Rewards Typically Undermine Intrinsic Motivation When The Reward Is

Rewards Typically Undermine Intrinsic Motivation When the Reward is... Unexpected?

The relationship between rewards and motivation is complex, often defying simple explanations. While rewards are frequently employed to incentivize behavior, a significant body of research suggests that rewards can paradoxically undermine intrinsic motivation – the inherent drive to engage in an activity for its own sake – under specific circumstances. This article delves deep into this fascinating phenomenon, exploring the conditions under which rewards prove detrimental and examining the underlying psychological mechanisms involved. We will unravel the mystery of when rewards backfire, moving beyond the simplistic notion that all rewards are inherently negative.

The Overjustification Effect: When Rewards Replace Intrinsic Drive

The cornerstone of understanding the detrimental effects of rewards on intrinsic motivation is the overjustification effect. This effect posits that when an external reward is offered for an intrinsically motivating activity, individuals may attribute their engagement to the reward rather than their inherent interest. This shift in attribution leads to a decrease in intrinsic motivation once the reward is removed. The individual no longer enjoys the activity for itself; the enjoyment was contingent on the external reward.

Examples of the Overjustification Effect in Action:

• Children and Drawing: Imagine a child who loves to draw. If you start rewarding them with candy for each drawing, their intrinsic joy in the act of drawing might diminish. Once the candy stops, their interest in drawing may decrease significantly. They are no longer drawing because they find it inherently satisfying, but because of the external reward.

• Employees and Creativity: A company introduces a bonus program for employees who come up with innovative ideas. While this might initially boost creativity, the focus might shift from the inherent satisfaction of creative problem-solving to the pursuit of the bonus. Once the bonus is discontinued, the level of innovation might plummet.

• Athletes and Performance: Athletes who are excessively focused on monetary rewards or endorsements might experience a decrease in their enjoyment of the sport itself. The pressure to perform for external validation can overshadow the intrinsic passion for the game.

When Rewards Don't Backfire: The Nuances of Reward Systems

It's crucial to understand that not all rewards are equally detrimental. The impact of a reward depends heavily on several contextual factors:

1. The Nature of the Reward:

• Expected vs. Unexpected Rewards: Unexpected rewards are less likely to undermine intrinsic motivation than expected rewards. When a reward is unexpected, it doesn't trigger the same attributional shift. The individual is less likely to attribute their engagement solely to the reward, preserving their intrinsic motivation. This is a key point often overlooked in discussions about the negative impact of rewards.

• Performance-Contingent vs. Task-Contingent Rewards: Performance-contingent rewards (rewards based on the quality of performance) are generally less damaging than task-contingent rewards (rewards simply for completing a task, regardless of quality). Performance-contingent rewards can actually enhance motivation by providing feedback and recognition of achievement, while task-contingent rewards can lead to a focus on quantity over quality and undermine intrinsic motivation.

• Informative vs. Controlling Rewards: Rewards can serve as either informative (providing feedback on performance) or controlling (emphasizing external control over behavior). Informative rewards are less likely to undermine intrinsic motivation than controlling rewards, as they communicate competence and mastery. Controlling rewards can create feelings of pressure and reduce autonomy, leading to decreased intrinsic motivation.

2. The Individual's Pre-Existing Motivation:

• High vs. Low Intrinsic Motivation: Individuals with high pre-existing intrinsic motivation are less susceptible to the negative effects of rewards compared to those with low intrinsic motivation. Those already intrinsically motivated are less likely to have their motivation significantly altered by external rewards.

• Personality Traits: Personality traits, such as need for achievement and self-efficacy, can also moderate the impact of rewards on intrinsic motivation. Individuals high in need for achievement may even find rewards motivating, while those with low self-efficacy might experience increased anxiety due to performance-based rewards.

3. The Context of the Reward:

• Social Context: The social context in which the reward is presented can significantly influence its impact. A supportive and encouraging environment can mitigate the negative effects of rewards, while a competitive and pressure-filled environment can exacerbate them.

• Cultural Context: Cultural norms surrounding rewards and recognition also play a role. In some cultures, rewards are viewed as a symbol of achievement and recognition, whereas in others they may be perceived as controlling or manipulative.

The Cognitive Evaluation Theory: A Deeper Dive into Motivation

The Cognitive Evaluation Theory (CET) provides a more nuanced understanding of how rewards affect motivation. CET suggests that rewards influence motivation by impacting individuals' perceptions of competence and autonomy. Rewards that increase feelings of competence and autonomy can enhance intrinsic motivation, while rewards that decrease feelings of competence and autonomy can undermine intrinsic motivation.

Autonomy and Competence: The Key Players

• Autonomy: Rewards that are perceived as controlling can undermine intrinsic motivation by decreasing feelings of autonomy. Individuals feel less in control of their actions and less intrinsically motivated when they believe their behavior is externally driven.

• Competence: Rewards that provide information about competence can enhance intrinsic motivation by increasing feelings of self-efficacy. However, rewards that are unrelated to performance or that suggest a lack of competence can diminish intrinsic motivation.

Practical Implications: Designing Effective Reward Systems

Understanding the complexities of rewards and intrinsic motivation has significant implications for designing effective reward systems in various settings:

• Education: Teachers should carefully consider the use of rewards in the classroom, focusing on informative and performance-contingent rewards that foster a sense of competence and autonomy. Unexpected rewards can be especially useful in maintaining intrinsic motivation for learning.

• Workplace: Organizations should design reward systems that recognize and reward effort and performance without undermining employees' intrinsic motivation. Focusing on performance-contingent rewards, providing opportunities for employee autonomy, and creating a supportive work environment are crucial strategies.

• Sports: Coaches should consider the potential impact of rewards on athletes' intrinsic motivation. Using rewards strategically, focusing on effort and improvement, and fostering a positive and supportive team environment are key to maintaining athletes' passion for the sport.

Conclusion: A Balanced Approach to Rewards

The research on rewards and intrinsic motivation reveals a complex interplay between external incentives and internal drive. While rewards can be effective in certain circumstances, it's crucial to understand the potential for undermining intrinsic motivation, especially when rewards are expected, task-contingent, or perceived as controlling. A balanced approach, leveraging the power of unexpected rewards, focusing on performance-contingent rewards that emphasize competence and autonomy, and nurturing a supportive environment, is key to maximizing motivation and fostering genuine engagement in any endeavor. By carefully considering the nuances of reward systems, we can harness the positive aspects of rewards while mitigating their potential negative consequences, ultimately promoting both intrinsic and extrinsic motivation. The key takeaway is that understanding the when and how of reward implementation is paramount to achieving desired outcomes. It's not simply about whether rewards are good or bad, but about understanding the subtle factors that dictate their effect on motivation.