Research Has Revealed That Extrinsic Rewards Undermine Intrinsic Motivation When

Research Has Revealed That Extrinsic Rewards Undermine Intrinsic Motivation When...

The relationship between rewards and motivation is far more complex than a simple equation of "more rewards equals more motivation." Decades of research have consistently shown that while extrinsic rewards (those given externally, like money or prizes) can sometimes boost motivation, they can also paradoxically undermine intrinsic motivation (the inherent drive to engage in an activity for its own sake). This effect isn't always guaranteed, however. The crucial question is when do extrinsic rewards become detrimental? This article delves into the nuanced research behind this phenomenon, exploring the conditions under which extrinsic rewards negatively impact intrinsic motivation and offering practical strategies to leverage rewards effectively.

The Overjustification Effect: The Core of the Problem

At the heart of the detrimental effect of extrinsic rewards on intrinsic motivation lies the overjustification effect. This psychological phenomenon suggests that when individuals are given an extrinsic reward for an activity they already enjoy, their intrinsic motivation for that activity decreases. The reward, in essence, provides an alternative explanation for their behavior. Instead of attributing their engagement to genuine interest, they might now believe they're participating because of the reward. This shift in attribution weakens their intrinsic motivation, leading them to rely on the extrinsic reward for continued engagement.

Example: The Case of the Playful Children

Imagine a group of children who genuinely enjoy drawing. They spend hours creating intricate pictures, fueled by their intrinsic passion. If we suddenly start rewarding them with candy for every drawing, their intrinsic motivation might diminish. While the candy initially encourages drawing, the children may start to associate their drawing activity with the reward rather than their inherent love for art. Once the candy is removed, their enthusiasm for drawing might significantly decrease, even though they previously enjoyed it immensely.

When Extrinsic Rewards Are Detrimental: Key Conditions

The overjustification effect isn't a given; several conditions must be met for extrinsic rewards to negatively impact intrinsic motivation. These conditions significantly influence the effectiveness of reward systems and highlight the importance of a nuanced approach.

1. The Task Itself: Interesting vs. Uninteresting

Extrinsic rewards are less likely to undermine intrinsic motivation when the task itself is uninteresting or tedious. In such cases, rewards can serve as a valuable motivator to complete the task. However, for tasks individuals already find intrinsically rewarding, the addition of extrinsic rewards can be counterproductive. The reward may overshadow the inherent enjoyment, diminishing the intrinsic motivation.

2. Type of Reward: Expected vs. Unexpected

Expected rewards, such as a fixed salary or a pre-announced bonus for completing a project, are more likely to undermine intrinsic motivation than unexpected rewards. Unexpected rewards, in contrast, don't shift the attribution of behavior. The surprise element maintains the focus on the inherent satisfaction of completing the task. This is because the reward doesn't become a primary driver of participation.

3. Reward Structure: Performance-Based vs. Completion-Based

Performance-based rewards, which are contingent on achieving a certain level of performance or outcome, often have a more detrimental effect on intrinsic motivation than completion-based rewards. Performance-based rewards can create pressure and anxiety, shifting focus from the enjoyment of the activity to the pressure of achieving a specific outcome. Completion-based rewards, on the other hand, simply acknowledge effort and completion, minimizing the pressure and preserving the intrinsic drive.

4. Individual Differences: Need for Achievement

Individual differences play a significant role in how individuals respond to extrinsic rewards. Individuals with a high need for achievement might experience less of a negative impact from performance-based rewards compared to those with a lower need for achievement. This is because their inherent drive to excel can override the potential negative effects of the extrinsic reward.

5. The Context: Perceived Autonomy and Control

The way extrinsic rewards are presented and perceived also matters. If rewards are presented in a controlling or manipulative manner, they are far more likely to damage intrinsic motivation. Conversely, rewards presented as supportive and encouraging, emphasizing the individual's autonomy and control, have a reduced negative impact.

Mitigating the Negative Effects: Strategies for Effective Reward Systems

Understanding the conditions under which extrinsic rewards become detrimental allows us to design more effective and less counterproductive reward systems. Here are some strategies to mitigate the negative effects:

1. Focus on Verbal Praise and Positive Feedback

Instead of solely relying on material rewards, prioritize verbal praise and positive feedback. These forms of acknowledgment validate the individual's efforts and enhance their sense of accomplishment without diminishing their intrinsic motivation.

2. Use Rewards Sparingly and Unexpectedly

Don't over-rely on extrinsic rewards. Use them sparingly and unexpectedly to avoid creating an overreliance on external motivation. Surprise rewards can maintain intrinsic drive by preserving the feeling of genuine enjoyment.

3. Emphasize Mastery and Learning

Frame the activity as an opportunity for growth and mastery. Focus on the process of learning and improvement, rather than simply on achieving a specific outcome. This approach shifts the focus back to intrinsic satisfaction and reduces the negative impact of performance-based rewards.

4. Promote Autonomy and Choice

Give individuals a sense of autonomy and control over their work. Allow them to make choices about how they approach tasks, fostering a sense of ownership and engagement that helps maintain intrinsic motivation.

5. Use Rewards to Enhance, Not Replace, Intrinsic Motivation

Instead of viewing extrinsic rewards as replacements for intrinsic motivation, see them as tools to enhance it. Use rewards to provide encouragement and support without undermining the inherent enjoyment of the activity.

Beyond the Overjustification Effect: The Cognitive Evaluation Theory

The cognitive evaluation theory expands upon the overjustification effect, offering a more comprehensive understanding of the interplay between intrinsic and extrinsic motivation. This theory proposes that extrinsic rewards can affect intrinsic motivation through two distinct pathways:

• Controlling aspect: Rewards can be perceived as controlling, leading to a decrease in intrinsic motivation. If individuals feel that their behavior is being controlled by external factors, their sense of autonomy and self-determination diminishes, thereby reducing their intrinsic motivation.
• Informational aspect: Rewards can also provide information about an individual's competence and capabilities. Positive feedback from rewards can enhance intrinsic motivation by reinforcing self-efficacy and confirming the value of the activity.

Therefore, the impact of extrinsic rewards depends on how individuals perceive them - as controlling or informative. Rewards perceived as controlling are more likely to decrease intrinsic motivation, while those perceived as informative can boost it.

Practical Applications and Conclusion

The research on extrinsic rewards and intrinsic motivation has significant implications for various settings, from education and workplaces to personal development. Understanding the overjustification effect and the cognitive evaluation theory is crucial for designing effective motivational strategies.

In educational settings, teachers can use praise and positive feedback more strategically, avoiding an overreliance on grades and tangible rewards. Workplaces can foster a culture of intrinsic motivation by providing opportunities for autonomy, mastery, and purpose. On a personal level, individuals can identify their intrinsic motivations and focus on activities that align with their values and interests.

In conclusion, the research clearly shows that extrinsic rewards do not always enhance motivation. The relationship between extrinsic rewards and intrinsic motivation is complex and contingent on various factors, including the nature of the task, the type and structure of the reward, and individual differences. By understanding these conditions and employing strategies to minimize the negative effects, we can harness the power of rewards while preserving, and even enhancing, the intrinsic drive that fuels genuine engagement and achievement. A carefully crafted reward system, focusing on recognition, autonomy, and meaningful feedback, will prove far more effective and sustainable than a simple reliance on material incentives alone.