One of the topics often debated in teacher preparation programs is extrinsic motivation versus intrinsic motivation. Getting a handle on what extrinsically motivates a student is theoretically what keeps them moving forward. Extrinsic motivators are fine, but the result of any extrinsic motivation program should be the development of an intrinsic motivation program. As a result, pre-professional teachers are taught that using extrinsic motivation judiciously and purposefully helps a person develop their sense of intrinsic motivation so that extrinsic motivation is not needed as much.
For a nice brief example of this, please look at this article and the comments on this post.
Extrinsic and intrinsic motivation work on adults, too. I’ve read a few pieces recently on various recruiting and business blogs on employee retention. Most retention programs make the mistake of dealing solely with extrinsic rewards. This is something akin to teaching a rat to play basketball. You got the ball through the basket, have a treat. The rat eventually learns that putting the rolly thing through the weird hole in the air will get him a treat. So the rat will do this for a bit until he decides he’s bored with the treat, so he just stops performing until he is rewarded with a better treat, or even two treats. The rat is not motivated out of his sense of self to make the basket.
It’s not much different for employees. There are only so many times that appreciation snacks, branded toys, and gift certificates will work in motivating employees whose main motivation is these tangible rewards. When they can no longer get the outside motivator, they either become bitter about how the company doesn’t even know they exist or they simply move on to a perceived better reward system.
Being appreciated is motivating, but being able to motivate oneself leads to far better results.






