Career Conversations by Greg Smith

Author:Greg Smith
Language: eng
Format: epub, pdf, pdf
ISBN: 9780730372028
Publisher: Wiley
Published: 2018-11-10T00:00:00+00:00

Intrinsic motivation theory

An understanding of intrinsic and extrinsic motivation can provide leaders with valuable insights when in conversation with employees about their careers, or anything else for that matter!

In his book Drive, Daniel Pink contrasts intrinsic motivation, which relates to actions and behaviours prompted by the sheer enjoyment the activity brings you, with extrinsic motivation, the focus of which is external reward and punishment mechanisms.

For example, you might pursue a goal that holds a special personal meaning for you or that means your efforts or achievements are recognised by others (intrinsic motivation). Or you might pursue a certain course specifically for its monetary or other tangible reward (extrinsic motivation).

Pink contends that intrinsic motivation outlasts extrinsic motivation and drives superior performance. ‘Intrinsically motivated people usually achieve more than their reward-seeking counterparts.' He points out that this does not always apply, though. ‘An intense focus on extrinsic rewards can indeed deliver fast results. The trouble is, this approach is difficult to sustain.'

Intrinsic behaviours, Pink suggests, have three key ‘nutrients'. These are:

autonomy — valuing self-determination and engagement over compliance

mastery — improving professional development and skills to create a sense of achievement and progress

purpose — pursuing goals that satisfy an intrinsic sense of meaning and purpose (for example, to ‘make a difference' rather than just to earn a living).

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