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Unlock This CourseImagine you're offered £10 to clean your room, or your teacher promises extra break time if the whole class behaves well. These are examples of extrinsic motivation - when we do something because of external rewards or to avoid punishments, rather than because we naturally enjoy the activity itself.
Extrinsic motivation is everywhere in our daily lives. From getting paid for a job to earning house points at school, external factors constantly influence our behaviour. Understanding how this type of motivation works helps us make sense of why people act the way they do and how we can encourage positive behaviours.
Key Definitions:
Extrinsic motivation works in two main ways: the carrot and the stick approach. Rewards (carrots) encourage us to do something by offering something pleasant, while punishments (sticks) motivate us by threatening something unpleasant if we don't comply.
Not all external motivation is the same. Psychologists have identified several different types, each working in slightly different ways and having different effects on our behaviour.
These are physical things we can touch or use - money, toys, food, or other objects. Material rewards are often the most obvious form of extrinsic motivation and can be very powerful, especially for immediate behaviour change.
Wages, pocket money, bonuses and cash prizes. Most jobs rely on financial rewards to motivate employees.
Trophies, certificates, gadgets, or treats given for achievements or good behaviour.
Sweets, special meals, or favourite snacks used as rewards, especially common with younger children.
These involve recognition, praise, or status from other people. Humans are naturally social creatures, so approval from others can be incredibly motivating. Social rewards often cost nothing but can be just as powerful as material ones.
Verbal praise, public recognition, or being chosen as 'student of the week' can strongly motivate behaviour. The key is that others notice and acknowledge our efforts.
Sometimes the reward is getting to do something enjoyable rather than receiving an object. This might include extra free time, choosing the next class activity, or being allowed to do something special.
Greenfield Secondary School introduced a house points system where students earn points for good behaviour, completed homework and helping others. Points can be exchanged for privileges like choosing music at lunch, extra computer time, or small prizes. After one term, homework completion increased by 40% and detentions decreased by 60%. However, some teachers noticed that students became more focused on earning points than on learning itself and some stopped helping others when no points were offered.
Extrinsic motivation operates on a simple principle: we learn to associate certain behaviours with positive or negative outcomes. When we do something and receive a reward, we're more likely to repeat that behaviour. When we face punishment, we're less likely to repeat the action that led to it.
Understanding how external rewards create motivation helps explain why they can be so effective in the short term:
1. Behaviour occurs
2. External reward is given
3. Positive feeling created
4. Behaviour more likely to repeat
5. Cycle continues
External rewards and punishments can be incredibly useful tools for encouraging positive behaviour and discouraging negative actions. They're particularly effective in certain situations and for specific types of tasks.
Research shows that external rewards are most effective for tasks that are routine, boring, or require persistence rather than creativity. They're also useful for getting people started on new behaviours or breaking bad habits.
External rewards can produce immediate behaviour change, making them useful for urgent situations or when quick compliance is needed.
Reward systems make it obvious what behaviour is expected, removing confusion about what's wanted.
External rewards can help establish new habits until they become automatic and self-sustaining.
TechStart Ltd struggled with employees arriving late to work. They introduced a monthly £50 bonus for perfect punctuality and a 'late arrival' policy with increasing penalties. Within three months, late arrivals dropped by 85%. However, when the company temporarily stopped the bonus scheme due to budget cuts, punctuality problems returned almost immediately, suggesting employees hadn't developed internal motivation for being on time.
While extrinsic motivation can be effective, it also has significant drawbacks that psychologists have identified through extensive research. Understanding these limitations is crucial for using external rewards wisely.
One of the most important discoveries about extrinsic motivation is the overjustification effect. This occurs when external rewards actually reduce people's natural interest in an activity they previously enjoyed.
When we receive external rewards for something we naturally enjoy, our brain starts to attribute our behaviour to the reward rather than our internal interest. If the reward is removed, motivation often disappears completely.
Beyond the overjustification effect, several other issues can arise when relying too heavily on extrinsic motivation:
External motivation often stops working as soon as rewards are removed, creating dependency rather than lasting change.
Rewards can make people focus narrowly on getting the reward rather than exploring creative solutions or enjoying the process.
People often expect bigger or better rewards over time, making the system increasingly expensive to maintain.
Psychologist Mark Lepper conducted a famous study with nursery school children who loved drawing. He divided them into three groups: one group was promised a reward for drawing, another received an unexpected reward after drawing and the third received no reward. Two weeks later, children who had been promised rewards showed significantly less interest in drawing during free time compared to the other groups. The expected reward had undermined their natural love of drawing.
The key to using extrinsic motivation effectively is understanding when and how to apply it. Smart use of external rewards can support learning and behaviour change without destroying internal motivation.
Research suggests several strategies for maximising the benefits of extrinsic motivation while minimising the risks:
Use external rewards for tasks that aren't naturally enjoyable, to establish new habits, or to provide information about performance rather than just as bribes.
The most effective approach often involves using external rewards temporarily while building internal motivation. This might mean starting with rewards but gradually shifting focus to the personal satisfaction and benefits of the activity itself.
Understanding extrinsic motivation helps explain many aspects of modern life, from education and parenting to business and personal development. Recognising these patterns can help us make better decisions about when and how to use external motivators.
Schools use various forms of extrinsic motivation, from grades and house points to detention and praise. The challenge is using these tools to support learning rather than replace the natural curiosity that drives education.
Most jobs rely heavily on extrinsic motivation through salaries, bonuses and performance reviews. However, the most successful organisations also focus on creating meaningful work that provides intrinsic satisfaction.
Many people use external rewards to motivate themselves - treating themselves to something special after achieving a goal, or using apps that gamify healthy habits. Understanding how these work can help us use them more effectively.