How does intrinsic motivation differ from extrinsic motivation?

Intrinsic motivation refers to engaging in activities for their own sake, driven by personal satisfaction, interest, or a sense of achievement. This type of motivation stems from within the individual; it is about doing something because it is inherently enjoyable or fulfilling. For example, a person who plays an instrument because they love music and find joy in playing is intrinsically motivated.

Understanding intrinsic motivation is important in management, as it can lead to higher levels of engagement, creativity, and persistence. When individuals are intrinsically motivated, they tend to put forth more effort and are more likely to experience job satisfaction. This deeper connection to tasks often leads to better performance in the workplace, as employees are motivated by their passion rather than external rewards.

In contrast, extrinsic motivation involves engaging in behavior to earn external rewards or avoid negative consequences. Examples include working harder to receive a bonus, recognition, or a promotion. While extrinsic factors can be significant in shaping behavior, relying solely on them may not foster long-term commitment or satisfaction.

Recognizing the distinction between these two types of motivation helps managers foster an environment that nurtures intrinsic motivation, which can be more sustainable and beneficial for both employees and the organization.