Fairfield Institute of Management and Technology

Extrinsic & Intrinsic Motivation

Subject Name: MANAGEMENT PROCESS AND ORGANISATION BEHAVIOUR

Subject Code:107

Submitted to: Submitted by:

Name of the Faculty Name: ANURAG SINGH

MR. AZAM KHALID Enrollment no:05090188821

Course: BCOM(HONS.)

Semester: FIRST SEMESTER

 CONTENT

• INTRODUCTION
• OBJECTIVE
• INTRINSIC MOTIVATION
• EXTRINSIC MOTIVATION
• CONCLUSION
• BIBLOGRAPHY
 INTRODUCTION

Motivation is the reason for people’s actions, desires, and needs. Motivation is one of the
essential aspects of HRM which is concerned with the process of inducing, inspiring,
organizing, and stimulating employees to do the better job in the organization. The term is
generally used for humans but, theoretically, it can also be used to describe the causes of
animal behavior as well. Motivation activates people for better job performance and high
productivity.
 OBJECTIVE

Intrinsic Motivation aims at grooming, developing and satisfying oneself and also
identifying the potential, and exploring the abilities. On the other hand, the objective
of extrinsic motivation is to earn a reward or to avoid a certain negative outcome.
 INTRINSIC MOTIVATION

Intrinsic motivation is when you do something because you enjoy it or find it interesting.
Compare that to Dani, whose reason for running involves extrinsic motivation, or doing
something for external rewards or to avoid negative consequences. Intrinsic motivation
refers
to motivation that is driven by an interest or enjoyment in the task itself, and exists within the
individual rather than relying on any external pressure. Intrinsic motivation has been
studied by social and educational psychologists since the early 1970s. Research has found
that it is usually associated with high educational achievement and enjoyment by students.
Explanations of intrinsic motivation have been given in the context of Fritz Heider’s
attribution theory, Bandura’s work on self-efficacy, and Deci and Ryan’s cognitive
evaluation theory (see self-determination theory). Students are likely to be intrinsically
motivated if they:

• attribute their educational results to internal factors that they can control (e.g., the
amount of effort they put in),
• believe they can be effective agents in reaching desired goals (i.e., the results are not
determined by luck),
• are interested in mastering a topic, rather than just rote-learning to achieve good grade
 EXTRINSIC MOTIVATION

Extrinsic motivation comes from outside of the individual. It refers to behavior that is driven
by external rewards such as money, fame, grades, and praise. This type of motivation arises
from outside the individual, as opposed to intrinsic motivation, which originates inside of the
individual.

Intrinsic motivation is derived from intangible factors. For example, someone who writes
music for his own listening pleasure is relying on intrinsic motivation. A person who writes
music to sell for profit is using extrinsic motivation.

Common extrinsic motivations are rewards like money and grades, coercion, and the threat
of punishment. Competition is in general extrinsic because it encourages the performer to
win and beat others, not to enjoy the intrinsic rewards of the activity. A crowd cheering on
the individual and trophies are also extrinsic incentives.

Social psychological research has indicated that extrinsic rewards can lead to
overjustification and a subsequent reduction in intrinsic motivation. In one study
demonstrating this effect, children who expected to be (and were) rewarded with a ribbon
and a gold star for drawing pictures spent less time playing with the drawing materials in
subsequent observations than children who were assigned to an unexpected reward condition
and to children who received no extrinsic reward.

Self-determination theory proposes that extrinsic motivation can be internalized by the

individual if the task fits with their values and beliefs and therefore helps to fulfill their basic
psychological needs.
 CONCLUSION

Intrinsic and extrinsic forms of rewards within organizations are actually part of a
continuum. At one end of the continuum, there are some employees that are motivated by
external tangible rewards such as monetary benefits or other material forms of benefits.
 BIBLOGRAPHY

BOOK: MANAGEMENT PROCESS ORGANISATION BEHAVIOUR

AUTHOR: V.S.P. RAO

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