For example, an employee who does her work because she personally grasps its value for her chosen career is extrinsically motivated, as is one who does her work because of her supervisor’s control and fear of punishment. On the other hand, others argue that humans react to external incentives in a predictable manner and individuals perform best when the incentive system links rewards to performance.Įxtrinsic motivation can be classified into external regulation-based extrinsic motivation, which means doing an activity only to obtain a reward, and integrated extrinsic motivation, which refers to identifying with the value of an activity to the point that it becomes part of the individual’s sense of self.
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Thus, performance in interesting tasks is likely to suffer upon the introduction of performance-related pay.
![extrinsic vs intrinsic motivation in the workplace extrinsic vs intrinsic motivation in the workplace](http://i.ytimg.com/vi/xEEfYw_D3GI/maxresdefault.jpg)
Several scholars and practitioners argue that the use of extrinsic rewards has a negative, crowding-out effect on intrinsic motivation, particularly in relation to interesting tasks. However, the impact of extrinsic (reward-dependent) motivation on employee creativity has been a topic of much debate. Intrinsic motivation is considered to be essential for promoting creativity at the workplace. Extrinsic motivation refers to the performance of an activity to attain some external, separable outcome. Intrinsic motivation refers to doing a job when one finds it to be inherently interesting and enjoyable. Work motivation is of two types, intrinsic and extrinsic.