INTRINSIC MOTIVATION

Motivation means an “inner striving condition, which activates or moves individual into action and
continues him in the course of action enthusiastically”. Thus, motivation can be defined as an inner state
that activates, energizes or aligns our behaviour towards goals. Wishes, drives and needs are the forces
inside an individual that inspire one to continue working towards one’s goals. Motivation is an
important concept in psychology. It provides insight into why we may behave the way we do.
According to Rensis Likert, motivation is the “core of management”. "Motivation is an essential
condition of learning" (Ray, 1992, p.3). Motivation can be divided into two basic types: intrinsic
motivation and extrinsic motivation.

Intrinsic motivation is the desire to do something because it is interesting and enjoyable. If we are
intrinsically motivated, we would not be affected by the external rewards such as awards or recognition.
If we are intrinsically motivated, the enjoyment we experience would be sufficient for us to want to
perform the activity in the future. Malone and Lepper (1987) have defined intrinsic motivation more
simply in terms of ‘what people will do without external inducement’.

The following figure describes the types of motivation:

Adapted from Ryan and Deci (2000)

Intrinsic motivation can be defined as an individuals need to feel competency and pride in something
(McCullagh, 2005). Therefore, employees who are intrinsically motivated work for no apparent reward
other than the satisfaction and pleasure they get from the activity itself. There are 3 types of intrinsic
motivations (Weinberg & Gould, 2003):

• Knowledge

• Accomplishment

• Stimulation

Being intrinsically motivated for knowledge occurs when employees work because of the pleasure and
satisfaction they get from learning, acquiring, and studying something new in their work related
assignments. For example a software programmer may work in a particular company to gain knowledge
and experience.

Being intrinsically motivated for accomplishments occurs when employees work because of the pleasure
and satisfaction they get from mastering various skills. For example, a coder may work to master a
particular programming language or crack an extremely complex code in least possible time.

Being intrinsically motivated for stimulation occurs when one participate in activates because of
pleasant sensations such as danger, pain, or excitement. For example, the feeling that a firefighter or a
doctor might get after saving lives.

Extrinsic Motivation can be defined as performance of an activity in order to attain some separate
outcome (Ryan & Deci, 2000). Therefore, employees who are extrinsically motivated work for external
causes such as rewards, positive feedback, recognition, promotion, high pay, etc.; rather than for the
inherent satisfaction of performing the activity itself (intrinsic motivation). However, research indicates
that individuals who are intrinsically motivated than extrinsically motivated have more interest,
excitement, fun, and confidence, which leads to enhanced performance, creativity, persistence, vigor,
general well-being, and self-esteem, among other benefits (Ryan & Deci, 2000). For instance, Frederick
and Ryan (1993) found that intrinsic motivation facilitated a greater amount of hours and days per week
of exercise and sport participation, and greater levels of satisfaction and competency, compared to
extrinsic motivation, which facilitated greater anxiety, and decreased self-esteem.

Intrinsic and extrinsic motivation are paradoxical. Intrinsic motivation is much stronger a motivator than
extrinsic motivation, yet external motivation can easily displace intrinsic motivation.
Although intrinsic motivation generates self-sustaining behavior, it is not necessarily a self-sustained
factor: it may arise in response to certain stimuli and disappear in presence of some inhibiting factors;

Researches have shown, three psychological needs help to facilitate and sustain intrinsic motivation:

1. Perceived competence - a feeling of competence and confidence.

2. Sense of autonomy (self directedness) - a perceived internal locus of causality, or self-

determined behavior, self-dependence and freedom

3. Relatedness (sense of acceptance) - a sense of security, the support for autonomy and
competence.

One may or may not have all the three needs at a time but has atleat one of these which sustain intrinsic
motivation. Intrinsic motivation comes from within and hence may rule over the extrinsic of motivation.
Thus, individuals who are intrinsically motivated rather than extrinsically motivated may have more
interest and confidence, which leads to enhanced performance and self-esteem.

References:

Deci, E. (1971). Effects of externally mediated rewards on intrinsic motivation. Journal of Personality
and Social Psychology, 18, 105-115

Deci, E. L. (1975). Intrinsic motivation. New York: Plenum.

Deci, E. L. and Ryan, R. M. (1985). Intrinsic motivation and self-determination in human behavior.
New York: Plenum Press

Deci, E.L. & Ryan, R.M. (1991). Intrinsic motivation and self-determination in human behavior. In
Steers, R.M. & Porter, L.W. (Eds.)Motivation and Work Behavior, 5th Edition. New York: McGraw-
Hill, Inc., pp. 44-58

Handbook of Motivation and Cognition: Foundations of Social Behavior, edited by R.M. Sorrentino and
E. Tory Higgins. New York: Guilford Press. pp23-63

Little, W. S. & McCullagh, P. (1989). Journal of Sport & Exercise Psychology (JSEP), 11(1), 41 - 53.

Petri, H. (1991). Motivation: Theory, research and application (3rd edn.). Belmont, CA: Wadsworth

T. Higgins (eds.) Motivation and cognition (pp. 404-448), New York: Guilford Press
Vroom, V. H. (1964). Work and motivation. New York: Wiley