Intrinsic Motivation

Motivation can be intrinsic or extrinsic depending on the locus of control. Intrinsic motivation arises when we are interested in the activity itself. Extrinsic motivation is when someone or something external to the activity drives us. Although extrinsic motivation is effective, the drawback is that it is also somewhat disempowering because the power and control is with whatever is used to motivate us. When the reward or punishment disappears, then so does the motivation. Intrinsic motivation that arises from being genuinely interested in an activity is more empowering because we remain in control.

In psychology, motivation refers to the initiation, intensity and persistence of behavior (Geen, 1995). Motivation is a temporal and dynamic state that should not be confused with personality or emotion. A motivated person can be reaching for a long-term goal such as becoming a professional writer or a more short-term goal like learning how to spell a particular word.Personality invariably refers to more or less permanent characteristics of an individual's state of being (e.g., shy, extrovert, conscientious). As opposed to motivation, emotion refers to temporal states that do not immediately link to behavior (e.g., anger, grief, happiness).

Intrinsic motivation is when I am motivated by internal factors, as opposed to the external drivers of extrinsic motivation. Intrinsic motivation drives me to do things just for the fun of it, or because I believe it is a good or right thing to do.

There is a paradox of intrinsic and extrinsic motivation. Intrinsic motivation is far stronger a motivator than extrinsic motivation, yet external motivation can easily act to displace intrinsic motivation.

Intrinsic motivation is evident when people engage in an activity for its own sake, without some obvious external incentive present. A hobby is a typical example. Most people's hobbies are intrinsically motivated. Notice the passion with which people collect little bits of china or build detailed model ships. Few people carry that passion into their workplace.

It was previously thought that the two types of motivation (intrinsic and extrinsic) were additive, and could be combined to produce the highest level of motivation. Some authors differentiate between two forms of intrinsic motivation: one based on enjoyment, the other on obligation. In this context, obligation refers to motivation based on what an individual thinks ought to be done. For instance, a feeling of responsibility for a mission may lead to helping others beyond what is easily observable, rewarded, or fun.

Intrinsic motivation has been intensely studied by educational psychologists since the 1970s, and numerous studies have found it to be associated with high educational achievement and enjoyment by students.

There is currently no 'grand unified theory' to explain the origin or elements intrinsic motivation. Most explanations combine elements of Graham Weiner's attribution theory, Bandura's work on self-efficacy and other studies relating to locus of control and goal orientation. Thus it is thought that students are more likely to experience instrinsic motivation if they:

• Attribute their educational results to internal factors that they can control (eg. the amount of effort they put in, not 'fixed ability').
• Believe they can be effective agents in reaching desired goals (eg. the results are not determined by dumb luck.)
• Are motivated towards deep 'mastery' of a topic, instead of just rote-learning 'performance' to get good grades.

Note that the idea of reward for achievement is absent from this model of intrinsic motivation, since rewards are an extrinsic factor.

This model of intrinsic motivation has emerged from 3 decades of research by hundreds of educationalists and is still evolving.

Application

If you can get someone to believe in an idea or align their values with what you want, then you have set very powerful motivation in place. Seek to make them feel good about what you want.

Also minimize extrinsic motivation. So, for example, pay them fairly, then do everything to keep money out of the equation of why they come to work.