Intrinsic And Extrinsic Rewards

Intrinsic reward is the form of motivation an employee has within himself that comes from a passion or interest in doing a job well done.

Intrinsic and extrinsic rewards. Cameron pierce 1994. The extrinsic reward of payment it seemed interfered with the intrinsic reward of the activity itself. In other words intrinsic rewards can be defined as the feeling of contentment one finds in the completion of any task. There are several key differences between motivation that comes from external rewards and the kind that is driven by an individual s genuine interest including the influence of each type on a person s behavior and the situations in which each type will be most effective.

Intrinsic reward is the form of motivation an employee has within himself that comes from a passion or interest in doing a job well done. Likewise extrinsic rewards are useful if employees are able to satisfy their needs indirectly through financial rewards and incentives for past performances. Dennis coon and john mitterer explain that intrinsic motivation occurs when we act without any obvious external rewards. Intrinsic rewards actually fulfills employee s intrinsic factors or motivators and thus motivates him.

They cannot be seen or touched but are emotionally connected with the employees. Other studies suggest that intrinsic motivation may not be so vulnerable to the effects of extrinsic reinforcements and in fact reinforcements such as verbal praise might actually increase intrinsic motivation arnold 1976. Intrinsic rewards are the non physical rewards. Intrinsic motivation is internal to the person and is driven by personal interest or enjoyment in the work itself.

Intrinsic reward is directly related to job performance as a successful task. There are two general types of rewards that motivate people. This is the satisfactions a person gets from the job itself such as having pride in your work showing personal growth feeling respected by management being part of a team or working for a company who ethos aligns with your own. Extrinsic rewards are useful if employees are able to satisfy their needs indirectly through financial rewards and incentives for past performances.

Making extrinsic rewards more rare and making them a social reward such as a nice lunch for the team or small bonuses for everyone etc is a good way take some of the bite and cost out of extrinsic rewards. Extrinsic rewards can also include intangibles such as the ability to work remotely or an invitation to participate in a mentoring program.