Intrinsic and Extrinsic motivation - Revision history

Igarzabal: /* Annotated bibliography */

2022-03-25T18:00:47Z

Annotated bibliography

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	== Annotated bibliography ==		== Annotated bibliography ==
	;Ruben Turienzo, ''El pequeño libro de la motivación'', Grupo Planeta, 2016		;Ruben Turienzo, ''El pequeño libro de la motivación'', Grupo Planeta, 2016
	:This book covers a wide variety of strategies used in leadership, communication, and team motivation to improve business performance. Insightful chapters within the text include “Intrinsic ~~Motivations~~,” “Extrinsic ~~Motivations~~,” and “Motivation theories you should know how to use”. The author studied History of Art and has a master's in Evolutionary Psychology and Executive Coaching. He is an expert on motivation oriented towards results, he is an international speaker, trainer, and writer.		:This book covers a wide variety of strategies used in leadership, communication, and team motivation to improve business performance. Insightful chapters within the text include “Intrinsic Motivations”, “Extrinsic Motivations”, and “Motivation theories you should know how to use”. The author studied History of Art and has a master's in Evolutionary Psychology and Executive Coaching. He is an expert on motivation oriented towards results, he is an international speaker, trainer, and writer.

	;Teresa M. Amabile, ''Motivational Synergy: Toward new conceptualizations of intrinsic and extrinsic motivation in the workplace'', Brandeis University, Human Resource Management Review, vol. 3-num. 3, pp.185-201.,1993 1993		;Teresa M. Amabile, ''Motivational Synergy: Toward new conceptualizations of intrinsic and extrinsic motivation in the workplace'', Brandeis University, Human Resource Management Review, vol. 3-num. 3, pp.185-201.,1993 1993

Igarzabal: /* Limitations */

2022-03-25T17:59:09Z

Limitations

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	=== Limitations ===		=== Limitations ===
	Team managers need to be able to balance others' needs and motivations. Understanding the theories, models, and tools is crucial, however perceiving what is necessary and how to adapt it to people, circumstances, and goals of the project, requires curiosity, ~~interest~~, and proactivity.		Team managers need to be able to balance others' needs and motivations. Understanding the theories, models, and tools is crucial, however perceiving what is necessary and how to adapt it to people, circumstances, and goals of the project, requires curiosity, active listening, and proactivity.

	~~Timewise~~, intrinsic motivation is ~~presumable~~ to be more important ~~at some~~ stages of the ~~creative~~ process as problem presentation and idea generation. Usually, employees show great excitement during the initial creation stages. However, their motivation can fade away during the bureaucratic process of defining the last details to fully develop, validate, and clearly communicate the idea. Some extrinsic motivators, such as ~~clear~~ deadlines or rewards and recognition can generate engagement with the final outcome.		With regard to the project phase, intrinsic motivation is presumed to be more important creative stages of the process, such as problem presentation and idea generation. Usually, employees show great excitement during the initial creation stages. However, their motivation can fade away during the bureaucratic process of defining the last details to fully develop, validate, and clearly communicate the idea. Some extrinsic motivators, such as deadlines or rewards and recognition can generate engagement with the final outcome.

	In other words, intrinsic motivation may be essential for novelty in the work, but some degree of some types of extrinsic motivation can help to ensure that the output will be timely, complete, and useful.<ref name="Synergy"/>		"In other words, intrinsic motivation may be essential for novelty in the work, but some degree of some types of extrinsic motivation can help to ensure that the output will be timely, complete, and useful".<ref name="Synergy"/>

	==== Multifaceted Motivations ====		==== Multifaceted Motivations ====

Igarzabal: /* Team Management */

2022-03-25T17:47:08Z

Team Management

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	\|-		\|-
	! Power		! Power
	\|In this model, power and authority ~~and~~ fundamental elements. A motivating leader must always have the power of the situation while influencing people with good authority. That is why to motivate teams with the power model, is necessary to induce people to those fields in which their capacity is being developed.		\|In this model, power and authority are fundamental elements. A motivating leader must always have the power of the situation while influencing people with good authority. That is why, to motivate teams with the power model, it is necessary to induce people to those fields in which their capacity is being developed.
	\| Power has a specific meaning, according to each individual. For some people, power is associated with the ability to influence others and can be quantified, for example, with the number of employees they have as subordinates. In other cases, power is directly related to financial capacity or freedom. Furthermore, there are those who link power with the transcendency of their actions.		\| Power has a specific meaning according to each individual. For some people, power is associated with the ability to influence others and can be quantified, for example, with the number of employees they have as subordinates. In other cases, power is directly related to financial capacity or freedom. Furthermore, there are those who link power with the transcendency of their actions.
	Extrinsic motivation through power and authority can be achieved by balancing delegation of tasks and follow-up, support, coaching, and recognition. ~~This~~ must have a clear itinerary for ~~evolution~~, promotions, and rewards associated with a career plan.		Extrinsic motivation through power and authority can be achieved by balancing delegation of tasks and follow-up, support, coaching, and recognition. These elements combined must have a clear itinerary for development, promotions, and rewards associated with a career plan.
	The Situational Leadership Model (Hersey & Blanchard 1969)		The Situational Leadership Model (Hersey & Blanchard 1969) proposes a progression of leadership adaptation in response to the development of followers and can be applied to generate extrinsic motivation.
	proposes a progression of leadership adaptation in response to the development of followers and can be applied to generate extrinsic motivation.
	\|}		\|}

Igarzabal: /* Team Management */

2022-03-25T17:42:27Z

Team Management

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	\|-		\|-
	! Recognition and Reward		! Recognition and Reward
	\| We never stop experiencing the need to feel valued and rewarded for our actions, even when we feel independent and self-sufficient. .<br/> Is important that reward systems are designed according to the needs of individuals. Furthermore, it must be adequate to meet the needs of the team. Otherwise, people will not be happy or satisfied in the organization, since they tend to compare the reward systems with those of other organizations or even with those of their peers.		\| We never stop experiencing the need to feel valued and rewarded for our actions, even when we feel independent and self-sufficient.<br/> It is important that reward systems are designed according to the needs of individuals. Furthermore, it must be adequate to meet the needs of the team. Otherwise, people will not be happy or satisfied in the organization, since they tend to compare the reward systems with those of other organizations or even with those of their peers.
	\|Extrinsic motivation elements that can be incorporated to incentivize a team can be monetary and non-monetary. Within this last category, a qualitative system can be designed including, for example:		\|Extrinsic motivation elements that can be incorporated to incentivize a team can be monetary and non-monetary. Within this last category, a qualitative system can be designed including, for example:
	*Flexible working hours and home-office options		*Flexible working hours and home-office options
	*Gifts aligned with goals or metrics		*Gifts or gift cards aligned with goals or metrics
	*Free time or additional vacation days		*Free time or additional vacation days
	*Training and education programs		*Training and education programs

Igarzabal: /* Team Management */

2022-03-25T17:40:22Z

Team Management

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	==== Team Management ====		==== Team Management ====
	External rewards can be enough to keep a person motivated. For this reason, some models are detailed below for their understanding and activation.		External rewards can be enough to keep a person motivated. For this reason, some models are detailed below for their understanding and activation.<ref name="MotivationTurienzo"/>
	{\| class="wikitable"		{\| class="wikitable"
	!colspan="3"\|'''Extrinsic Motivation Models'''		!colspan="3"\|'''Extrinsic Motivation Models'''

Igarzabal: /* Types of Extrinsic Motivation */

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Types of Extrinsic Motivation

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	* Introjected Regulation: The main goal in this type of motivation still is achieving an external demand, however, the reward is internal. Behaviour is driven by internal pressures such as ego involvement or guilt. At this point, autonomy still does not exist and individuals do not really want to perform the activity.		* Introjected Regulation: The main goal in this type of motivation still is achieving an external demand, however, the reward is internal. Behaviour is driven by internal pressures such as ego involvement or guilt. At this point, autonomy still does not exist and individuals do not really want to perform the activity.
	* Identified Regulation: even though external rewards drives this stage, it is the most self-determined form of extrinsic motivation. Individuals work with autonomy and have the ability to make decisions to reach the goal.		* Identified Regulation: even though external rewards drives this stage, it is the most self-determined form of extrinsic motivation. Individuals work with autonomy and have the ability to make decisions to reach the goal.
	* Process of Internalization: of motivation that resembles the most intrinsic motivation. Behaviour is driven by great autonomy. In this stage, goals are incorporated as their own, according to the person's value system.		* Process of Internalization: motivation that resembles the most to intrinsic motivation. Behaviour is driven by great autonomy. In this stage, goals are incorporated as their own, according to the person's value system.

	==== Team Management ====		==== Team Management ====

Igarzabal: /* Extrinsic Motivations */

2022-03-25T17:32:59Z

Extrinsic Motivations

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	Extrinsically motivated activities are performed to reach a goal, obtain a reward, avoid a penalty or a negative consequence.		Extrinsically motivated activities are performed to reach a goal, obtain a reward, avoid a penalty or a negative consequence.

	When extrinsically motivated, individuals are not necessarily driven by enjoyment or satisfaction since the idea of a recompense itself generates gratification. Thus, intrinsic and extrinsic motivations are complementary to each other, since, although the reward can help ~~us to~~ initiate an action, the intrinsic motivation will allow ~~us to enjoy~~ the action itself and, therefore, cause it to last longer.		When extrinsically motivated, individuals are not necessarily driven by enjoyment or satisfaction since the idea of a recompense itself generates gratification. Thus, intrinsic and extrinsic motivations are complementary to each other, since, although the reward can help initiate an action, the intrinsic motivation will allow the enjoyment of the action itself and, therefore, cause it to last longer.

	In '' Self Determination: Theory and the Facilitation of Intrinsic Motivation, Social Development and Well-Being (1985)'' Deci and Ryan specify four types of extrinsic motivation and how they vary in terms of the degree to which they have been internalized.		In '' Self Determination: Theory and the Facilitation of Intrinsic Motivation, Social Development and Well-Being (1985)'' Deci and Ryan specify four types of extrinsic motivation and how they vary in terms of the degree to which they have been internalized.

Igarzabal: /* Extrinsic Motivations */

2022-03-25T17:30:54Z

Extrinsic Motivations

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	=== Extrinsic Motivations ===		=== Extrinsic Motivations ===
	Extrinsically motivated activities are performed to reach a goal, obtain a reward, avoid a penalty or a negative consequence. When extrinsically motivated, individuals are not necessarily driven by enjoyment or satisfaction since the idea of a recompense itself generates gratification.		Extrinsically motivated activities are performed to reach a goal, obtain a reward, avoid a penalty or a negative consequence.
	~~In extrinsic motivation, a person seeks compensation for performing the action in exchange for the benefit that will be obtained later~~. Thus, intrinsic ~~motivation is~~ complementary to it, since, although the reward can help us to initiate an action, the intrinsic motivation will allow us to enjoy the action itself and, therefore, cause it to last longer.
			When extrinsically motivated, individuals are not necessarily driven by enjoyment or satisfaction since the idea of a recompense itself generates gratification. Thus, intrinsic and extrinsic motivations are complementary to each other, since, although the reward can help us to initiate an action, the intrinsic motivation will allow us to enjoy the action itself and, therefore, cause it to last longer.

	In '' Self Determination: Theory and the Facilitation of Intrinsic Motivation, Social Development and Well-Being (1985)'' Deci and Ryan specify four types of extrinsic motivation and how they vary in terms of the degree to which they have been internalized.		In '' Self Determination: Theory and the Facilitation of Intrinsic Motivation, Social Development and Well-Being (1985)'' Deci and Ryan specify four types of extrinsic motivation and how they vary in terms of the degree to which they have been internalized.

Igarzabal: /* Extrinsic Motivations */

2022-03-25T17:21:55Z

Extrinsic Motivations

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	=== Extrinsic Motivations ===		=== Extrinsic Motivations ===
	Extrinsically motivated activities are performed to reach a goal, obtain a reward, avoid a penalty or a negative consequence. When extrinsically motivated, individuals are not necessarily driven by enjoyment or satisfaction since the idea of recompense itself generates gratification.		Extrinsically motivated activities are performed to reach a goal, obtain a reward, avoid a penalty or a negative consequence. When extrinsically motivated, individuals are not necessarily driven by enjoyment or satisfaction since the idea of a recompense itself generates gratification.
	In extrinsic motivation, a person seeks compensation for performing the action in exchange for the benefit that will be obtained later. Thus, intrinsic motivation is complementary to it, since, although the reward can help us to initiate an action, the intrinsic motivation will allow us to enjoy the action itself and, therefore, cause it to last longer.		In extrinsic motivation, a person seeks compensation for performing the action in exchange for the benefit that will be obtained later. Thus, intrinsic motivation is complementary to it, since, although the reward can help us to initiate an action, the intrinsic motivation will allow us to enjoy the action itself and, therefore, cause it to last longer.

Igarzabal: /* Types of Extrinsic Motivation */

2022-03-25T13:30:16Z

Types of Extrinsic Motivation

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	In '' Self Determination: Theory and the Facilitation of Intrinsic Motivation, Social Development and Well-Being (1985)'' Deci and Ryan specify four types of extrinsic motivation and how they vary in terms of the degree to which they have been internalized.		In '' Self Determination: Theory and the Facilitation of Intrinsic Motivation, Social Development and Well-Being (1985)'' Deci and Ryan specify four types of extrinsic motivation and how they vary in terms of the degree to which they have been internalized.
	====Types of Extrinsic Motivation====		====Types of Extrinsic Motivation====
	[[File:Wiki - Extrinsic types.jpg\|right\|thumb\|250px\| Types of extrinsic motivation and its internalization through self-determination<ref name="~~MotivationTurienzo~~"/>]]		[[File:Wiki - Extrinsic types.jpg\|right\|thumb\|250px\| Types of extrinsic motivation and its internalization through self-determination<ref name="Rewards"/>]]
	* External Regulation: Form of motivation that is frequently known as extrinsic motivation. In this stage, autonomy does not exist and the purpose of an action is to obtain a reward or avoid a punishment. Externally regulated behaviour appears in strictly controlled environments driven by external sources of pressure and obligations		* External Regulation: Form of motivation that is frequently known as extrinsic motivation. In this stage, autonomy does not exist and the purpose of an action is to obtain a reward or avoid a punishment. Externally regulated behaviour appears in strictly controlled environments driven by external sources of pressure and obligations
	* Introjected Regulation: The main goal in this type of motivation still is achieving an external demand, however, the reward is internal. Behaviour is driven by internal pressures such as ego involvement or guilt. At this point, autonomy still does not exist and individuals do not really want to perform the activity.		* Introjected Regulation: The main goal in this type of motivation still is achieving an external demand, however, the reward is internal. Behaviour is driven by internal pressures such as ego involvement or guilt. At this point, autonomy still does not exist and individuals do not really want to perform the activity.