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Cognitive Evaluation Theory of Motivation
Simpli ed
Cognitive Evaluation Theory is a theory in Psychology that is designed to explain the e ects of
external consequences on internal motivation. Cognitive Evaluation Theory theory suggests that
there are actually two motivation systems; intrinsic and extrinsic those correspond to two kinds of
motivators.

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Intrinsic Motivators
Achievement, responsibility, and competence — motivators that come from the actual performance
of the task or job — the intrinsic interest of the work.

Extrinsic Motivators
Pay, promotion, feedback, working conditions — things that come from a person’s environment,
controlled by others.

One or the other of these may be a more powerful motivator for a given individual.

Intrinsically motivated individuals perform for their own achievement and satisfaction.

If they come to believe that they are doing some job because of the pay or the working conditions or
some other extrinsic reason, they begin to lose motivation.
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The belief is that the presence of powerful extrinsic motivators can actually reduce a person’s
intrinsic motivation, particularly if the extrinsic motivators are perceived by the person to be
controlled by people.

In other words,

A boss who is always dangling this reward or that stick will turn o the intrinsically motivated
people.

If the cognitive evaluation theory is valid, it should have major implications for managerial
practices.

If pay or other extrinsic rewards arc to be e ective motivators, they should be made contingent on
an individual’s performance.

Cognitive evaluation theorists would argue that this will tend only to decrease the internal
satisfaction that the individual receives from doing the job.

If correct; it would make sense to make an individual’s pay non-contingent on performance in

order to avoid decreasing intrinsic motivation.
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