What is Extrinsic Motivation?
- Extrinsic Motivation refers to the drive to perform a task or engage in an activity due to external rewards or pressures, rather than for the inherent enjoyment of the activity.
- Common examples of extrinsic motivation include working for a salary, studying to get good grades, or completing tasks to receive praise or avoid punishment.
- This type of motivation is prevalent in both educational settings, where students work for grades or approval, and in the workplace, where employees may be motivated by financial incentives, promotions, or recognition.
How does this differ from Intrinsic Motivation?
- Intrinsic Motivation: This refers to doing something because it is inherently interesting or enjoyable. The motivation comes from within, such as reading a book because you love the story or solving a puzzle for the challenge.
- Extrinsic Motivation: In contrast, external factors drive this type of motivation. The task itself may not be enjoyable, but the outcome (such as a reward) makes it worth doing.
- While both types of this can be effective, extrinsic motivation can sometimes lead to lower engagement if the external rewards are removed, whereas intrinsic motivation tends to be more sustainable and fulfilling.
How can coaching leverage Extrinsic Motivation to achieve goals?
- Coaching can help individuals identify appropriate external motivators that align with their goals, such as setting up reward systems or using accountability to drive progress.
- For students, this might involve creating reward-based study plans, where completing a set amount of work leads to a desired activity or treat.
- For professionals, coaching can focus on setting up external incentives, such as milestone rewards or public recognition, to maintain motivation and drive towards achieving larger goals.
