animal behavior is solely base din instincts. Similar to the behavior of humans, animals will follow their needs. Definition classic and evolved interpretation....tbd

Historic overview and evolution

Historically the concept of motivation was first mentioned by the ancient Greeks within the principles of hedonism. Later then, in the 19th century, these principles got further evolved be the utilitism in the context of academic psychology. Famously and widespread acknowledgement was brought by the theory of Sigmund Freud (deep psychology) and based on this the theories of William James and William McDougall throughout the 1920 who analyzed the impacts of basic needs and instincts. Since a lot of their theories could not be adequately proven due to the fact that they are based in internal factors and psychology implemented the analysis of punishment and rewards mechanism, by Burrhus Frederic Skinner (behaviorism) during the 1950, which lead to the general understanding of extrinsic motivation like it is today. Furthermore, still not proven, but built as the foundation of today’s motivation theories are the theory of motivation by Abraham Maslow as well as the two-factor theory by Frederik Herzberg. And later in the year 2000 the taxonomy of steven reiss. Another approach on the motivation from the 1960 and 1970 is the process theory based on the model of porter and lawler, which states that the personal motivation or ambition is caused by the value of the expected outcome or rewards. While this theory takes the intrinsic as well as the extrinsic motivation into account the parallels to the extrinsic focusation of human thinking being to evaluate the expectations shows clear similarities to external caused motivational behaviors. Whereas all this happened and the scientific point of view as well as theories changed and shaped of time, this focus was mainly on the intrinsic side of motivation. Whereas extrinsic motivation has been practices since ever. While historically force should not be equated as extrinsic motivation in terms of the avoidance of a punishment, the deeper inner impact what makes force working is part of the extrinsic motivation to a certain level. For today’s standards extrinsic motivation in terms of punishments are still in use in certain areas, like school or military, while the majority of use cases contains the use of rewards or compensation.

Big idea

Description of the underlying mechanics including the psychological pint of view. Motivation means the impact that gives a person or direction to behaviour or the act or process of encouraging others to exert themselves in pursuit of a group or organizational goal. in the context of extrinsic motivation an action regards a specific outcome should be encouraged. This outcome can be drive in form of rewards or the avoidance of a certain outcome with the perspective to receive a punishment. In terms of extrinsic motivation, the behaviour in question I influences by external factors, in comparison of intrinsic motivation extrinsic factors come always from external sources. Nevertheless, can external motivation be expressed in different variations like tangible as well as non-tangible impacts. To make use of the motivation theory it must be understand what drives a person. This causality is different from person to person and from scenario to scenario. After barbuto and Scholl motivation can be described as 5 forms of motivation quells: • The most general and most common category of external motivation is the instrumental motivation which is based on concrete external input or impacts from external factors such as advantages or rewards. • The second category is the external self-concept which is solely based on the expectations of the external environment. • The third category after Barbuto and Scholl is the goal internalization whereas the goal which is causing the ambition is not based in personal reasoning of the human it comes from the outside and can also be interpreted as a takeover of other goals or visions and the motivation to participate in them. The two intrinsic motivated categories are intrinsic process motivation and the internal self-concept. While john marsahl reeve especially distinguish between four types of extrinsic motivation which correlate, but also share similarities with the categories after barbuto and Scholl, are: • External regulation is driven by the direct consequence of the action. • Introjected regulation drives the action by the impact of the consequence if the actions isn’t carried out, e.g., passive and indirect impact. • identified regulation drives the action with the consideration of the consequence if the action is carried out e.g., follow up impact. • integrated regulation drives the action by the integration and utilization of the consequences for the persona itself. This category is very similar to intrinsic motivation, but still can be distinguished easily because the motivation is based on the external brought results instead of inner needs like interest or fun. Insert graphic grade of autonomy tbd Insert differences… tbd Motivation und Korrelation zu Erwartung Anreiz usw.tbd

Concept and application

In this section use cases with the focus on work or project environments will be discussed. use of motivation in school, sport, work Concept: ways of extrinsic motivation appliance positive/rewards: money as incentive, rewards, job promotion negative/punishment: school, penalty work, detention Example: shopping membership stuffs as rewards Sport School Arbeit Management / PPPM anwenung? When to use extrinsic motivation effectiveness

Limitation and alternatives

Limitations of extrinsic motivation, "dangers" and alternative forms like intrinsic motivation.

Studies have shown that influence of long term applied extrinsic motivation can lead to a habituated behaviors which therefore will be countervise actions as intrinsic motivation. Furthermore, in case of a situational change and no longer existing exertnal motivate the complete drive of the person will be stucked.

Annotated bibliography

• Intrinsic and Extrinsic Motivation: The Search for Optimal Motivation and Performance by Carol Sansone and Judith M. Harackiewicz

This publication provides a wide overview about human motivation in regards to their performance. Furthermore it discusses the psychological background what motivates to specific action and influences human behavior.

• Some key references I found interesting during my first research and plan on using them for the creation of my article are (these resources might change later):
  

1. Encyclopedia of Personality and Individual Differences; ISBN 9783-3192-4612-3
2. Successful Management by Motivation: Balancing Intrinsic and Extrinsic Incentives; ISSN 1758-6887
3. Motivational synergy: Toward new conceptualizations of intrinsic and extrinsic motivation in the workplace; ISSN 1053-4822