Extrinsic Motivation in the Workplace - Revision history

Philip Brandt at 21:57, 9 May 2023

2023-05-09T21:57:18Z

← Older revision		Revision as of 21:57, 9 May 2023
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	When an organization is looking into the motivation of their employees and how they should use extrinsic motivation, motivation crowding theory must be considered. Motivation crowding theory is a concept that refers to the idea that extrinsic motivation might impact one’s intrinsic motivation, negatively. According to the theory that was first introduced in 1970 by Richard Titmuss, extrinsic motivation might “crowd out” the intrinsic motivation. In Figure 2 there are shown two graphs, S and S’. Looking at the graph S, when the extrinsic reward is increased from O to R, the work effort also increases from A to A'. However, as soon as motivation crowding becomes present, the individual’s work effort will switch to the graph S’. In this case, the raise of extrinsic rewards from O to R will now move the individual's work effort to C, instead of B. In this scenario, the increase in rewards causes the work effort to go from A to A<nowiki>''</nowiki> as the intrinsic motivation has now been crowded out and the individual is only motivated by extrinsic rewards. Once this happens, their behavior will now follow the S' graph and the work effort can be increased by increasing the external reward <ref name=''11''> ''Frey, Bruno S., & Jegen, R. (2001). Motivation Crowding Theory. Journal of Economic Surveys, vol. 15, no. 5, Blackwell Publishing Ltd, 589–611'' </ref>. Motivation crowding theory is relevant in all organizations and should be understood by all project, program and portfolio managers before giving out rewards. If done incorrectly, the extrinsic rewards might end up decreasing the intrinsic motivation of the employees, also known as the overjustification effect <ref name=''11''> ''Weibel, A., Wiemann, M., & Osterloh, M. (2014). A behavioral economics perspective on the overjustification effect: Crowding-in and crowding-out of intrinsic motivation. The oxford handbook of work engagement, motivation, and self-determination theory, 72-84.'' </ref>.		When an organization is looking into the motivation of their employees and how they should use extrinsic motivation, motivation crowding theory must be considered. Motivation crowding theory is a concept that refers to the idea that extrinsic motivation might impact one’s intrinsic motivation, negatively. According to the theory that was first introduced in 1970 by Richard Titmuss, extrinsic motivation might “crowd out” the intrinsic motivation. In Figure 2 there are shown two graphs, S and S’. Looking at the graph S, when the extrinsic reward is increased from O to R, the work effort also increases from A to A'. However, as soon as motivation crowding becomes present, the individual’s work effort will switch to the graph S’. In this case, the raise of extrinsic rewards from O to R will now move the individual's work effort to C, instead of B. In this scenario, the increase in rewards causes the work effort to go from A to A<nowiki>''</nowiki> as the intrinsic motivation has now been crowded out and the individual is only motivated by extrinsic rewards. Once this happens, their behavior will now follow the S' graph and the work effort can be increased by increasing the external reward <ref name=''11''> ''Frey, Bruno S., & Jegen, R. (2001). Motivation Crowding Theory. Journal of Economic Surveys, vol. 15, no. 5, Blackwell Publishing Ltd, 589–611'' </ref>. Motivation crowding theory is relevant in all organizations and should be understood by all project, program and portfolio managers before giving out rewards. If done incorrectly, the extrinsic rewards might end up decreasing the intrinsic motivation of the employees, also known as the overjustification effect <ref name=''11''> ''Weibel, A., Wiemann, M., & Osterloh, M. (2014). A behavioral economics perspective on the overjustification effect: Crowding-in and crowding-out of intrinsic motivation. The oxford handbook of work engagement, motivation, and self-determination theory, 72-84.'' </ref>.

	[[File:Crowding.png\|frame\|Figure 2: Motivation crowding theory visualized, based on reference 12]]		[[File:Crowding.png\|frame\|Figure 2: Motivation crowding theory visualized, based on reference 12.]]

	==== Overjustification Effect ====		==== Overjustification Effect ====

Philip Brandt at 21:57, 9 May 2023

2023-05-09T21:57:05Z

← Older revision		Revision as of 21:57, 9 May 2023
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	When looking at the different forms of extrinsic motivation, SDT specifies four different forms that are shown on the self-determination continuum in Figure 1. These include external regulation, introjection, identification, and integration. To the far left in the black box, amotivation is located. Here, the individual is not motivated and few to none of their basic needs are met. To the far right in the green box is the opposite situation, an individual entirely driven by intrinsic motivation. When moving from left to right on the continuum, the form of motivation becomes gradually more intrinsic <ref name=''7''> '' Levesque, C., Copeland, K. J., Pattie, M. D., & Deci, E. L. (2010). Intrinsic and Extrinsic Motivation. In Encyclopedia of Body Image and Human Appearance. Elsevier.'' </ref>.		When looking at the different forms of extrinsic motivation, SDT specifies four different forms that are shown on the self-determination continuum in Figure 1. These include external regulation, introjection, identification, and integration. To the far left in the black box, amotivation is located. Here, the individual is not motivated and few to none of their basic needs are met. To the far right in the green box is the opposite situation, an individual entirely driven by intrinsic motivation. When moving from left to right on the continuum, the form of motivation becomes gradually more intrinsic <ref name=''7''> '' Levesque, C., Copeland, K. J., Pattie, M. D., & Deci, E. L. (2010). Intrinsic and Extrinsic Motivation. In Encyclopedia of Body Image and Human Appearance. Elsevier.'' </ref>.

	[[File:Continuum2.JPG\|frame\|Figure 1: Continuum of self-determination, own figure based on reference ~~<ref name=test/>~~.]]		[[File:Continuum2.JPG\|frame\|Figure 1: Continuum of self-determination, own figure based on reference 10.]]

	==== External regulation ====		==== External regulation ====

Philip Brandt at 21:56, 9 May 2023

2023-05-09T21:56:13Z

← Older revision		Revision as of 21:56, 9 May 2023
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	When looking at the different forms of extrinsic motivation, SDT specifies four different forms that are shown on the self-determination continuum in Figure 1. These include external regulation, introjection, identification, and integration. To the far left in the black box, amotivation is located. Here, the individual is not motivated and few to none of their basic needs are met. To the far right in the green box is the opposite situation, an individual entirely driven by intrinsic motivation. When moving from left to right on the continuum, the form of motivation becomes gradually more intrinsic <ref name=''7''> '' Levesque, C., Copeland, K. J., Pattie, M. D., & Deci, E. L. (2010). Intrinsic and Extrinsic Motivation. In Encyclopedia of Body Image and Human Appearance. Elsevier.'' </ref>.		When looking at the different forms of extrinsic motivation, SDT specifies four different forms that are shown on the self-determination continuum in Figure 1. These include external regulation, introjection, identification, and integration. To the far left in the black box, amotivation is located. Here, the individual is not motivated and few to none of their basic needs are met. To the far right in the green box is the opposite situation, an individual entirely driven by intrinsic motivation. When moving from left to right on the continuum, the form of motivation becomes gradually more intrinsic <ref name=''7''> '' Levesque, C., Copeland, K. J., Pattie, M. D., & Deci, E. L. (2010). Intrinsic and Extrinsic Motivation. In Encyclopedia of Body Image and Human Appearance. Elsevier.'' </ref>.

	[[File:Continuum2.JPG\|frame\|Figure 1: Continuum of self-determination, own figure based on reference 10.]]		[[File:Continuum2.JPG\|frame\|Figure 1: Continuum of self-determination, own figure based on reference <ref name=test/>.]]

	==== External regulation ====		==== External regulation ====

Philip Brandt: /* Application in the Workplace */

2023-05-09T21:55:43Z

Application in the Workplace

← Older revision		Revision as of 21:55, 9 May 2023
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	In organizations, it is critical to keep the employees motivated <ref name=''8''> ''Kwok, A. O. J., Watabe, M., & Ahmed, P. K. (2021). Excessive extrinsic rewards in workplace relationships. In Augmenting Employee Trust and Cooperation. Springer Singapore.'' </ref>. Extrinsic motivation makes it possible for the organizations to determine the actions and also investigate behavior models of the employees. In almost every company, the employees are extrinsically motivated by their salary, which is rewarded for doing their work. However, despite having a satisfying salary, it takes more than that to keep an employee motivated, which companies are aware of. A common extrinsic motivation tool is bonuses, which close to all companies use. This is to ensure that the employee does not show up to work just to be present, but also tries to perform, thus triggering the bonus. These rewards are tangible, but the intangible extrinsic rewards are also taken into use in a lot of organizations. This is done by publicly announcing the employee of the month, giving out promotions and praising employees in public <ref name=''9''> ''Gerhart, B., & Fang, M. Y. (2015). Intrinsic motivation, extrinsic motivation, performance, and creativity in the workplace: Revisiting long-held beliefs. Annual Review of Organizational Psychology and Organizational Behavior, 2(1), 489-521.'' </ref>.		In organizations, it is critical to keep the employees motivated <ref name=''8''> ''Kwok, A. O. J., Watabe, M., & Ahmed, P. K. (2021). Excessive extrinsic rewards in workplace relationships. In Augmenting Employee Trust and Cooperation. Springer Singapore.'' </ref>. Extrinsic motivation makes it possible for the organizations to determine the actions and also investigate behavior models of the employees. In almost every company, the employees are extrinsically motivated by their salary, which is rewarded for doing their work. However, despite having a satisfying salary, it takes more than that to keep an employee motivated, which companies are aware of. A common extrinsic motivation tool is bonuses, which close to all companies use. This is to ensure that the employee does not show up to work just to be present, but also tries to perform, thus triggering the bonus. These rewards are tangible, but the intangible extrinsic rewards are also taken into use in a lot of organizations. This is done by publicly announcing the employee of the month, giving out promotions and praising employees in public <ref name=''test''> ''Gerhart, B., & Fang, M. Y. (2015). Intrinsic motivation, extrinsic motivation, performance, and creativity in the workplace: Revisiting long-held beliefs. Annual Review of Organizational Psychology and Organizational Behavior, 2(1), 489-521.'' </ref>.

	A company that is known to make use of extrinsic rewards is Google <ref name=''10''> ''Luenendonk, M. (2019, September 16). The Google Way of Motivating Employees. Cleverism. https://www.cleverism.com/google-way-motivating-employees/'' </ref>. Google does a great job at keeping their employees motivated through various initiatives. Examples of these are flexible spending accounts, free health and dental benefits, vacation packages, an onsite hair salon and Google even allows its employees to spend 20% of their working hours to pursue special projects and interests. These benefits are just the tip of the iceberg, but also raises the question as to how Google can stay profitable with such initiatives in place. The answer is simple, Google has managed to balance their employees extrinsic and intrinsic motivation by providing extrinsic rewards in deliberate manner. This has not only resulted in the employees performing well, but Google employees also usually surpass management expectations, which means that the extrinsic motivation is a profitable initiative from the management.		A company that is known to make use of extrinsic rewards is Google <ref name=''10''> ''Luenendonk, M. (2019, September 16). The Google Way of Motivating Employees. Cleverism. https://www.cleverism.com/google-way-motivating-employees/'' </ref>. Google does a great job at keeping their employees motivated through various initiatives. Examples of these are flexible spending accounts, free health and dental benefits, vacation packages, an onsite hair salon and Google even allows its employees to spend 20% of their working hours to pursue special projects and interests. These benefits are just the tip of the iceberg, but also raises the question as to how Google can stay profitable with such initiatives in place. The answer is simple, Google has managed to balance their employees extrinsic and intrinsic motivation by providing extrinsic rewards in deliberate manner. This has not only resulted in the employees performing well, but Google employees also usually surpass management expectations, which means that the extrinsic motivation is a profitable initiative from the management.

Philip Brandt at 21:54, 9 May 2023

2023-05-09T21:54:53Z

← Older revision		Revision as of 21:54, 9 May 2023
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	When looking at the different forms of extrinsic motivation, SDT specifies four different forms that are shown on the self-determination continuum in Figure 1. These include external regulation, introjection, identification, and integration. To the far left in the black box, amotivation is located. Here, the individual is not motivated and few to none of their basic needs are met. To the far right in the green box is the opposite situation, an individual entirely driven by intrinsic motivation. When moving from left to right on the continuum, the form of motivation becomes gradually more intrinsic <ref name=''7''> '' Levesque, C., Copeland, K. J., Pattie, M. D., & Deci, E. L. (2010). Intrinsic and Extrinsic Motivation. In Encyclopedia of Body Image and Human Appearance. Elsevier.'' </ref>.		When looking at the different forms of extrinsic motivation, SDT specifies four different forms that are shown on the self-determination continuum in Figure 1. These include external regulation, introjection, identification, and integration. To the far left in the black box, amotivation is located. Here, the individual is not motivated and few to none of their basic needs are met. To the far right in the green box is the opposite situation, an individual entirely driven by intrinsic motivation. When moving from left to right on the continuum, the form of motivation becomes gradually more intrinsic <ref name=''7''> '' Levesque, C., Copeland, K. J., Pattie, M. D., & Deci, E. L. (2010). Intrinsic and Extrinsic Motivation. In Encyclopedia of Body Image and Human Appearance. Elsevier.'' </ref>.

	[[File:Continuum2.JPG\|frame\|Figure 1: Continuum of self-determination, own figure based on reference ~~<ref name=9/>~~.]]		[[File:Continuum2.JPG\|frame\|Figure 1: Continuum of self-determination, own figure based on reference 10.]]

	==== External regulation ====		==== External regulation ====

Philip Brandt at 21:54, 9 May 2023

2023-05-09T21:54:38Z

← Older revision		Revision as of 21:54, 9 May 2023
Line 23:		Line 23:
	When looking at the different forms of extrinsic motivation, SDT specifies four different forms that are shown on the self-determination continuum in Figure 1. These include external regulation, introjection, identification, and integration. To the far left in the black box, amotivation is located. Here, the individual is not motivated and few to none of their basic needs are met. To the far right in the green box is the opposite situation, an individual entirely driven by intrinsic motivation. When moving from left to right on the continuum, the form of motivation becomes gradually more intrinsic <ref name=''7''> '' Levesque, C., Copeland, K. J., Pattie, M. D., & Deci, E. L. (2010). Intrinsic and Extrinsic Motivation. In Encyclopedia of Body Image and Human Appearance. Elsevier.'' </ref>.		When looking at the different forms of extrinsic motivation, SDT specifies four different forms that are shown on the self-determination continuum in Figure 1. These include external regulation, introjection, identification, and integration. To the far left in the black box, amotivation is located. Here, the individual is not motivated and few to none of their basic needs are met. To the far right in the green box is the opposite situation, an individual entirely driven by intrinsic motivation. When moving from left to right on the continuum, the form of motivation becomes gradually more intrinsic <ref name=''7''> '' Levesque, C., Copeland, K. J., Pattie, M. D., & Deci, E. L. (2010). Intrinsic and Extrinsic Motivation. In Encyclopedia of Body Image and Human Appearance. Elsevier.'' </ref>.

	[[File:Continuum2.JPG\|frame\|Figure 1: Continuum of self-determination, own figure based on reference <ref name=9>.]]		[[File:Continuum2.JPG\|frame\|Figure 1: Continuum of self-determination, own figure based on reference <ref name=9/>.]]

	==== External regulation ====		==== External regulation ====

Philip Brandt at 21:54, 9 May 2023

2023-05-09T21:54:26Z

← Older revision		Revision as of 21:54, 9 May 2023
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	When looking at the different forms of extrinsic motivation, SDT specifies four different forms that are shown on the self-determination continuum in Figure 1. These include external regulation, introjection, identification, and integration. To the far left in the black box, amotivation is located. Here, the individual is not motivated and few to none of their basic needs are met. To the far right in the green box is the opposite situation, an individual entirely driven by intrinsic motivation. When moving from left to right on the continuum, the form of motivation becomes gradually more intrinsic <ref name=''7''> '' Levesque, C., Copeland, K. J., Pattie, M. D., & Deci, E. L. (2010). Intrinsic and Extrinsic Motivation. In Encyclopedia of Body Image and Human Appearance. Elsevier.'' </ref>.		When looking at the different forms of extrinsic motivation, SDT specifies four different forms that are shown on the self-determination continuum in Figure 1. These include external regulation, introjection, identification, and integration. To the far left in the black box, amotivation is located. Here, the individual is not motivated and few to none of their basic needs are met. To the far right in the green box is the opposite situation, an individual entirely driven by intrinsic motivation. When moving from left to right on the continuum, the form of motivation becomes gradually more intrinsic <ref name=''7''> '' Levesque, C., Copeland, K. J., Pattie, M. D., & Deci, E. L. (2010). Intrinsic and Extrinsic Motivation. In Encyclopedia of Body Image and Human Appearance. Elsevier.'' </ref>.

	[[File:Continuum2.JPG\|frame\|Figure 1: Continuum of self-determination, own figure based on reference 10.]]		[[File:Continuum2.JPG\|frame\|Figure 1: Continuum of self-determination, own figure based on reference <ref name=9>.]]

	==== External regulation ====		==== External regulation ====

Philip Brandt: /* Annotated Bibliography */

2023-05-09T21:51:14Z

Annotated Bibliography

← Older revision		Revision as of 21:51, 9 May 2023
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	*''''' Barkoukis, V., Tsorbatzoudis, H., Grouios, G., & Sideridis, G. (2008). The assessment of intrinsic and extrinsic motivation and amotivation: Validity and reliability of the Greek version of the Academic Motivation Scale. Assessment in Education: Principles, Policy & Practice, 15(1), 39-55.		*''''' Barkoukis, V., Tsorbatzoudis, H., Grouios, G., & Sideridis, G. (2008). The assessment of intrinsic and extrinsic motivation and amotivation: Validity and reliability of the Greek version of the Academic Motivation Scale. Assessment in Education: Principles, Policy & Practice, 15(1), 39-55.
	:- This article explains self-determination theory and proposes a continuum with three types of motivation: intrinsic motivation, extrinsic motivation and amotivation characterised by seven dimensions. It describes two studies that focused on the Greek version of the academic motivation scale, thus allowing the reader to gain a deeper understanding of self-determination theory.		:- This article explains self-determination theory and proposes a continuum with three types of motivation: intrinsic motivation, extrinsic motivation and amotivation characterised by seven dimensions. It describes two studies that focused on the Greek version of the academic motivation scale (AMS), thus allowing the reader to gain a deeper understanding of self-determination theory. The results of the study indicate that the Greek version of the AMS has satisfactory levels of consistency which allows it to be used for assessing intrinsic motivation, extrinsic motivation and amotivation for Greek high school students. The study is relevant for people interested in the measurement of motivation in an academic context.

	== References ==		== References ==

	<references />		<references />

Philip Brandt: /* Annotated Bibliography */

2023-05-09T21:47:36Z

Annotated Bibliography

← Older revision		Revision as of 21:47, 9 May 2023
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	*''''' Barkoukis, V., Tsorbatzoudis, H., Grouios, G., & Sideridis, G. (2008). The assessment of intrinsic and extrinsic motivation and amotivation: Validity and reliability of the Greek version of the Academic Motivation Scale. Assessment in Education: Principles, Policy & Practice, 15(1), 39-55.		*''''' Barkoukis, V., Tsorbatzoudis, H., Grouios, G., & Sideridis, G. (2008). The assessment of intrinsic and extrinsic motivation and amotivation: Validity and reliability of the Greek version of the Academic Motivation Scale. Assessment in Education: Principles, Policy & Practice, 15(1), 39-55.
	:- This article explains self-determination theory and ~~explains~~ intrinsic motivation, extrinsic motivation and amotivation. It describes two studies that focused on the Greek version of the academic motivation scale, thus allowing the reader to gain a deeper understanding of self-determination theory.		:- This article explains self-determination theory and proposes a continuum with three types of motivation: intrinsic motivation, extrinsic motivation and amotivation characterised by seven dimensions. It describes two studies that focused on the Greek version of the academic motivation scale, thus allowing the reader to gain a deeper understanding of self-determination theory.

	== References ==		== References ==

	<references />		<references />

Philip Brandt: /* Annotated Bibliography */

2023-05-09T21:42:08Z

Annotated Bibliography

← Older revision		Revision as of 21:42, 9 May 2023
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	*''''' Studer, B., & Knecht, S. (2016). Chapter 2 - A benefit–cost framework of motivation for a specific activity. In B. Studer & S. Knecht (Eds.), Progress in Brain Research (Vol. 229). Elsevier.		*''''' Studer, B., & Knecht, S. (2016). Chapter 2 - A benefit–cost framework of motivation for a specific activity. In B. Studer & S. Knecht (Eds.), Progress in Brain Research (Vol. 229). Elsevier.
	:- This article discusses a framework that aims to understand how an individual can be motivated to perform a task or activity. The framework ~~is based on the assumption~~ that motivation is determined by the expected benefits and expected costs. The benefits are divided into two categories: intrinsic benefits, such as the positive feelings one would gain through the activity, and extrinsic benefits such as the rewards the individual would receive. Similarly, the costs of the framework can be divided into intrinsic and extrinsic costs. By taking these factors into account, the framework aims to increase the motivation for a specific exercise.		:- This article discusses a framework that aims to understand how an individual can be motivated to perform a task or activity. The framework assumes that motivation is determined by the expected benefits and expected costs. The benefits are divided into two categories: intrinsic benefits, such as the positive feelings one would gain through the activity, and extrinsic benefits such as the rewards the individual would receive. Similarly, the costs of the framework can be divided into intrinsic and extrinsic costs. By taking these factors into account, the framework aims to increase the motivation for a specific exercise.

	*''''' Kwok, A. O. J., Watabe, M., & Ahmed, P. K. (2021). Excessive extrinsic rewards in workplace relationships. In Augmenting Employee Trust and Cooperation (Chapter 2). Springer.		*''''' Kwok, A. O. J., Watabe, M., & Ahmed, P. K. (2021). Excessive extrinsic rewards in workplace relationships. In Augmenting Employee Trust and Cooperation (Chapter 2). Springer.
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	*''''' Frey, B. S., & Jegen, R. (2001). Motivation crowding theory. Journal of Economic Surveys, 15(5), 589-611.		*''''' Frey, B. S., & Jegen, R. (2001). Motivation crowding theory. Journal of Economic Surveys, 15(5), 589-611.
	:- This ~~is a~~ study ~~that~~ demonstrates that ~~motivation crowding~~ is of empirical relevance and the ~~paper will give a better understanding~~ of motivation crowding.		:- This study examines the motivation crowding effect and demonstrates the fact that it is also of empirical relevance. The article states that there is empirical evidence that supports the existence of crowding-in and crowding-out, thus confirming that it is not just a theory. Evidence is presented in the form of laboratory studies conducted by both psychologists and economists and furthermore, field research by econometric studies. The evidence in the article is gathered from different areas of the economy, different societies and countries. Thus, making it relevant to anyone who wants to dig deeper into the empirical relevance of the motivation crowding effect..

	*''''' Barkoukis, V., Tsorbatzoudis, H., Grouios, G., & Sideridis, G. (2008). The assessment of intrinsic and extrinsic motivation and amotivation: Validity and reliability of the Greek version of the Academic Motivation Scale. Assessment in Education: Principles, Policy & Practice, 15(1), 39-55.		*''''' Barkoukis, V., Tsorbatzoudis, H., Grouios, G., & Sideridis, G. (2008). The assessment of intrinsic and extrinsic motivation and amotivation: Validity and reliability of the Greek version of the Academic Motivation Scale. Assessment in Education: Principles, Policy & Practice, 15(1), 39-55.