Why Extrinsic Rewards Can Backfire on Intrinsic Motivation

Which of the following outcomes is likely when extrinsic rewards are introduced for intrinsically motivating tasks, according to self-concordance?

• A. Increased motivation
• B. No change in motivation
• C. Decreased motivation
• D. Higher performance with rewards

Answer: (C)

When extrinsic rewards are introduced for tasks that are inherently motivating, the self-concordance theory suggests that individuals may experience a decrease in intrinsic motivation. This occurs because the presence of external rewards can shift the focus from the enjoyment and satisfaction derived from the task itself to the desire for the rewards. Intrinsic motivation is fueled by internal factors such as interest, enjoyment, and personal satisfaction. When extrinsic rewards—like money, trophies, or recognition—are added, they can lead to a phenomenon known as "crowding out," where the intrinsic motivation diminishes. Individuals may begin to feel that they are completing a task primarily for the reward instead of for their own enjoyment or interest. Consequently, when the inherent pleasure of the task decreases due to the expectation of extrinsic rewards, it can lead to a reduction in overall motivation for that task. This illustrates a key concept in motivational psychology: while rewards can be effective in motivating behaviors, they can also undermine intrinsic motivation when misapplied. Hence, the introduction of extrinsic rewards in such contexts tends to produce a decrease in motivation rather than an increase or no change.

When it comes to motivation in the workplace—or even in academic settings—understanding the delicate balance between intrinsic and extrinsic rewards is crucial. You may have found yourself asking, "Why does my motivation wane when I receive rewards for something I love doing?" Well, there’s a theory that shines a light on this: self-concordance. Let’s dive into this fascinating topic together.

So, let’s break it down. Have you ever pursued a hobby just for the sheer love of it? Maybe you love painting or playing music—not because you expect to get paid or win accolades, but because it gives you joy. That’s intrinsic motivation at play. Now, imagine that you start getting paid for your artistic endeavors, or let’s say you receive a trophy for your musical skills. You might think, "Awesome, I’m more motivated now!" But here’s the twist—this is where things can get a bit tricky.

According to self-concordance theory, the introduction of external rewards can lead to a decrease in intrinsic motivation for those tasks that once fed your passion. Is that surprising? You see, when external rewards come into play, the focus can shift. Instead of deriving joy from the task itself, you might find yourself chasing after that paycheck or trophy. The joy from painting shifts to the goal of being paid for it. You lose that delightful spark, which can diminish your overall motivation.

This phenomenon is often referred to as "crowding out." It’s like when you’re hungry for a delicious homemade meal—nothing beats grandma’s famous lasagna, right? But then you get offered a frozen meal instead. Sure, it fills your belly, but it might not satisfy your taste buds in the same way. Just like that, when external rewards dominate, they can drown out that love for the activity.

Now let’s think about what that means in practical terms. In workplaces or educational environments, managers might think, "Let’s throw some bonuses at our employees to boost performance!" However, if employees were initially driven by the joy of their work, the sudden shift to a rewards-based system can lead to decreased motivation. Believe it or not, this concept highlights a critical aspect of motivation psychology: effective rewards can be a double-edged sword.

So, why does this happen? Why do external incentives sometimes kill the very desire they aim to enhance? Well, it’s all about expectation. When you start to expect rewards for doing what you love, the internal satisfaction can often take a back seat. Instead of feeling accomplished for a job well done, the emphasis becomes “What’s in it for me?” It’s a slippery slope, and one that’s essential to navigate carefully, especially if you aim to cultivate a work or learning environment that thrives.

Now, this doesn’t mean that extrinsic rewards are inherently evil. They can serve their purpose! But they need to be carefully balanced with intrinsic motivators. Acknowledging personal achievements, providing meaningful feedback, or even encouraging collaborative environments can help maintain that sweet essence of intrinsic joy—while still budget-conscious.

In short, while using bonuses or external accolades can sometimes yield short-term results, they can also backfire if not applied thoughtfully. Introducing rewards for tasks that already fulfill intrinsic motivation seems counterproductive. Therefore, as students or professionals, awareness of this balance can both enhance personal motivation and improve the overall dynamics of a team or classroom.

Take these insights and reflect on how you approach motivation in your own studies or work. How can you focus more on the joy of the tasks rather than the rewards you hope to gain? It’s a dance of balance that, when mastered, can lead to fulfillment that surpasses any bonus. Isn’t that a goal worth striving for?