Extrinsic vs intrinsic motivation refers to the two basic types of motivation behind your actions: extrinsic motivation is derived from outside sources of reward, like money or recognition, and intrinsic motivation stems from the internal satisfaction and interest in doing something.
Understanding what motivates you, whether it be extrinsic rewards or intrinsic passion, will make a difference in your level of motivation and ultimately lead to success.
Understanding the difference between extrinsic vs intrinsic motivation is important because it will help you identify what motivates you to do something and focus your attention on it so that you are able to get more done, be more productive, and ultimately enjoy more fulfilling accomplishments.
✅ Important Points
- Motivation comes in two forms: intrinsic motivation that comes from wanting to accomplish something that is personally important or has real meaning to the individual, and extrinsic motivation based on external reward, including praise, bonuses, or recognition.
- Neither intrinsic nor extrinsic motivation is inherently good or bad; rather, their effectiveness depends on the individual and how organizations create a balance between the two in the workplace.
- Purposeful use of extrinsic rewards can very well improve intrinsic motivation, but too much reliance on external motivators can stifle an employee’s intrinsic motivation over time.
What Is Extrinsic Motivation?
Extrinsic motivation is any impulse to carry out a task or behavior to obtain a reward or to avoid punishment, rather than enjoying it by itself. Essentially, extrinsic motivation involves pulling from outside rather than from within.
In other words, you want to do a task or behavior not because you derive enjoyment from it, but because of the external real or perceived compensations associated with completing it – cash, awards, marks, praise, etc, or avoiding something bad like a penalty or disapproval. Extrinsic motivation is commonly associated with short-term objectives and is considered appropriate when there are apparent consequences to receiving or losing something as compensation for achieving the tasks or behaviors.
While extrinsic motivation is unlikely to significantly increase personal involvement, it can be a powerful facilitator to benefit productivity and performance. Primarily, extrinsic motivation works extremely well when there is clarity with respect to expelling the associated reward or consequence.
Common Real-Life Examples:
- Working late hours to earn a bonus
- Studying to get a good grade
- Following laws or policies to avoid a fine or sanction.
- Competing in a contest and winning a prize.
✅ When and Why It Is Effective:
Extrinsic motivation is effective for short-term goals, habitual tasks, or when a reward or consequence is immediate. It is effective when:
- Tasks are repetitive and are not enjoyable
- Staff need to be facilitated with a focus on urgency
- When outcomes are rewarded based on performance.
Motivating with reward can trigger action sooner, especially in performance-oriented environments where results are more valued than the process.
What Is Intrinsic Motivation?
Intrinsic motivation is the motivation to engage in a behavior because it is rewarding, enjoyable, or consistent with your values–for example, in its altruism. Intrinsic motivation means there is no outside reward or pressure or effort that prompted your action.
Intrinsic motivation will almost always arise with curiosity, passion, purpose, or mastery. You are doing it not because someone said you should do it or someone offered a reward for doing it, but because it aligns with who you are or what you value. People doing significant creative, intellectual, or mission-related work experience intrinsic motivation more intensely than other people. Those who are intrinsically motivated are less likely to give up, more likely to develop their own skills over the intervening long haul, and less likely to need to reward to feel gratified for pursuing challenges.
Examples of Intrinsic Motivation:
- Reading a book because it is something you enjoy doing,
- Figuring out a puzzle because you want the challenge and satisfaction of completion,
- Volunteering to help others without expecting anything back,
- Practicing a hobby simply because it provides joy,
🌱 Why It Relates to Long-Term Success:
Intrinsic motivation is often connected to actions motivated by passion and a very strong sense of purpose.
Those who pursue intrinsic goals tend to be more inventive, resilient, and satisfied. Because this is based on individual motivation, intrinsic motivation tends to be the most sustainable for a longer period of time, which helps foster long-term personal and professional development.
It does not matter if the motivation is self-purposed or outsourced so long as something needs to be improved and you want the skill-mastered new action to become something you do consistently. Intrinsic motivation is the building block of performance, including training consistency, especially when there are no rewards or to get you going from that success.
Extrinsic vs Intrinsic Motivation: What’s the Difference?
Knowing the difference between extrinsic motivation (bondage) and intrinsic motivation (freedom) will help you leverage both appropriately based on the context. Below is a side-by-side comparison of extrinsic versus intrinsic motivation for transparency:
| Feature | Extrinsic Motivation | Intrinsic Motivation |
|---|---|---|
| Source | External (rewards, praise, consequences) | Internal (passion, curiosity, values) |
| Goal Focus | Outcome-driven | Process/enjoyment-driven |
| Duration | Short-term boost | Long-term sustainability |
| Examples | Bonuses, grades, trophies, deadlines | Learning, creating, exploring, helping |
| Impact on Creativity | May limit creativity under pressure | Encourages innovation and original thinking |
| Best Used For | Repetitive tasks, deadlines, clear performance | Growth, problem-solving, creative or complex tasks |
Which is better?
There is no one answer.
- You employ extrinsic motivation when you need an outcome quickly (performance measures, deadlines). It is great for efficiency.
- You can rely on intrinsic motivation for ongoing involvement and engagement, learning, and fostering new ideas.
Most effective environments employ the use of both, building in reward systems for achievements, but also building systems that create a sense of purpose, autonomy, and internal gratification.
📌 7 Strong Truths about Extrinsic vs Intrinsic Motivation.
When you understand how extrinsic vs intrinsic motivation works, you unlock tremendous potential! Here are seven strong truths about how you can use both to your benefit.
✅ Truth 1: Most people are using both unconsciously.
Whether you realize it or not, you are using a combination of extrinsic vs intrinsic motivation already. A paycheck may motivate you to show up, but passion may motivate you to grow.
✅ Truth 2: Intrinsic motivation increases well-being.
Tasks driven by intrinsic motivation, such as curiosity or self-improvement, are related to happiness, productivity, and long-term success, while tasks driven by extrinsic motivation are less likely to be related to these outcomes.
✅ Truth 3: Too much external reward may be harmful.
Too much external motivation can create dependency on extrinsic motivation methods that diminish the natural and intrinsic happiness of doing something you love. Finding the right balance is the most helpful.
✅ Truth 4: Timing is Important
Extrinsic vs intrinsic motivation work best over different time periods. Use tangible rewards to achieve short-term goals and use internal passion for long-term attainment.
✅ Truth 5: Motivation Can Change
Something that begins as extrinsic motivation, like studying or doing homework for a grade, can eventually turn into intrinsic because you enjoy learning or improving a skill.
✅ Truth 6: Context Affects Motivation
Having to sustain external motivation (i.e., school, work, or exercise) is always a competition between extrinsic vs intrinsic motivation. Knowing where you are and which of these is more suited gives you a leg up on keeping yourself motivated.
✅ Truth 7: Balance is Always
Most success comes from the balance between extrinsic and intrinsic motivation. External rewards can create success, but internal, purpose-driven motivation sustains the journey.
When to Use Extrinsic Motivation
Use extrinsic motivation when an activity is not personally engaging but needs to be completed.
Extrinsic motivation is best for routine short-term projects that are driven by others, urgent, or feel automatic. It is used to inspire people to make a deadline, follow a rule, or do necessary but yucky work. Extrinsic motivation is optimal when there is a tangible reward or consequence for performance.
✅ Best Extrinsic Motivation Scenarios:
- Performing routine or everyday tasks
- Achieving impending deadlines or goals
- Studying for examinations just to pass
- Going to mandatory training or workshops
- Building good early habits, like regular attendance
In these scenarios, extrinsic motivation will increase performance and accountability because tasks do not offer personal satisfaction.
Wising Up on Extrinsic Motivation
To use extrinsic motivation wisely, use it in moderation and tie it to meaningful consequences.
While extrinsic motivation can be a strength, overreliance on it can drain internal drive. It’s essential to strategically utilize it—using rewards to spark action without them being the only source of effort motivation.
🧠Smart Tactics for Using Extrinsic Motivation:
- Combine external rewards with positive reinforcement
- Use praise as a recognition of effort, not outcome
- Avoid oversuing rewards by becoming overly ritualistic or predictable
- Offer concrete incentives linked to values
- Fade to internal reward gradually.
By controlling extrinsic motivation judiciously, you create short-term payoff without threatening and even developing intrinsic motivation for the long run.
What Are the Advantages of Intrinsic and Extrinsic Motivation in the Workplace?
Intrinsic motivation and extrinsic motivation are two core elements of motivation theories and employee development. When properly aligned, both allow for increased productivity, engagement, and ultimately satisfaction at work.
🔹 The Benefits of Intrinsic Motivation in the Workplace:
Employees who are intrinsically motivated are:
- More engaged, self-directed, and innovative because they simply enjoy doing the task.
- Likely to strive for mastery or intentional incremental improvement without external factors.
- Often decimal point is aligned with the long game, to the mission and values of your organization, which builds loyalty.
- More resilient, self-directed, and improving the quality of work over time.
Example: An employee pursues a self-directed initiative to learn a new tool simply because they genuinely want to learn it, rather than for potential job performance reasons!
🔹 The Benefits of Extrinsic Motivation in the Workplace:
The benefits of extrinsic motivation include:
- Meeting deadlines and performance targets sooner rather than later.
- Engagement on tasks that are often repeated and/or very laborious.
- Creating the desired action with bonuses, promotions, or public and/or private praise.
- Providing structure and accountability, especially in high-stakes environments.
Example: The sales team that competes for commissions or awards based on monthly performance is an example of leveraging extrinsic motivation effectively.
Why Balancing Both is Important:
According to employee motivation theories (Maslow’s Hierarchy of Needs, Herzberg’s Two-Factor Theory):
- Extrinsic motivators meet lower-level needs (e.g., salary, job security).
- Intrinsic motivators meet higher-level needs (e.g., purpose, growth).
Balancing extrinsic vs intrinsic motivation ensures short-term performance and long-term employee development are encouraged, producing a more engaged, fulfilled, and productive workforce.
Conclusion: Your Motivation Style—The One That Works for You?
The understanding of extrinsic vs intrinsic motivation is essential to unlock full potential. While extrinsic reward extrinsic vs intrinsic motivation provides for productivity in short-term goals, intrinsic motivation carries the long view: passion and fulfillment. On one hand, extrinsic versus intrinsic motivation can, based on the situation, have its place.
Take moments of reflection to ponder upon what motivates even a blast within you—are you energized by extrinsic rewards from extrinsic versus intrinsic motivation, or is it deeper personal satisfaction and meaningful challenges for you? Keep a record for one week of your extrinsic versus intrinsic motivational experiences, and you will learn a lot.
Begin observing moments when extrinsic versus intrinsic motivation drives you, and the moments when you follow your internal motivation. On the premise of this awareness, extrinsic versus intrinsic motivation can be balanced for success and gratification at least in the short run in both your personal and professional life.