Misconceptions about Intrinsic Motivation
Olesya Luraschi
Empowering Leaders for Transformation & Success | Leadership & Executive Coach | Speaker & Psychology Lecturer | Startup Advisor
Understanding what motivates people is critical for leaders and companies.. Intrinsic motivation (IM), or motivation that comes from within because you appreciate what you're doing, has long been studied.
However, there are certain misconceptions about it, which we will clarify in this post to help us grasp the actual potential of IM in the workplace.
Myth #1: No Rewards for Intrinsic Motivation
One prevalent misconception regarding IM is that it is the inverse of receiving incentives such as money or recognition. According to research, rewards can really improve IM. When people enjoy their jobs, earning rewards can increase their enthusiasm and engagement. It is not a matter of choosing between incentives and fun, but of mixing both for a potent motivational mix.
Myth #2: Rewards Reduce Intrinsic Motivation
Rewards, contrary to popular assumption, do not often lessen IM. Instead, they might give you another reason to appreciate and participate in a task. A bonus for a job well done, for example, can make you even more enthusiastic about your work. Rewards serve as an additional motivation rather than as something that detracts from your enjoyment.
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Myth #3: Innate Desires Drive Intrinsic Motivation
Intrinsic motivation entails more than simply doing what you are naturally drawn to. It's more about finding pleasure in your tasks, even if they aren't your natural passions. You may not enjoy data analysis, but with the correct atmosphere and mindset, you may enjoy it and be organically motivated to excel at it.
Why Understanding Intrinsic Motivation is Important
Motivating employees in the modern workplace is a hard riddle. Leaders must understand IM and the role of rewards in improving it. It contributes to the creation of a positive work environment in which employees not only perform well but also like their jobs.
IM can stimulate creativity, increase engagement in corporate citizenship behaviors (such as assisting colleagues), and lead to improved workplace well-being. It benefits both employees and organizations.
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