Motivation drives human behaviour, influencing how individuals engage with tasks, pursue goals, and perform in various settings. There are two critical types of motivation: intrinsic and extrinsic motivation. Understanding the difference between these two, primarily through the lens of neuroscience, can help leaders cultivate a thriving workplace culture where employees are productive and deeply satisfied.

What is Intrinsic Motivation?

Intrinsic motivation refers to doing something for the sheer pleasure and satisfaction it brings. When intrinsically motivated individuals engage in tasks because they find them inherently interesting or enjoyable rather than for an external reward like money, praise, or recognition. For example, an employee might take on a project not because of a potential bonus but because they genuinely enjoy solving complex problems or the creative process.

What motivates behaviour?

Behaviour is thought to be motivated by either intrinsic or extrinsic factors or a combination of both. Intrinsic motivation is based on the psychological rewards one receives from doing the work. It’s the opposite of extrinsic motivation, based on rewards external to the work and controlled by other people or forces. So, let’s use baking a cake as an example. Intrinsically, you enjoy baking- how it makes you feel. Extrinsically, maybe someone is paying you to bake the cake.

In an ideal world, you get paid for doing what you love – a combination of intrinsic and extrinsic rewards. You love baking, so you own a bakeshop.

But sometimes, extrinsic rewards are the only focus. Extrinsic reward models in the business world developed when work was largely repetitive, workers stayed with the same employer for most of their lives, and the culture was hierarchical. Performance was based on attendance as much as the outcome. There were few intrinsic rewards in the work itself, and so extrinsic rewards were needed as motivation.

Extrinsic rewards are often rankings-based, comparing one employee’s performance to another’s. They are usually monetary – pay increases, bonuses, and shares. And money’s essential. People need to be paid fairly. However, when you factor in fair pay, motivation based on intrinsic rewards is more potent than extrinsic ones.

Today, there are few genuinely repetitive jobs. Even then, workers look for meaningful, autonomous, progressive, and challenging opportunities. According to the JobSage team, this is the right formula to strengthen the ties between the company and its employees. It is not the easiest thing to do but worth the effort.

The Difference Between Intrinsic and Extrinsic Motivation

The critical distinction between intrinsic and extrinsic motivation lies in where the source of motivation comes from.

  • Intrinsic motivation stems from within—it’s driven by personal satisfaction, interest, or a sense of challenge.
  • Extrinsic motivation, on the other hand, is driven by external factors. These include rewards like money, promotions, recognition, and avoidance of negative consequences, such as fear of punishment or disapproval.

While both forms of motivation can be effective in the short term, neuroscience suggests that intrinsic motivation leads to more sustainable, long-term engagement and success.

What Does Neuroscience Say About Intrinsic Motivation?

Neuroscientific research has shed light on how intrinsic motivation affects the brain. It has been shown that when people engage in intrinsically rewarding activities, the brain releases dopamine, a neurotransmitter associated with pleasure and satisfaction. Unlike extrinsic rewards, which can lead to short bursts of dopamine, intrinsically motivated activities create a more sustained and profound sense of fulfilment.

Moreover, intrinsic motivation activates the brain’s prefrontal cortex, the area responsible for higher-order thinking, problem-solving, and planning. This explains why intrinsically motivated individuals are often more creative, persistent, and focused. The inner drive creates a feedback loop in which the pleasure of the task reinforces continued engagement, even without external rewards.

Research On Intrinsic Motivation

In his influential book Drive: The Surprising Truth About What Motivates Us, Dan Pink emphasizes the power of intrinsic motivation over extrinsic rewards. He argues that traditional incentives such as money or rewards (extrinsic motivators) are less effective in driving performance, especially for creative and cognitive tasks. Instead, Pink identifies three key elements that fuel intrinsic motivation:

  1. Autonomy: The desire to have control over one’s work and decision-making.
  2. Mastery: The urge to improve and excel in tasks that matter to an individual.
  3. Purpose: The need to feel that the work one is doing serves a larger purpose or contributes to something meaningful.

Pink explains that when people have the freedom to choose how they work (autonomy), the opportunity to improve (mastery) continuously, and a clear understanding of why their work matters (purpose), they are more likely to be intrinsically motivated, engaged, and productive.

His work is grounded in psychology and behavioural economics research, which shows that intrinsic motivation leads to better outcomes for tasks requiring creativity and problem-solving than traditional carrot-and-stick approaches.

Self Determination Theory

Self-Determination Theory (SDT), developed by psychologists Edward Deci and Richard Ryan, complements Dan Pink’s views on intrinsic motivation by offering a detailed framework for understanding human motivation. SDT posits that individuals have three basic psychological needs that, when satisfied, foster intrinsic motivation: autonomy, competence, and relatedness. Autonomy refers to the need to feel in control of one’s actions and decisions. Competence is the desire to feel adequate and master new skills, while relatedness is the need to connect and engage meaningfully with others. Individuals are more likely to experience intrinsic motivation when these needs are met, leading to increased creativity, persistence, and overall well-being. SDT emphasizes that environments that nurture these core needs are crucial to fostering sustainable motivation and engagement. It is an essential theory for leaders looking to create a motivated and thriving workforce.

The Benefits of Intrinsically Motivated Employees

When employees are intrinsically motivated, the benefits for the individual and the organization are profound. Here are some of the key advantages:

  1. Increased Productivity: Intrinsically motivated employees engage more with tasks, leading to higher productivity. They are not simply working to clock in hours but to derive personal satisfaction from completing their work.
  2. Creativity and Innovation: Intrinsically motivated individuals tend to be more creative and willing to take risks, driven by curiosity and problem-solving rather than fear of failure or the need for rewards.
  3. Higher Job Satisfaction: Employees who find joy in their work are more satisfied, leading to higher retention rates and lower turnover.
  4. Resilience and Persistence: Internally driven employees are likelier to stick with challenging tasks, as they view difficulties as part of the process rather than obstacles to avoid.
  5. More robust Team Dynamics: Intrinsic motivation fosters a sense of purpose and belonging, which can lead to more vital collaboration and camaraderie within teams.

How Can Leaders Tap into Their Employees’ Intrinsic Motivation?

Great leaders know that fostering intrinsic team motivation leads to better long-term performance. Here are some ways leaders can encourage and tap into that inner drive:

  1. Provide Autonomy: Allow employees to choose how they complete their tasks. When people feel they have control over their work, they are more likely to take ownership and be motivated to excel.
  2. Create Opportunities for Mastery: Help employees develop their skills and grow. When people feel they are improving and mastering new challenges, they are more likely to stay motivated.
  3. Communicate a Clear Purpose: Connecting tasks to a larger purpose can inspire intrinsic motivation. Leaders should communicate the broader impact of the work, helping employees see how their efforts contribute to the organization’s mission.
  4. Foster a Growth Mindset: Encourage employees to view challenges as learning opportunities rather than obstacles to success. This helps individuals remain intrinsically motivated even when faced with setbacks.

Creating a Culture of Intrinsic Motivation in the Workplace

Beyond individual leadership practices, organizations can cultivate a culture that promotes intrinsic motivation across the workforce. Here’s how:

  1. Recognize and Celebrate Effort, Not Just Results: Rewarding employees solely for outcomes can reinforce extrinsic motivation. Instead, focus on recognizing the effort and process, encouraging employees to value growth and learning.
  2. Encourage Curiosity and Experimentation: A workplace that allows room for curiosity and experimentation fosters intrinsic motivation. Employees should feel safe exploring new ideas and taking risks without fearing punishment for failure.
  3. Promote Collaboration over Competition: While competition can sometimes motivate employees extrinsically, it can also breed anxiety and stress. A collaborative environment, where employees are encouraged to share knowledge and support one another, nurtures intrinsic motivation by fostering a sense of belonging and collective purpose.
  4. Provide Continuous Feedback: Constructive, ongoing feedback helps employees understand how they’re progressing. Feedback that highlights personal growth and development reinforces their internal drive to improve.

A Powerful Force

Intrinsic motivation is a powerful force that can transform not only individual performance but the overall success of an organization. Neuroscience shows us that when internal satisfaction rather than external rewards drive employees, their brains are more engaged, creative, and resilient. Leaders who cultivate this type of motivation within their teams unlock many benefits, from higher productivity to improved job satisfaction. By promoting autonomy, mastery, purpose, and a supportive work culture, organizations can build a foundation where intrinsic motivation thrives, leading to long-lasting success for employees and the company.