Difference between intrinsic and extrinsic reward
- Intrinsic rewards are internal and come from within oneself. They are rooted in the satisfaction, enjoyment, and personal fulfillment that individuals experience as a result of completing a task or achieving a goal. These rewards are often intangible and subjective, such as a sense of accomplishment, pride, or personal growth. Intrinsic rewards can stimulate intrinsic motivation, which is the drive to engage in an activity for its own sake.
- Extrinsic rewards, on the other hand, are external and provided by others. They are typically tangible, measurable, and often have a monetary or material value. Examples of extrinsic rewards include salary, bonuses, promotions, recognition, awards, and other forms of tangible benefits. Extrinsic rewards are designed to motivate individuals by offering external incentives or reinforcements for their performance or behavior. They can lead to extrinsic motivation, which is the drive to engage in an activity primarily to receive external rewards or avoid punishment.
In summary, the main difference between intrinsic and extrinsic rewards lies in their origin and nature. Intrinsic rewards come from within oneself and are focused on personal satisfaction and fulfillment, while extrinsic rewards come from external sources and are typically tangible incentives offered by others.
Intrinsic and extrinsic rewards are two types of rewards that can motivate individuals and influence their behavior.
1. Intrinsic Rewards: Intrinsic rewards refer to the personal satisfaction or fulfillment that an individual derives from engaging in a particular activity or task. These rewards are inherently satisfying and come from within oneself. Some characteristics of intrinsic rewards are:
- Personal enjoyment: Intrinsic rewards often stem from the enjoyment and satisfaction an individual experiences while performing a task. For example, a person may find pleasure in completing a challenging puzzle or solving a complex problem.
- Sense of accomplishment: The feeling of accomplishment and mastery when achieving a goal or completing a task is also an intrinsic reward. It provides a sense of personal growth and self-worth.
- Autonomy and control: Intrinsic rewards are often associated with having autonomy and control over one's actions and decisions. When individuals have a choice and can align their actions with their interests and values, they are more likely to find intrinsic motivation.
Examples of activities that are often intrinsically rewarding include pursuing hobbies, engaging in creative endeavors, and seeking knowledge and learning for personal satisfaction.
2. Extrinsic Rewards: Extrinsic rewards, on the other hand, are tangible or external rewards that are typically provided by someone else in response to a specific behavior or achievement. These rewards are given to motivate individuals and influence their behavior. Some characteristics of extrinsic rewards are:
- Tangible and external: Extrinsic rewards can include tangible things such as money, gifts, trophies, certificates, or recognition. They are provided by external sources, such as supervisors, teachers, or parents.
- Goal-oriented focus: Extrinsic rewards are often tied to specific goals or outcomes. They are used to encourage individuals to achieve desired results or perform certain actions.
- Compliance and motivation: Extrinsic rewards can influence an individual's behavior by prompting them to engage in certain activities or follow specific rules. They can provide motivation even when the task itself may not be inherently enjoyable for the individual.
Examples of extrinsic rewards include receiving financial bonuses for meeting sales targets, earning grades or certificates for academic achievements, or receiving praise and recognition for a job well done.
In summary, the main difference between intrinsic and extrinsic rewards is their source and nature. Intrinsic rewards come from within oneself and are inherently satisfying, while extrinsic rewards are provided by external sources and aim to motivate individuals by offering external benefits or recognition.
To understand the difference between intrinsic and extrinsic rewards, it is important to first define what each term means.
1. Intrinsic Rewards: Intrinsic rewards are the internal motivations and feelings of satisfaction that come from doing an activity or task. These rewards are inherently satisfying and do not rely on external factors or tangible rewards. Examples of intrinsic rewards include personal fulfillment, a sense of accomplishment, enjoyment, or mastery of a skill.
2. Extrinsic Rewards: Extrinsic rewards, on the other hand, are external motivators that come from outside sources. They are contingent upon the completion of a task or achievement of a goal. These rewards can be tangible or intangible and are often used to motivate individuals to perform a specific behavior. Examples of extrinsic rewards include money, praise, trophies, certificates, or bonuses.
Now, let's discuss some key differences between intrinsic and extrinsic rewards:
1. Source: Intrinsic rewards come from within an individual. They are based on personal experiences, interests, and emotions, while extrinsic rewards come from external sources, such as employers, teachers, or authority figures.
2. Motivation: Intrinsic rewards are inherently motivating. Individuals engage in activities primarily because they enjoy them or find them personally fulfilling. In contrast, extrinsic rewards serve as a means to motivate individuals to engage in a particular behavior or task.
3. Duration: Intrinsic rewards tend to have a longer-lasting impact, as they are tied to personal satisfaction, enjoyment, and personal growth. Extrinsic rewards, although effective in the short term, may not have a lasting impact on motivation once the reward is removed.
4. Control: Intrinsic rewards are within an individual's control as they are tied to their own perceptions and emotions. Extrinsic rewards, however, are often controlled by external sources, making them dependent on the judgment and decisions of others.
It is important to note that both intrinsic and extrinsic rewards can be effective in different scenarios. The type of reward that works best can vary depending on the individual, the task at hand, and the desired outcomes. Understanding this distinction can help individuals and organizations design strategies to enhance motivation and satisfaction based on the context.