Extrinsic motivation refers to motivation that is created through external incentives. Read here to learn how this form of motivation works and how you can make use of it for yourself when trying your luck at the BobCasino.
Motivation is the driving force that moves people to carry out certain activities. In psychology and education, motivation is often divided into two types:
- Intrinsic motivation: Motivation that comes from within, driven by personal interest
- Extrinsic motivation: Motivation driven by external rewards
In this article, you’ll learn more about extrinsic motivation. We explain how it works, its advantages and disadvantages, and how to use it to motivate yourself.
Extrinsic Motivation: Definition and Characteristics
Financial rewards, recognition, or greater influence are all factors that can enhance extrinsic motivation.
In psychology, extrinsic motivation is defined as “an external incentive to perform a certain activity, particularly motivation that arises from the expectation of punishment or reward (e.g., completing an unpleasant task for payment).” The activity itself is more a means to an end — you don’t do it just for fun or enjoyment.
Various factors can drive extrinsic motivation. Research identifies several key types of external motivation:
- Social Motivation: This type is based on social incentives such as recognition, popularity, or doing a favor for a friend.
- Competence Motivation: This form encourages you to improve your skills — for example, learning music theory to better understand your instrument.
- Competition Motivation: A competition or event sparks motivation to perform at your best. This is especially common among athletes.
- Achievement Motivation: This describes the desire to improve your performance, such as a runner aiming to beat her personal best without a race setting.
In principle, any goal you set for yourself can trigger extrinsic motivation. Even negative consequences, like a threat of punishment, can increase it.
In education, extrinsic motivation was long the dominant method, often through the classic concept of reward and punishment, based on conditioning: desired behavior is rewarded, while undesired behavior is punished.
Internalizing Extrinsic Motivation
In volunteer work, extrinsic motivation through identification plays an important role.
A model developed by leading motivation researchers Edward L. Deci and Richard M. Ryan outlines the stages in which extrinsic motivation can be internalized:
- External Regulation: This is the most basic level. Motivation is created purely by external incentives and not internalized. Example: A child cleans their room to receive a piece of chocolate. They have no interest in cleanliness or the task itself. This form of motivation usually doesn’t last and is increasingly viewed critically in education.
- Introjected Regulation: Motivation arises from socialized factors, such as norms and expectations. Even if a person is not personally convinced of the action, they do it to meet expectations or conform. Example: Wearing a suit or evening gown to a formal event, even if one finds it uncomfortable.
- Identified Regulation: The individual values the activity and its result, even if it doesn’t bring joy. Example: Doing regular exercise or volunteering — not for fun, but to be fit or contribute to society. The goal lies outside the activity itself, but the person acts out of personal conviction.
- Integrated Regulation: The most autonomous form of extrinsic motivation. The behavior is fully aligned with one’s self and values. For example, sharing knowledge to help others. Unlike intrinsic motivation, which is driven by joy in the activity itself, integrated regulation is driven by understanding the importance of the activity to achieve a meaningful goal.
Extrinsic motivation can increase one’s willingness and engagement — but only to a certain extent. Research suggests it’s not always enough to reach long-term goals.
Disadvantages of Extrinsic Motivation
For creative tasks, extrinsic motivation can be counterproductive.
Extrinsic motivation may undermine valuable intrinsic motivation. This effect is known in science as the Overjustification Effect, where intrinsic motivation decreases when external rewards are added. Here’s what researchers found:
Scientist Mark Lepper and colleagues gave coloring pens to children aged 3 to 5 and divided them into three groups. All groups were asked to draw. The first group was promised a reward, the second group was not informed of any reward, and the third group drew freely without any external prompt. All groups participated.
A week later, the test was repeated — this time without offering a reward to the first group. Result: motivation in the first group dropped noticeably, and the children no longer wanted to draw. In contrast, the children in the second and third groups continued to engage in drawing.
Especially in creative activities, extrinsic pressure can block creativity. A strict deadline or a concrete assignment may restrict creative freedom. To fully express creativity, intrinsic motivation is key. When intrinsic motivation is strong, people can enter what’s known as a flow state — a condition where the task offers just the right level of challenge, and the person becomes fully immersed in the activity.
If a manager tries to motivate employees through external incentives, they may unintentionally reduce intrinsic motivation. Studies show that higher salaries don’t necessarily increase job satisfaction. External rewards don’t automatically boost happiness. More engagement is often achieved through personal interest and self-realization. Ideally, the task itself should already be enjoyable. Through autonomy and self-efficacy, intrinsic motivation increases.