Importance of Being Intrinsically Motivated
We will find satisfaction in our tasks regardless of the result if we are more internally motivated; we have inner trust and don’t want external validation; and we can persevere despite challenges if we take the long view. Between pure extrinsic and pure intrinsic incentive, there is a continuum.
Extrinsic and inherent/intrinsic motivation are the two forms of motivation.
Extrinsic motivation is concerned with titles and monetary incentives, as well as rank and influence, as well as attention and popularity. Sense and purpose, service and responsibility, learning and development are all facets of intrinsic motivation.
It’s really possible to get fully engrossed in extrinsic inspiration. Extrinsic motivation is rewarded and encouraged in our culture (particularly in the Silicon Valley tech scene).
We admire and admire accomplished founders and corporate executives, and we naturally want to emulate them. As a result, we run the risk of preferring extrinsic incentive — names, prestige, financial incentives, celebrity, and so on.
It’s important to strike a balance between extrinsic and intrinsic motivation. What is the reason for this? Here are a few reasons why:
You won’t be able to predict any outcome.
You can’t manage the factor of chance, no matter how well trained or skilled you are. If you are solely extrinsically motivated, you would be distraught if you suffer a competitive defeat, disappointment, or setback due to conditions beyond your control. Even if you lose or fail, if you are intrinsically inspired, you will see the benefit of learning from your mistakes, you will find joy in the work you have done, and you will feel that your actions have a greater purpose and value.
You don’t want to be dependent on the opinions of others.
If you are solely inspired by external factors, you may become nervous and dependent on external affirmation to feel positive. You get preoccupied with what others say and how much rank, fame, or money you possess. Rather than some sort of inner compass, the search for external affirmation is what guides your decisions. You should disregard the naysayers, doubters, and judges if you are intrinsically inspired. What they think has no bearing on your worth or identity. It’s preferable to have inner assurance over external confirmation.
You have the choice of taking a longer-term perspective.
External variables (your work description, the value of your business, your celebrity, and your net worth) will change quickly. You think about short-term shifts in all of them if you pay too much attention to them. When transition occurs or you face a loss in one area, you can keep a longer-term outlook and stay positive about the future if you are intrinsically inspired.
Over the last few months, I’ve read a lot of books that have confirmed my belief in the importance of inherent inspiration. Here are a couple of the books I read, along with some of my key takeaways. Know More
Intrinsic inspiration promotes perseverance.
Prosocial motivation is fundamentally driven by a desire to preserve or encourage the well-being of others without achieving immediate benefit. Is there a connection between intrinsic motivation and prosocial motivation and endurance when intrinsic motivation is high?
This research shows that it does, since it strengthens the two’s bond. In the study, firefighters who showed high levels of both prosocial and intrinsic motivation went on to perform significantly more extra hours a week over a two-month span, demonstrating greater persistence. The willingness to serve others had resulted in a boost in performance.
Intrinsic motivation boosts participation.
Cho and Perry found that intrinsic motivations had three times the effect on employee retention levels as extrinsic motives in a 2012 report. Intrinsic motivation was found to be positively correlated with job retention and, predictably, negatively associated with the decision to resign, according to the study. The connection became much stronger when there were higher levels of managerial trustworthiness and goal guidance.
Other studies have verified this link; for example, Kuvaas & Dysvik (2009) discovered that intrinsically motivated workers were more likely to be strongly committed and interested in their jobs.
Learning that is intrinsically inspired is more efficient.
Did you know that using incentives in the classroom has been found to have a negative impact on both the pace and effectiveness at which students learn? This was one of the results of a study undertaken by Grand Valley State University, which showed that external motivators would potentially slow down learning and encourage students to make more mistakes during the learning process. What matters most is the student’s degree of inherent drive and desire to learn. If a student is studying because it fulfills them and is fun for them, rather than because they are obsessed with having good grades or satisfying others, so they are learning for the right reasons.
Inevitably, there would be disagreement about the magnitude of the impact. Extrinsic motivation seems to be preferable to no motivation at all, but if it is the primary driver of learning behavior, it would not have the same positive effect as intrinsic motivation. The weight of research suggests that the most effective learning occurs when people are intrinsically encouraged to do something rather than when they are instructed to do something and then praised in some way.
Employees do well as they are praised with their efforts.
Intuitively, it makes sense that if we like things and have a deep motivation to do it, we’ll do a great job at it. That is supported by research. This study, which was discussed at the 3rd International Conference on Management and Economics, focused on intrinsic incentives, or the feeling of achievement and fulfillment that comes from achieving a task successfully. It was discovered that such benefits had a significant impact on job morale and motivation, inspiring employees to strive harder in order to gain and benefit from those emotions. According to a study published in the European Journal of Business and Management.
Importance of Being Intrinsically Motivated
Employees who are intrinsically inspired are most likely to continue.
Employees who are intrinsically inspired have 46 percent higher workplace satisfaction and 32 percent higher dedication to their careers, according to research by management consultancy company McKinsey. Around the same time, they’re far less likely to suffer from job-related burnout, which means workers are far more likely to continue to stay in their company.