Ch 5 Intrinsic/Extrinsic Motivation

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Read Chapter 5.

Summarize the chapter. What was the most surprising/interesting thing you learned? Is it possible to be intrinsically motivated yet still be paid? What are some examples of how you are intrinsically and extrinsically motivated? How will information from this chapter change how you think about motivating yourself for school/career success? 500 words. Provide your terms

 

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This chapter focuses on the concepts on intrinsic and extrinsic motivation. It helps up to understand how/why these types of motivation occur. It also gives us the tools to be able to define the two different types and gives us the ability to decide how we can use these types in our daily lives to get certain tasks done.
Intrinsic motivation is about a spontaneous desire to go out and accomplish a goal or do something simply out of interest and because the sense of challenge is intriguing. The person has no real reason for doing the activity other than the fact that they actually want to. I understand many people see a job just a means of getting a paycheck and being able to support themselves and possibly a family, but I believe a person can be intrinsically motivated to do this job. Some people are extremely passionate about their jobs and I think those are the types of people who are intrinsically motivated yet still being paid. An example of this I tend to see a lot is with teachers. Teachers are generally underpaid yet you still see so many college students pursuing a degree to become a teacher. Becoming intrinsically motivated leads people to have certain feelings and I think people who are passionate about their jobs receive these feelings as well. Back to my example of being a teacher, I believe those that see a group of students they taught succeed in something; whether it be passing a spelling test or graduating; gives them a sense of effectiveness. It reassures them that they are competent at what they are doing and gives one that sense of satisfaction as well. One may encounter a hard day where it seems nothing is going right at work but they take these challenges and choose to solve them instead of giving up. Although I personally believe a majority of people are extrinsically motivated to have a job, I do believe there are some that do it out of peer enjoyment and look forward to showing up every day no matter if they are being paid or not.
For myself I wish there was more things I was intrinsically motivated to do, but I hope that I will be able to find more of these things eventually. The one thing I know I am intrinsically motivated to do is get my bachelor’s and eventually master’s degree. For me learning has always been something a thoroughly enjoy doing and nobody has to force me to do. I love everything about the idea of learning new knowledge and being able to apply it to different aspects of my life. Currently, I fall into the category of people who go to work because they get paid. I do not yet work in the field I hope to and some days the only reason I get up and go is because I know I need that money to pay bills and help me reach my goals. Another example of extrinsic motivation for me is getting to the gym. There are some days when I go simply because I enjoy it but most of the time it is more because I want to stay in shape and know there is some type of personal gain for me by going.
For my academics, I want to find even more ways to motivate myself to get things done ahead of the deadline. I think extrinsic ways such as rewards is an adequate way to do this for myself. The rewards could be different things such as if I finish an assignment I get to watch an episode of Netflix or I can take a break and indulge with some ice cream. By giving myself these tiny rewards I am more motivated to finish papers and other assignments because I know there is a “light at the end of the tunnel”. When it comes to schoolwork I am generally very intrinsically motivated because I enjoy learning and there is a sense of accomplishment for me when I do finish. I think the ways a currently motivate myself are working for me and this chapter helped me to better understand what kinds of motivation are actually taking place.
The most interesting thing this chapter taught me was the concept of reinforcers. It seems to be a widely used idea but it is also a flawed idea due to the circulatory problem. Not only can it decrease an activity but it also increases an activity. Most things either do one or the other and the opposite one of what they do is generally negative. When learning about them I realized they are something that can be used quite easily in a trial-and-error process. An example of this I think of is at work when we try to get the children to do things they may not be too excited about. First they got the privilege of putting beans in the reward jar and the more beans they got the closer to a movie day they got. Soon this excitement wore off and we had to come up with a new idea. Now we use stickers which currently produce much more excitement than the reward jar ever did. It is all about finding a better quality reinforcer for that particular situation or person. You can also have negative or positive reinforcers that both cause you to reach the desired behavior. The only difference is that negative ones are something you do not enjoy in order to make sure you are more likely to do the behavior next time. I tie this to not studying for a test and getting a bad grade. This negative consequence leads me to study more the next time so that I will get that desired grade. It is just a concept that seems very practical and is something I could easily use in my daily life.

Terms:
Intrinsic motivation
Extrinsic motivation
Effectiveness
Competency
Rewards
Reinforcers (positive and negative)

What I found the most interesting about this chapter is how we can either be motivated from within or from outside sources. No one is 100% motivated intrinsically or extrinsically, it is a mixture. There are some tasks that would motivate you intrinsically, and that same task would require an extrinsic motivator for someone else. Intrinsic motivation comes from the individuals’ propensity to act out of their own interest; the activity or task is not done for any instrumental reason. An extrinsic motivator arises from environmental incentives and consequences. It’s a “do this to get that” way of thinking.
I believe that it is possible to be intrinsically motivated and still be paid. The saying, “chose a career you love, and you’ll never work a day in your life” is an example of that. People who love photography are intrinsically motivated to book sessions with people or to take pictures of nature for a paycheck, but they would most likely do it in their free time if they could. Some teachers could fit this example as well. They love teaching and seeing children learn and grow, and the paycheck is just a benefit for them. Those who don’t enjoy their jobs, have extrinsic motivation. Their paycheck or benefits are the only thing keeping them there.
Some examples of intrinsic motivation for me are reading. I enjoy reading in my free time instead of watching TV. In middle school when we had to keep reading logs was fun for me. I think that spring I read around 10-15 books because that was such a fun assignment for me. Extrinsic motivation for me, like many others, is a paycheck. I know that if I don’t show up to work, I could get written up or fired as a consequence. I once had a coworker show up to work extremely hung over, and instead of my manager sending her home, he made her stay and work her 11-hour shift as a punishment. After that, she never showed up hung-over again. What reinforces me to show up to work is a paycheck. A paycheck is a positive reinforcement; it’s an environmental stimulus that increases the future probability of the desired behavior of showing up on time every shift and doing your job right. I once got a reward of a $50 amazon gift card for being one of the few employees that would stay late or come in on a day off to cover for a coworker who didn’t show up. I was given that reward because my employers appreciated all the hard work I put in.
The information from this chapter will change how I think about motivating myself in my academic career by making sure I graduate with good grades to get into graduate school. This is both an intrinsic and extrinsic motivator. I want to get into graduate school because I want to better my career choices, and its an extrinsic motivator because if I don’t get decent grades, that would keep me from getting into graduate school and that could limit my career options.


Terms: intrinsic motivation, extrinsic motivation, consequence, punishment, reinforcement, positive reinforcement, reward

Chapter 5 provides insight on the topics of intrinsic and extrinsic motivation. Information is provided on how intrinsic motivation fuels the passion and work of someone that truly finds value in what they are doing. Things like persistence, creativity, conceptual understanding/high-quality learning, and optimal functioning are some of the very important benefits of being intrinsically motivated. Extrinsic motivation, such as incentives, consequences, and rewards, can either aid or hinder an individual depending on the situation and the targeted individual’s own circumstances.

What I found to be interesting was that when extrinsic motivators are added to something that a person is already intrinsically motivated about it typically has a negative impact on that task or behavior. For example, if someone genuinely finds joy in the activity that they take part in due to their own intrinsic motivations and then someone starts paying them to perform that joyful task, they will oftentimes lose the vigor and satisfaction that originally accompanied the task due to the newly acquired monetary incentive. Their views towards the activity shift from self-satisfaction and accomplishment to more of a work and labor focused mindset. This makes me question the saying of, “If you love what you do then you’ll never work a day in your life.” I still feel that the saying is true to some extent, but if you are getting paid then you will still view the job at hand as being work to some extent. These are just my thoughts on the matter.

As for myself and my own motivations, this chapter had me thinking about what I truly find joy in doing and what exterior factors push me to accomplish tasks on a day to day basis. I personally find a lot of joy in exercise and love the challenge of pushing my own physical and mental capacities so that is one activity that I am intrinsically motivated to perform. As for the opposite, I oftentimes find myself completing homework for my various classes for the grade rather than the more admirable reason of acquiring intriguing and useful information via learning. Don’t get me wrong, I do enjoy to learn about an array of topics, but when a grade is attached to my learning I typically view it more as work than anything else.

One thing that I will attempt to implement in my day to day communication from this chapter is proper use of praise. If praise is accompanied with a tagging phrase such as, “you should”, it will add unnecessary pressure to the recipient. I would like to strive to provide more clear, behavior specific, and informative praise as I am working with some sports teams here at UNI. I think this would be a great way to showcase to the athletes that they are doing well and potentially provide them with an extrinsic verbal reward to some extent.

When attempting to convince athletes why a certain training routine or modality is beneficial to them and why they should do it, I think the utilization of incentives, rewards, and even consequences can prove to be helpful. The skill of turning something that is not worth doing into something that is worth doing will be very prominent in my career when interacting with numerous athletes.

Terms Used:

Intrinsic Motivation
Extrinsic Motivation
Persistence
Creativity
Incentives
Consequences
Rewards
Praise

Chapter 5 takes us down the road of intrinsic and extrinsic motivation. It begins like most chapters, laying down definitions and setting the base for the knowledge of the chapter. It goes more into depth about the pros and cons of intrinsic vs. extrinsic motivation, then pushes into the regulation of motivation. It touches on operant conditioning (reinforcement and punishment) as most of intrinsic and extrinsic thought is based off and uses the definitions of operant conditioning. After touching upon incentives, reinforcers, and punishers, the chapter pushed into the pros and cons of using such extrinsic methods of motivation. Afterwards, the chapter touched on Cognitive Evaluation Theory (all external events have controlling and informational aspects) and its three propositions. The chapter continued by talking about the Self-Determination Continuum of Motivation, and the various motivations and regulations that comprised that theory. The chapter concluded by discussing interest, its benefits, and how it develops.

The most interesting takeaway from this chapter was the discussion on extrinsic motivators and how they really affect performance. As a Zillennial, the weird middle-generation that falls into neither the Millennial nor the Generation Z areas, I was raised in the time where reward was everything. No matter how poorly you performed, you were handed a ribbon/trophy/participation trinket that rewarded the fact that you were there. After reading the area regarding Rewards, more specifically extrinsic motivating rewards effect on intrinsic motivation, I realize that I may have been given the short end of the stick. In the section titled “Hidden Cost of Reward” on Page 121, over-rewarding behaviors can lead to very bad unintended consequences. The example the book uses is a child who was already intrinsically motivated to read getting paid money for reading. Eventually, her intrinsic motivation to read completely died out and her drive became to read purely for the money. Further research apparently found that extrinsic motivators introduced into a child’s environment can, in addition to interrupting intrinsic motivation, interrupt the quality and performance of their learning (as they become focused on the reward as opposed to the learning itself), and people begin to lack in regulating their behavior when not rewarded.

As my own personal anecdote, I’m going to travel back to field day back in middle school. Field day was the day when the whole school got on a bus and travelled to the high school’s track and field to perform feats of strength (tug-of-war), speed (relay races and sprints), and silliness (potato sack races). I placed third in the relay race competition and received a green ribbon, but for the remainder of the games I lost. However, I still received white participatory ribbons for the loss.

As a middle schooler, I was none too motivated to exercise to begin with, but this little participatory ribbon certainly did not help. Though I failed and was essentially one of those wavy flailing tube-men in the tug-of-war and fell flat on my face in the potato sack race, I still was rewarded. My inner intrinsic motivation was, from that point on, crippled. I didn’t even have to succeed to be rewarded, I just had to be present and look like I put forth the most miniscule amount of effort. There was no drive to better myself, or to compete to show other’s I was trying to improve. My motivation was based purely upon the reward at the end, the pot of gold at the end of the rainbow. My learning of the events was also affected. Now I did not have to learn that the proper way was to organize your tug-of-war line from weakest at the middle and strongest at the farthest end, or that you must jump to make progress in a sack race. I was content performing the absolute bare minimum (IE: being present) to be rewarded. Finally, and this one still pretty much affects me to this day, I gained a crippled ability to regulate behavior when unrewarded.

This especially affected me in high school, where I was a very unmotivated to perform any behavior related to school. There were no rewards for every completed assignment, or for early submitted assignments, so I entered a very introjected area of regulation. I would wait two days before the assignments were due to begin, and the only thing keeping me motivated was that voice of my mother and teachers in the back of my head telling me that good kids get their homework turned in on time. I am also slightly ashamed to say this habit has managed to survive, as evidenced by the fact that I am writing and turning this post in a day before it’s due.

As for intrinsic motivation with regards to payment, I believe that it is sort of possible to be intrinsically motivated while still getting paid. While money is a tangible reward, a reward proven to harm intrinsic motivation, I was raised in a household where one separated your jobs from your fun. Hobbies and friends were fun, but the job was solely to earn money. Eventually, you may one day find fun in your career, or make some very good friends there, but the intent of the job was for the reward. However, perhaps through some form of identified regulation, where I fully accept that this job is rewarding me, and after a few decades of working in a company, I may become complicit in my position. I’ll start to really be motivated for my job by my environment, as my brain slowly comes to realize that this job earns the money that can help me go on vacation or enjoy living in an actual house. Eventually, the environment no longer needs to supply me with the support for these thoughts as they begin to come from my own head. After decades of being supported, I fully identify with the beliefs handed to me by my societal influences and my company, and the thoughts feel intrinsic, though they are born and supported from an extrinsic source.

What this chapter really did for me was point out that my regulatory style really requires work. With aspirations of completing a graduate program and possibly even a doctorate program, I cannot keep up with my current state of motivation. The introjected regulation style that I take on life, the motivation by the little conscience in my head, will not help me complete what I really want to. It was an okay crutch to have through high school and community college, but I feel like master’s programs are probably a bit less lenient with that regulatory style.

Terms Used:
Intrinsic Motivation – Pg. 111
Extrinsic Motivation – Pg. 113
Operant Conditioning – Pg. 114
Incentives – Pg. 114
Tangible Reward – Pg. 125
Cognitive Evaluation Theory – Pg. 128
Controlling Aspects – Pg. 129
Informational Aspects – Pg. 129
Self-Determination Continuum – Pg. 132
Introjected Regulation – Pg. 134
Identified Regulation – Pg. 134
Interest – Pg. 137

Chapter 5 focuses on intrinsic and extrinsic motivation, this chapter starts off by first explaining what each are. These are both forms of motivation but are done for very different reasons. Intrinsic motivation is an act of interest in something, and is done, “for fun”. This chapter has made me want to have changes from what I view as an intrinsic motivation and an extrinsic motivation. One main example I thought of was my motivation toward school work. I sometimes only do my school work because I know that I have to so that I get a good grade. I want to have an intrinsic motivation, because even if I do not think everything relates to my future career, it eventually might. Intrinsic motivation is a psychological need satisfaction and can stem from autonomy, competence, and relatedness. Intrinsic motivation can show a variety of different qualities including persistence. If a person has a lot of intrinsic motivation they’re likely to have more persistence or show creativity. One of the main concepts from intrinsic motivation that stood out to me was, optimal functioning and well-being. This means that an individual will show less anxiety and depression, and overall have a higher psychological well-being. I think that an intrinsic motivation for me is playing sports. I think that this can be shown through the pleasure I get from being physically active. I can not imagine not working our or playing sports and I have a motivation to do these things without a specific goal or incentive in mind. Extrinsic motivation is different from intrinsic motivation being that it arises from environmental incentives. These incentives can be shown through money, food, privileges, and many more things. Extrinsic motivation is more of a “do this and get that” form of motivation. I found it interesting that operant conditioning comes into play when we use extrinsic motivation. This is done when we engage in a behavior because we know of the reward we will receive. I think that many people show extrinsic motivation through their school work, when they do assignment just to get a good grade and not because they want to learn about the topic. I find myself doing this sometimes, and I want to be more aware that I am doing this. I think that I need to have more of an intrinsic motivation behind school work at times. I also find myself using extrinsic motivation when I go to work, and I believe this because I am motivated to go to work so that I can get paid. I believe that one I graduate from grad school and have the job I want that my motivation for going to work will then become intrinsic motivation. I do think that someone can be intrinsically motivated by going to work and still get paid for it. Cognitive Evaluation Theory was discussed in chapter 5, it is described when people use external events as incentives. This is shown when an individual seeks to create extrinsic motivation in others to engage in an activity. This theory explains that all external events have both a controlling aspect and an informational aspect. This theory also states that people have a natural psychological need for autonomy and competence.

Terms:
Intrinsic motivation
Extrinsic motivation
Persistence
Creativity
Operant Conditioning
Incentives
Autonomy
Competence
External events

Chapter 5 gives us information on both intrinsic and extrinsic motivation. It also gives us the tools to define each of them and be able to tell the difference and hopefully use them both in our lives to accomplish certain tasks. Once we understand these motivations, hopefully we can use each in our day to day lives.
Intrinsic motivation is the desire to partake in your interests and improve on things that seem important to us. Intrinsic motivation comes from within. Many people who are intrinsically motivated to partake in a certain task are exceedingly persistent towards that task. Persistence is a really cool and important aspect of motivation in my opinion. Elbert Hubbard once said, “A little more persistence, a little more effort, and what seemed hopeless failure may turn into a glorious success.” I think that this quote says a lot about persistence and how important it is. Many of the greatest people at anything imaginable have failed numerous times. The idea that they kept getting on the proverbial horse and persisting is a fascinating idea to me. Intrinsic motivation is the reason they kept being persistent. Extrinsic motivation comes from “outside” of us. Environmental consequences or reinforcers cause us to partake in certain behaviors according to extrinsic motivation. A positive reinforcer is anything that makes you more likely to do that behavior again. It could be paying you to do a job, a pat on the back after a made basket, or just the feeling of euphoria you get from helping someone. A consequence is any outcome to a situation. These can be positive or negative. Negative reinforcers are things that once removed, increase future likelihood of a certain activity. Punishers are anything that decreases the likelihood of an activity. I found this to be very interesting and somewhat confusing. I think there is definitely real world benefits to being able to understand these and put them into place when they are the best fit. As a manager, I think it is exceedingly important.
Is it possible to be intrinsically motivated and still get paid? I very much think this is possible. I believe the most successful and wealthy people on earth are intrinsically motivated. In order to become one of the best in the world at something, you have to practice. With practice comes failure, and with failure comes the need to get back on your feet and try again. On page 111 of the book, it states that completing something we tried hard at and were persistent at gives us the feeling of “feeling free, competence, and relatedness.” We get this feeling of being successful and when we begin to crave that feeling, we end up becoming exceedingly good at achieving it. I was once told as a child that if you are at the best at something, no matter what it is, you will be able to make a lot of money doing that. People who are able to do this make their money and also love their jobs because they are motivated to do it. Not just extrinsically, but intrinsically as well.
I am intrinsically motivated to be with friends, have time for myself, and help others. I am extrinsically motivated to go to work, and go to school. I don’t have much intrinsic motivation for either but I hope that after reading this chapter and growing my understand for motivation, I can help create a better sense of motivation for myself and help turn myself into a better motivator. One thing that I think will benefit me in accomplishing these things is the cognitive evaluation theory. I would like to create an internal perceived locus of causality for myself to promote intrinsic motivation for things such as school and work. It also has helped me understand that creating external events to motivate people is usually intended as a way to control that persons behavior. As a hopeful future leader of an organization, I hope to be able to use this as a means to help get the most out of my employees or colleagues. Once I continue to get a better understanding of how intrinsic and extrinsic motivation work and how to use them, I hope to help better myself and the people around me with the two.
Intrinsic/Extrinsic Motivation
Persistence
Creativity
Reinforcer
Consequences
Cognitive Evaluation Theory

Chapter 5 discusses the various motivations that influence an individual to perform or act in a certain manners. The two main types of motivations that are discussed in this chapter are intrinsic and extrinsic motivation. Intrinsic motivation is the motivation that an individual receives from an inner need such as having fun or wanting to learn a new skill. Extrinsic motivation on the other hand is the motivation that is received from outside sources such as money and trophies. Intrinsic motivation can benefit certain attributes such as: persistence, creativity, learning, and well-being. These attributes can relate to achieving motivation from within ourselves without the use of outside sources. Extrinsic motivation is a more common type of motivation seen among individuals due to the desire of attaining a compensation for a particular work. An example of an individual with intrinsic motivation is someone who chooses to read or play an instrument for the sheer fun or desire to learn and enhance their skills. The individual is choosing to read or play because of an inner motivation to have fun or to attain competence. While using the same example, an extrinsic motivation would be if someone paid the individual to read or play an instrument. The person reading or playing the instrument is performing the action because they desire the financial reward they will receive when performing the action.

While reading this chapter, I was surprised to learn that there are other factors within extrinsic and intrinsic motivation that effect the behavior of an individual. One concept I found interesting within extrinsic motivation is reinforcers. Reinforces are anything that increases a particular behavior. Reinforcers differ from rewards because of the fact that there are both positive and negative reinforcers. Positive reinforcers increase the probability that a future behavior will continue, while a negative reinforcers increase a certain behavior with irritating stimuli. The examples used in the book for positive reinforcers were paychecks and trophies, while the negative reinforcers examples were an irritating alarm clock or noise. Both types of reinforces cause an increase in behavior with different approaches.

Another interesting concept from this chapter was the concept of rewards. Similar to reinforcers, rewards may also result in positive behavior. However, I learned that rewards may also result in negative outcomes. The text refers to this concept as the hidden costs of reward. The example of someone reading a book is used in this context. An individual who loves to read and is being paid to read at the same time may result in lower intrinsic motivation. The reason for this is due to the fact that the person reading the book will associate reading with receiving money and thus may focus on the extrinsic motivation of receiving payment rather than their intrinsic motivation of reading for fun. I thought this was an interesting concept because of the stigma that rewards always result in positive outcomes. I thought it was very interesting to note that rewards may become a detriment to a person’s intrinsic motivation. I believe that this scenario also answers the question of being intrinsically motivated while also being paid. Although intrinsic motivation and extrinsic motivation may sometimes intersect, having both types of motivations may be detrimental in the long run for a person’s intrinsic motivation for certain activities.

I personally experience both intrinsic and extrinsic motivation. One example of my intrinsic motivation is with reading. I choose to read books in order to gain a better understanding of certain concepts that interest me. I read many books about martial arts, psychology, and fitness. My choice to read this material comes from my desire to learn and my genuine interest in the material. Most of my motivation however comes from extrinsic motivation. I am a very competitive person and as a result, most of my motivation comes from my desire to compete with others. I enjoy registering for competitions such as mud runs and obstacle courses in order to compete against others and demonstrate my physical abilities. The information I learned from this chapter will assist me in setting future goals in both my education and in my career. I know that both intrinsic and extrinsic motivation have benefits that can assist me in my motivation to accomplish my goals. My future plans to complete graduate school in order to obtain a better education for myself and opening my own business can be correlated to my intrinsic motivation. My goals of competing in various mud runs and races can stem from my extrinsic motivation to be competitive. I plan to use both types of motivations to achieve my future goals and aspirations.

Terms:
-intrinsic motivation
-extrinsic motivation
-desire
-competence
-reward
-motivation
-goals

This chapter focuses on intrinsic and extrinsic motivation and how each type of motivation is different than the other as well as many different concepts that are included in each concept. From the chapter, I mainly took away the fact that intrinsic motivation is when someone truly cares about the task or activity they are doing whereas extrinsic motivation is when someone has an incentive, consequence, or reward for doing a task or activity. Extrinsic motivation could become a negative aspect depending on the individual and the situation.
One of the most interesting things I learned in this chapter is that dopamine is released when offered a reward, especially if the reward is unexpected. I also thought it was interesting that this chapter used operant conditioning to define extrinsic motivation. I was surprised to read that people that are intrinsically motivated to do an activity or task have an enhanced conceptual understanding of whatever they are trying to learn and people who are extrinsically motivated more so memorize what they are learning and do not remember the information long term. Also, when people are more likely to be intrinsically motivated to do something if they are good at the activity or task.
Individuals who are intrinsically motivated to participate in an activity can still be paid to do whatever the activity is. However, once they are extrinsically motivated by money, eventually, they will be less likely to enjoy and be intrinsically motivated to do that activity. For example, if someone plays football in high school and is intrinsically motivated to play, they are more likely to be persistent in obtaining skills, therefore, they will become a great football player. Once they get to college, they get a full ride scholarship as long as they continue to play football on the college’s football team. This could make the individual’s intrinsic motivation to play football to go down, making them only play the sport throughout college in order to keep their scholarship. However, this circumstance could encourage the individual to be persistent in college to achieve an individual goal of joining the NFL. This would keep the person intrinsically motivated to participate on their college football team, even with scholarships.
Personally, I am intrinsically motivated to work out. I love the feeling of exercising and I value the health benefits. Working out is also something fun I can do with my friends. I am extrinsically motivated to finish all of my homework early in the week so I do not have any homework to do on the weekend. I tell myself that if I finish four out of six of my assignments for the week by Wednesday, I can buy something that I have been really wanting.
I am going to try and go back to being intrinsically motivated to do my schoolwork because I will retain the information a lot better which could potentially help me in future classes. I think everyone’s goal in their career is to be doing something they care about and are excited to do, and I am no different. I would rather enjoy what I do than get a big paycheck, although a big paycheck would not hurt.
Terms:
Intrinsic motivation, extrinsic motivation, incentive, reward, consequence, operant conditioning, persistence.

Chapter 5 talks about two forms of motivation that focuses on this idea are intrinsic and extrinsic motivation. The book defines Intrinsic motivation as “the inherent propensity to engage one’s interests and to exercise one’s capacities and, in doing so, seek out and master optimal challenges” and they experience intrinsic motivation “because they have psychological needs within themselves” (Reeves, p. 111). Some of the benefits of intrinsic motivation is persistence, creativity, conceptual understanding, and subjective well-being. The definition the book gives for extrinsic motivation is that it “arises from environmental incentives and consequences, such as food, money, praise, attention, stickers, gold stars, privileges, tokens, approval, scholarships, candy, trophies, extra credit points, certificates, awards, smiles, public recognition, a pat on the back, and various incentive plans” (Reeves, 113).
I think it is possible to be intrinsically motivated and still be paid. Before making the move to Cedar Falls my grandpa, who has lived a successful life starting two different businesses with stores across Iowa, told me not to worry about getting job that makes money and focus on finding a career that you love. He said that if you find a job that you love then you won’t really work a day in your life and the money will come at some point. I believe that when you are working somewhere you love then you have better chances of nurturing and supporting environmental and relationships in the work place. When this happens, you will feel the need satisfaction intrinsic motivation gives you.
One example on how I am intrinsically motivated is when I am with friends, especially when my friends and I are traveling somewhere for the weekend. Friends are very intrinsic motivating for me because they bring joy and through that joy my psychological needs for autonomy, competence, and relatedness are met.
Growing up my parents used to use extrinsic motivation to motivate me to get important things done. The first example I could think of was when I was in 3rd grade. In third grade I was so unorganized that I couldn’t fit anything inside my desk and my desk wouldn’t fully shut. My parents told me if I cleaned my desk and kept it organized throughout the year they would reward not just me but the entire the class by throwing pizza parties. The pizza parties were the perfect incentive for me to keep my desk clean and staying organized. Another example was in 7th grade when my bad teacher promised to take anyone who got a 1+ on their solo or ensemble to McDonald's. The incentive motivated me to perfect my solo and achieve the highest score I could get to escape school lunch for a day.
I think one way that this chapter will help me when thinking about motivating myself for school/career success is by understanding how external events affect my motivation. Box 5 on page 130 was also the most interesting thing that I learned too. I am planning on spending time throughout the next couple weeks filling out the flow chart and ranking the outcomes of every external events that I can think of. I think this will help with school and career success in the future because I will be able to understand what the best ways to keep me motivated.

Terms:
Incentives
Intrinsic motivation
Extrinsic motivation

As you know, this chapter has a big focus on intrinsic motivation and extrinsic motivation. There are benefits and implications to these two types of motivations, and sometimes it can be hard to tell which of the two is actually motivating another individual.
I was really surprised by the number of different implications that go along with these two types of motivation. The book mentions how rewards can decrease intrinsic motivation only when the rewards are expected and tangible. So, rewards that one can see, touch, feel, and taste generally decrease intrinsic motivation, whereas verbal, symbolic, or abstract rewards do not. I thought about that some more and realized that I would much rather hear from someone that they are proud of me than receive money or an award. Like rewards, extrinsic reinforcers not only decrease intrinsic motivation, they also interfere with both the process and quality of learning. Extrinsically motivated learners are more prone to negative emotional tone and less prone to positive emotion; they are also relatively passive information processors. Basically, the reward shift the learner’s goal away from attaining the information and favor attaining the extrinsic gain.
I think that it could be possibly to be intrinsically motivated and still be paid if you were doing something that you really love and are passionate about. Intrinsic motivation is the inherent propensity to engage in one’s interests and to exercise one’s capacities and, in doing so, to seek out and master optimal challenges. It is a natural motivation that emerges spontaneously out of people’s psychological needs for autonomy, competence, and relatedness. So maybe if someone had their own business and developed something new and it made them a lot of money, then maybe that would be an example so this question.
For myself, I tend to be intrinsically motivated to complete a new puzzle as soon as I finish whatever one I just completed. Sometimes I even feel motivated in this sense to simply clean my bathroom because it makes me feel accomplished and competent. To feel autonomy and relaxation, I am often motivated to drink some wine because I definitely “enjoy doing that”. When it comes to extrinsic motivation, I would say that I am motivated to study in order to get the grade that I want. I also leave earlier in the morning than I need to for class so I can get a good parking spot.
I will use the information from this chapter to change how I think about motivating myself for school and my career by not expecting any rewards because those often implicate your intrinsic motivations and you can lose sight of the things that you really enjoy. However, when it comes to tasks I will use some type of reward to motivate myself to cross a task off of my list. For example, when I finish writing a paper I can have a glass of wine or if I finish a certain assignment then I can watch an episode on netflix.
Terms: Extrinsic/Intrinsic Motivation, Rewards, Consequences, Reinforcers, Autonomy, Competence

Chapter five discusses intrinsic and extrinsic motivations. Intrinsic motivations are motivations inside someone that cause them to do something. They are motivations that are “for the fun of it”, based on one’s needs, or strivings by the body due to a need to grow. Extrinsic motivations are external factors that would cause us to do something. There are many examples given by the text such as food, candy, gold stars, and many more. Extrinsic motivations are like a reward system.
Intrinsic motivations are helpful because they cause a person to be more persistent and creative. Extrinsic motivations are incentives, reinforcers, consequences, and rewards. Incentives precede behavior and lead someone toward a particular action. They are learned through experience and are a positive version of an extrinsic motivation. Reinforcers can be used to manage behavior as shown in the example of an eight-year-old child wearing orthopedic headgear in the text. The parents used reinforcers to create a desired behavior. Consequences (reinforcers and punishers) occur after a behavior to try and change someone’s feelings about the behavior. Showing up to work and getting a paycheck is a positive example and taking away privileges from a naughty child. Both of these consequences are increasing the likelihood of the desired behavior next time around. A reward is defined as an offering from a person to someone else for a service. An example would a gold star for good work in the classroom. The chapter also identifies a “Hidden Cost of a Reward.” The example used is paying a child to read or letting them read for fun. The child who reads for fun will get more out of the reading than the child who reads for the money.
The most interesting thing I learned was how the terms defined above are all used interchangeably in society, but they are very different things. Rewards and incentives are often used as if they mean the same thing. Rewards are given by a person and incentives are environmental.
I believe that someone can be intrinsically motivated and still paid. If someone loves their job and does it for fun, then the paycheck is a secondary motivation. I see intrinsic and extrinsic motivation in my life everyday. I am intrinsically motivated to help people, play video games, and go to class because I enjoy or get something out of each of these activities. I am also extrinsically motivated to go to school, meet with my bosses, and do my job. These are extrinsic motivations because there are people pushing me to do these things with consequences if I cannot. In the last two years as an RA, I have often told myself that I need to push through certain situations. I would not ever do things for myself because I was convinced I had no time. After experiencing a few burnouts, I realized how important taking care of and motivating oneself can be.
This chapter will change my thinking about my future because I am awful at motivating myself. I can now look at the different intrinsic and extrinsic motivations in the text and try to implement those into my life. I can talk with my family and friends and inform them of these things. Then together, we can create a reward or consequence system for eachother. Because I am graduating this semester, this would be a great time to create some good habits and motivate myself.
Terms:
Extrinsic motivation
Intrinsic motivation
Rewards
Incentives
Reinforcers
Punishers
Consequences

Chapter five focuses on intrinsic and extrinsic motivation, what they are, different types, and the benefits and downfalls of each. Intrinsic motivation develops when a psychological need, including autonomy, competence, and relatedness, is satisfied. When someone is intrinsically motivated, they act out of interest or wanting to challenge themselves. The benefits of intrinsic motivations are persistence, creativity, high-quality learning, and increased overall well-being.
Extrinsic motivation comes from motives in the environment, outside of the person. When someone is extrinsically motivated, they act out of environmental incentives and consequences. Incentives are environmental events that push or pull a person away or towards a behavior. Incentives always precede the behavior and are learned through experience. This learning process is called operant conditioning, or learning behavior in and from the environment. Consequences are environmental stimuli that occur after a behavior to either encourage or discourage the behavior to happen again. Three types of consequences are positive reinforcers, negative reinforcers, and punishers. Essentially, reinforcers are environmental events that increase the chance of a behavior happening again, and punishers are environmental events that decrease the chance of a behavior happening again.
A model for how extrinsic motivation works is S:R→C. S stands for the incentive, which set the cue for R (behavioral response). R then causes C, the consequence. For example, the incentive for me to write this paper is a deadline. Deadline sets the cue for me to type this paper. Then once the paper is submitted, I will receive a grade, the consequence.
At this point, this information about intrinsic and extrinsic motivation was review for me. The information I found most interesting was new information and it was practical. This was the discussion about whether or not rewards and punishers were effective in manipulating behavior, why, and the benefits and “side effects” of each. As a side note, this is also an example of how my motivation to read the chapter shifted from extrinsic to intrinsic. When I started the chapter, I my extrinsic motivation was a deadline. Once I got to information I found interesting, my motivation shifted to intrinsic motivation; I was motivated to read because I found the content interesting and useful. I’m likely to remember this information more. Plus, I’m more likely to read the textbook again because of my intrinsic motivation. This is an example of why intrinsic motivation is more effective than extrinsic.
If extrinsic motivation must be used, rewards are typically more effective than punishers. Punishers are environmental events that occur after an undesired behavior that decrease the likeliness that the behavior will occur again. Examples include criticism and jail time. Punishers are not as effective as rewards, and they have many “side effects.” Side effects include negative emotions and a damaged relationship between the punisher and the one receiving the punishment.
Rewards are an offering, like a prize, in exchange for a service or achievement, like winning a competition. Rewards signal gain and pleasure in the brain, which causes a release of dopamine. Through the dopamine release, rewards cause an increase in positive emotions, which increases the likeliness that the behavior will be repeated in the future. Unfortunately rewards don’t always work and have hidden side effect. Rewards can undermine intrinsic motivation. They also interfere with the quality and process of learning. Finally, rewards disrupt the capacity for autonomous self-regulation.
As a future music educator, I found this chapter really intriguing. When I am considering rewards and punishments for my students, I will consider the following questions: Is the purpose of this extrinsic event to control students’ behavior? Is the purpose to inform students’ sense of competence? Why am I giving this external event? Praise is a good example of what informational and control can look like. Informational praise might be, “Good job, you sang all the pitches in tune!” Whereas, control praise might be, “Good job, you sang it like I told you to.” As a teacher, my goal will be to develop students’ abilities to be successful adults. Part of being a successful adult comes from having basic psychological needs, like autonomy, met. Having intrinsic motivation can help meet these psychological needs. I will definitely use the information in this chapter as I pursue my career as a teacher.

Terms: intrinsic motivation, extrinsic motivation, autonomy, competence, relatedness, incentives, consequences, operant conditioning, positive reinforcers, negative reinforcers, punishers, rewards

Chapter 5 was about Intrinsic and Extrinsic Motivation was a chapter I learned a bunch of interesting facts but the most interesting and new thing I learned was the Three Term Model. The Three Term Model equation is S : R → C. This equation stands for Situation (S) cue (:) behavioral response ( R ) and consequences (c ). The colon stands for the situational cue sets the occasion for the behavioral response. The arrow stands for the behavioral response causes a consequence to happen. I found this whole concept interesting for two reason. The first reason is that I had never heard of this equation before this psychology class, which kind of shocks me. The second reason is that it is a theory that makes sense to me and is something I can apply to my everyday life. Because situations that we face on a daily basis due trigger a behavioral response and consequences, depending on the situation on what behaviors and consequences are displayed.

Intrinsic motivation is the propensity to engage one’s interest and to exercise one’s capacities and in doing so to seek out and master optimal challenges. This need for motivation is from psychological needs and strives for growth and wanting to do things out of an interest to themselves. Now the question posed is can you be intrinsically motivated at work and still be paid? I think that money can actually demotivate someone because by getting paid and such there can be this natural tension between extrinsic and intrinsic motives. Extrinsic motivation arises from environmental incentives and consequences that is seperate from the activity itself. So an environmental incentive could be seen as money. So that money could ultimately depress our intrinsic goals in the workplace. These goals being enjoyment, curiosity, learning, and challenging yourself. So I think that you can’t be intrinsically motivated at work and still be paid.

In my life I do find myself both intrinsically and extrinsically motivated. In my life let's first talk about some things that are intrinsically motivated. So I currently am writing a memoir about my life from birth, everything that has happened ( good/ bad) and I am writing this memoir for my own pleasure and for my own satisfaction of trying to mentally take care of myself better. Essentially it is my form of self care. I say this is intrinsic motivation because I am doing it for myself and for my personal growth. Now let's talk about a thing that is extrinsically motivated in my life. I am going to continue on the memoir example. So say that I was writing the memoir for a publishing company to publish and then I sell my memoir to make a profit for it. Now that is extrinsic motivation because that motivation is something that is an outside demand that requires me to achieve the end product of this memoir instead of taking my time to complete it. That is how these motivations are applied in my life.

Information from this chapter will make me think more about where my motivation lies for educational and professional purposes. It will make me think about if I am doing things for me or if I am doing because an outside source told me to do so. It will also just make it easier to evaluate what I need to prioritize when it comes to goals and their motivations behind said goals.

Key Terms:
Three Term Model
Situation
Behavioral Response
Consequence
Intrinsic Motivation

In chapter 5, both intrinsic and extrinsic motivation were defined and compared. Intrinsic motivation is defined as the motivation to act out of interest and for the challenge the activity provides. This type of motivation comes from psychological needs that are inside of a person. Intrinsic motivation comes from the feelings of autonomy, competence, and relatedness to others that the activity brings to the individual. These three specific feelings are factors that go into the satisfaction of the psychological need, which in turn creates intrinsic motivation to act. This chapter discusses how intrinsic motivation can lead to higher persistence of the specific task, greater creativity, a higher quality of learning, and overall better functioning and well-being.

Extrinsic motivation, on the other hand, is defined in the chapter as the environmental incentives and consequences that lead a person to be motivated to perform a task or activity. The activity is separate from the consequence, and the consequence is what motivates the behavior. Extrinsic motivation could take the form of money, candy, extra credit points, attention, scholarships, approval, praise, awards, and many other incentives.

One interesting thing that I learned was that rewards, contrary to popular belief, are not always effective. Regarding intrinsically interesting activities, rewards can actually have “hidden costs.” The term “hidden costs of rewards” refers to the adverse effect that extrinsic rewards have on activities that are intrinsically motivated. These hidden costs also refer to the interference with the process of learning, and can actually distract an individual from actually learning the information and focus them more on the reward. These extrinsic motivators can actually decrease intrinsic motivation for an activity, and for how often extrinsic motivators are used in the workplace, school, etc., I found this information very surprising.

According to the chapter, I believe it is possible to still be intrinsically motivated and still be paid for the task. If the extrinsic motivator is unexpected or intangible, then it does not decrease intrinsic motivation. If a monetary reward (extrinsic motivator) is expected, then the intrinsic motivation of the individual to perform a task decreases, but when the monetary reward is unexpected, there is no effect on the level of intrinsic motivation. Also, the reward is required to be intangible to have no effect on intrinsic motivation. While money violated this statement, I believe that intrinsic motivation can still persist if the monetary reward is accompanied by praise or attention, an intangible reward. I personally believe that if someone enjoys the job that they are doing, like teaching or writing, then a paycheck should not have an effect on their intrinsic motivation to perform.

One example of how I am intrinsically motivated is with the activity of school. I genuinely want to learn about how people think and why they behave the way that they do. I am interested in learning about the dynamics of different relationships and how people interact with one another. This psychological need to be competent in this topic motivates me to go to school and get the education for it. No one pays me to go to class (in fact I pay a great deal just to attend), and I attend because I have an intrinsic motivation and interest in the topic and the challenge that is offered. An example of how I am extrinsically motivated is within my job. For my job, I work at a group home for adolescents with behavior problems. This means that some (bad) days I will get hit, kicked, yelled at, swore at, and other things that are definitely not fun or interesting. I do this job because of the extrinsic motivation I have of receiving a paycheck. Without the monetary reward, it is likely that I would not spend time at my job as often as I do.

This chapter has taught me that incentives and consequences of extrinsic motivation can actually hinder me from gaining a quality education because it can distract me from the learning content and refocus my attention more on the reward. With the knowledge of this information, I can actively refocus my attention on learning the content of my classes and not focus so much on the final grade. For career success, I can focus on making sure I am getting a career that I have genuine interest in, because I will perform better if I am intrinsically motivated in a task compared to extrinsically motivated.

Terms
intrinsic motivation
extrinsic motivation
incentives
consequences
rewards
autonomy
competence
relatedness

Chapter five is one that covers one of the many reasons why we do what we do and what causes us as humans to either keep doing a certain behavior or what makes us stop. For instance, like mentioned in the beginning of the chapter was the ways that employers look for certain patterns and ways that keep workers either working in a way that is productive and good or they see behaviors they don’t like and chose to try and change those. This also goes in to talking about positive and negative reinforcement that helps us in our decision-making process. There are many different reasons why people chose to wok the job they do or do certain types of behaviors and this is when negative and positive reinforcements come into act. For people working at a job they may enjoy it or it may be the fact that they keep coming each day to work a doing a good job because they are getting a good paycheck at the end of the week and good benefits to go along with their job. This would be an example of positive reinforcement and to why a person would keep going back to their job each day and keep working harder. An example of negative reinforcement would be an alarm clock like mentioned in the book. It is something that is negative reinforcement but it makes for a positive outcome. For example, even though the alarm clock going off isn’t a positive thing because no one wants an alarm clock going off it gets you out of bed and going and without it you could have been late for work or class. Along with reinforcements there are also punishers that motivates a person to want to stop a certain behavior. If a college student doesn’t study at all and just goes to class, then goes home and when test come along just hope that they do well and then a test does come along and they get a D this could be a good punisher that causes the person to stop their bad habits and start changing to do better habits. Some pieces that I found to be very interesting within the book was towards the end of the chapter when it was talking about punishers and if they are of any help or if they do change behavior in a positive way and I was surprised when the book stated, “Research shows that punishment us an ineffective motivational strategy.” (P. 121) It then also went on to talk about how children that were spanked and punished in that sense are later then seen to be more aggressive.
The other main parts looked upon in the chapter were Intrinsic and Extrinsic motivation. Intrinsic motivation is more so the inner parts within us that give us the motivation to keep going. Persistence and creativity or some of the main parts within intrinsic motivation Creativity is something that is enhanced by intrinsic motivation this is when people are more satisfied and motivate to do something by the interest and enjoyment of something. If someone is reading a book that they enjoy then they are more willing to read it faster and remember more because it is something that they are enjoying while doing it rather than a book assigned by a class that you don’t find interest or enjoyment in. Overall intrinsic motivation comes from within us it’s that motivation or push that occurs within us that makes us happy as a person or leaves us with a good feeling for doing it. Extrinsic motivation on the other hand is coming from more so the fact of people around us such as family or friends or the environment that make us do something maybe because of the pushes around us not for yourself as a person. This would be like when a family member may encourage you to do something like go to the gym or eat healthy and you do because maybe that’s all they make at home is healthy food and you go to the gym to make them happy but you don’t have the inner motivation to achieve it for yourself. The inner and outer motivations of oneself as well as reinforcements are some large reasons as to why people do what they do. Without little pushes in our lives to go and do many people wouldn’t do over half the things they do.


Terms:
Positive reinforcement
Negative reinforcement
Punishers
Intrinsic motivation
Extrinsic Motivation

This chapter was all about intrinsic and extrinsic motivation. Each of these have different means of getting us to be motivated for something whether that is within us or within our environment. Intrinsic motivation is within us and encourages us to seek out our interests and be challenged. Extrinsic motivation comes from outside influences of rewards and reinforcement.

We experience intrinsic motivation because we have psychological needs and by becoming intrinsically motivated, those needs can be satisfied. Intrinsic motivation is easy to come by because it is natural and comes up out of the blue and has many benefits. With high intrinsic motivation comes higher persistence, creativity, ways of thinking, and even overall well-being.

Extrinsic motivation seems sometimes necessary to get people motivated. These motivations can arise from incentives, consequences, or rewards.

Incentives always come before the behavior, and these are based off of experiences that either pull you in or repulse you from engaging in those behaviors.

Consequences come in two types. One is a reinforcer and the other is a punisher. Reinforcers are used to try and increase behaviors and they can be positive or negative. A positive reinforcer tries to increase a behavior to be done again, and a negative reinforcer also tries to increase a behavior, but it is done in a more annoying manner. Within negative reinforcement, one either deals with them by means of escape or avoidance. By escaping, we are reacting to the annoying stimulus, and by avoiding, we are taking steps to completely avoid the stimulus altogether. Punishers are meant to decrease behavior. Response cost is a certain type of punisher that many parents may use when parenting. They threaten to take away something that is positive and desired in order to get their child to behave a certain way.

Rewards are given to someone in exchange for some kind or service or an achievement made. Dopamine is released in the brain when we gain a reward because that is a pleasurable experience. The dopamine release is even greater when the reward comes unexpectedly. Although rewards may seem like they are a great source of motivation, it comes at the cost of intrinsic motivation. By giving rewards such as money or good grades, the intrinsic motivation for the behavior can be lost. People may lose their true interest and begin doing the behavior solely for the reward. However, unexpected and verbal rewards, like praise, can still maintain an intrinsic motivation for their behaviors.

Different kinds of regulation can be used for behaviors. External, introjected, identified, and integrated regulation all are used to regulate behavior. People may regulate behaviors based on an external factor they can gain, guilt, voluntarily, or connecting behavior to oneself.

Building interest can be difficult. Having reasons for why certain behaviors should be encouraged is a positive way of motivating someone compared to providing incentives and rewards. One can find motivators in the immediate situation that they are in or they can find motivators by finding something more specific and interesting toward the individual.

Something interesting to me was the example of figure 5.3. This showed how a negative reinforcer can be used to help posture by wearing this special harness. I found this interesting because I am curious as to whether this operant conditioning style could turn to classical conditioning. I thought that if the person wearing the harness were to go anywhere without the harness and heard a 55-dB tone somewhere, would they adjust their posture to a proper form? I feel like they would because they have been conditioned to do so whenever they heard that sound.

I believe that there are ways to be intrinsically motivated and still be paid. I think of someone who loves to sing. Perhaps someone asks that person to sing at their wedding and would pay them to do so. The person accepts and is still excited and interested to sing and would want to even if they weren’t being paid. Once the wedding is over, that person will still find the time and energy to sing without the benefits of being paid. However, if they continue singing and getting paid, they may begin to only sing because of payment and that would no longer elicit an intrinsic motivator.

One way that I am extrinsically motivated is by my trip to London this summer. I want to work as much as I can this semester, not because I love going to work, but because I want to save up money for my trip. I am also extrinsically motivated to do all of the readings and watch the movies in this class because I want a good grade. Even if I do think the information is interesting, I’m still only reading because of the grade. I am intrinsically motivated to free read on my own because I find joy and interest in reading. I do this because I am not required to read these books for class or for anything else except enjoyment.

Honestly, the information from this chapter probably won’t change too much for me educationally or career-wise. Of course, I’ll graduate and get a job, but I will still really be influenced by extrinsic motivators. I can strive to join a career where I am more interested in what the career is than the money or anything, but over time I believe the money will overcome the initial love of my career. I will of course try to create an environment that is changing and keeps interesting so that the extrinsic motivators don’t take over my intrinsic motivation.


Terms:
Intrinsic
Extrinsic
Motivation
Consequences
Incentives
Classical Conditioning
Rewards
Punishment
Reinforcement

Chapter 5 talked about intrinsic and extrinsic motivations. Intrinsic motivation is the inherent propensity to engage one’s interests and to exercise one’s capacities and, in doing so, to seek out and master optimal challenges (Reeve 111). People who are intrinsically motivated tend to do things because they are interested in them. They have more and more persistence on the task at hand the more intrinsically motivated they are. They also tend to be more creative as they actually want to do it. Intrinsic motivation is the best type of motivation if one is trying to learn things as they will take even more of an interest in the subject. Pe0ple high in intrinsic motivation are also known to have better functioning and higher psychological well-being than those who are externally motivated.
Extrinsic motivation arises from environmental incentives and consequences, such as food, money, praise, attention, stickers, gold stars, privileges, tokens, approval, scholarships, candy, trophies, extra credit points, certificates, awards, smiles, public recognition, a pat on the back, prizes, and various incentive plans (Reeve 113). Extrinsic motivation has a lot going on with it compared to intrinsic motivation.
Extrinsic motivation has 3 concepts that are used to offer different types of extrinsic motivation. These concepts are incentives, consequences, and rewards. Incentives are environmental events that attract or repel a person from initiating a particular course of action. There are positive incentives (smile, presence of friends) and there are negative incentives (junk mail, a spoiled smell). The value of an incentive is something that is learned. Consequences can be good or bad. There are 2 types of reinforcements (positive and negative) and there is punishment. Positive reinforcers add something in order to increase the chances of the behavior to happen again. Negative reinforcers act the same way except instead of adding something, something is taken away. Punishment decreases the chances of a behavior to happen again. Reinforcers, positive or negative, work better than punishment. Rewards is an offering from someone in exchange of a service from another person. Rewards are a good way to motivate someone, however, they can have a negative effect known as a “hidden cost of reward”. The text used an example of kids being asked to draw. The ones that were given a reward to draw took less time drawing and were less creative the second time around than the others that were not given a reward or that were surprised with a reward. If you know there is a reward available we tend to half-ass things and do them quickly to get them done and get to the reward.
The cognitive evaluation theory describes that you can predict the outcome of an extrinsic event on motivation. When an external event promotes a more internal perceived locus of causality for that behavior then intrinsic motivation will be increased and extrinsic motivation will be decreased and vice versa. Event that promote a greater level of perceived competence tend to increase intrinsic motivation and those that diminish a level of perceived competence will lower intrinsic motivation. Basically, if an event is more controlling than informative, then intrinsic motivation will decrease but if the event is more informative than controlling, then the intrinsic motivation will increase.
Motivation lies on a continuum that goes from non-regulation to external regulation to introjected regulation to identified regulation to integrated regulation to intrinsic regulation. External regulation is based on incentives and consequences. Introjected regulation is a more intrinsic manner but still fairly extrinsic and relies on things such as avoiding guilt and boosting one’s self-esteem. Identified regulation is even more intrinsic and relies on things such as valuing and a sense of importance. Integrated regulation is still even more intrinsic and relies on a value congruence.
Lastly chapter 5 talked about how to motivate people when doing tasks that are uninteresting. There is situational interest which is triggered by appealing external events and exists as a short-term attraction t an activity; individual interest is built up over time.
One interesting thing that I learned was that rewards can actually become a detrimental way to motivate others, and more so at a young age. Another interesting thing that I learned is about motivating people to do tasks that they find uninteresting.

It is not possible to be 100% intrinsically motivated yet still be paid. As soon as you start to get paid your intrinsic motivation starts to slowly shift and become slightly extrinsic motivation.

I am intrinsically motivated to keep my room clean. I enjoy organizing things and putting everything in its correct spot. I also love the calming feeling and feeling of satisfaction that comes from the transformation of a messy room to a clean and well-organized room. I am extrinsically motivated to study and to do my homework. I want to have decent/good grades and I know that in order to do that I am going to have to do homework right and turn it in on time as well as study for exams.

When it comes to the things that I am strictly externally motivated for and am lacking any intrinsic motivation whatsoever, I will find some sort of situational interest in the activity to make it a little more bearable to complete. I will also try not to use known rewards with my future athletes when wanting them to complete a task for me as I now know that they will not give it 100% focus and effort and will do more harm than good.

Key terms:
Intrinsic motivation, extrinsic motivation, incentives, consequences, rewards, hidden costs of rewards, cognitive evaluation theory, external regulation, introjected regulation, identified regulation, integrated regulation

The chapter is all about intrinsic and extrinsic motivation and the benefits and threats to each type. Within intrinsic motivation you must look at rewards, punishers, incentives, reinforcers, and consequences, as well as the many different types within them. Extrinsic motivation involves how environmental factors motivate people to participate in an activity and how to regulate them. The most surprising thing I learned was that incentives can be either positive or negative. The usual form of an incentive in the daily world, from my experience, seems to mostly be in a positive form. When I think of an incentive, I think of something positive happening to induce a certain behavior from me, but I never realized that negative incentives exist in the world and that they actually work the same way as positive incentives, just the opposite way. A frequently present incentive I see on a daily basis is smiling or not smiling. When people smile at me, this is a positive incentive which results in my behavior being to smile back. But when people make eye contact with me and just stare and walk past, this becomes a negative incentive for me and I break eye contact and leave them alone. The incentive of smiling (positive) or not smiling (negative) results in me smiling back (positive) or averting my eyes and not making eye contact again until I pass them (negative).

I believe it possible to be intrinsically motivated in a task yet still be paid for it, one must simply choose the correct route for presenting a paycheck to the person in order to not diminish their intrinsic motivation. I know that it may be more difficult in regards to people’s day-to-day jobs, because people get jobs in order to make money, thus we expect a paycheck for our time and effort at work. But with a normal job aside, I believe the experiment on the children and rewarding them for drawing is a good basis of how to go about paying people without diminishing their intrinsic motivation. The experiment creates 3 groups of children who had a high interest in drawing: expected reward, no reward, and unexpected reward. The conclusion derived from their finding was that, the children who knew they would receive a reward if they drew a picture lost their intrinsic interest in drawing and the no reward and unexpected reward groups showed no intrinsic interest drop. This experiment can be applied to getting paid. As long as the reward of money is not known beforehand, the intrinsic interest in the activity is less likely to decrease. An example could be volunteering at a fair. A student volunteers at a fair because they love animals and have an interest in working on a farm someday, so they want to learn more about livestock. At the end of the day the advisor of the student comes up to them and presents them with $50 of what they earned that day because they did such a good job helping bathe, brush, cut, and nurture the animals. The student didn’t volunteer in order to get money, but the money was an unexpected reward for their help, thus not diminishing their intrinsic interest in farm animals.

I am intrinsically motivated to workout in order to feel and look healthier. I was always active growing up, and began playing basketball, volleyball, and running track in middle school. I didn’t truly find intrinsic motivation to do actual weight lifting and training until high school. We were required to take a wellbeing class in we were in sports (environmental factor) but I became very dedicated to feeling and looking better. I enjoyed feeling sore after a workout because I knew I put in work, and that motivated me to keep going back and to keep working harder. I am generally extrinsically motivated by praise or a tangible reward. Growing up it was all I could to do to get “I’m proud of you” or a “Good job, Caitlin” from my parents. When I did get them I because that much more motivated to keep succeeding. I am definitely motivated by money (what college student doesn’t like money) but growing up, and for the most part today, I am mostly extrinsically motivated by praise.

This chapter has motivated me to focus more on my intrinsic motivation and less on getting something out of a task, as I tend to do. I am struggling with picking a definite career for myself once I graduate, so I plan to focus more on what interests me and just going for it. By using my new knowledge of intrinsic motivation, I hope to find a career that I am passionate about instead of one I have just to pay rent.

Terms: Positive Incentive, Negative Incentive, Intrinsic Motivation, Extrinsic Motivation, Rewards, Punisher, Reinforcer, Consequence

The chapter is all about intrinsic and extrinsic motivation and the benefits and threats to each type. Within intrinsic motivation you must look at rewards, punishers, incentives, reinforcers, and consequences, as well as the many different types within them. Extrinsic motivation involves how environmental factors motivate people to participate in an activity and how to regulate them. The most surprising thing I learned was that incentives can be either positive or negative. The usual form of an incentive in the daily world, from my experience, seems to mostly be in a positive form. When I think of an incentive, I think of something positive happening to induce a certain behavior from me, but I never realized that negative incentives exist in the world and that they actually work the same way as positive incentives, just the opposite way. A frequently present incentive I see on a daily basis is smiling or not smiling. When people smile at me, this is a positive incentive which results in my behavior being to smile back. But when people make eye contact with me and just stare and walk past, this becomes a negative incentive for me and I break eye contact and leave them alone. The incentive of smiling (positive) or not smiling (negative) results in me smiling back (positive) or averting my eyes and not making eye contact again until I pass them (negative).

I believe it possible to be intrinsically motivated in a task yet still be paid for it, one must simply choose the correct route for presenting a paycheck to the person in order to not diminish their intrinsic motivation. I know that it may be more difficult in regards to people’s day-to-day jobs, because people get jobs in order to make money, thus we expect a paycheck for our time and effort at work. But with a normal job aside, I believe the experiment on the children and rewarding them for drawing is a good basis of how to go about paying people without diminishing their intrinsic motivation. The experiment creates 3 groups of children who had a high interest in drawing: expected reward, no reward, and unexpected reward. The conclusion derived from their finding was that, the children who knew they would receive a reward if they drew a picture lost their intrinsic interest in drawing and the no reward and unexpected reward groups showed no intrinsic interest drop. This experiment can be applied to getting paid. As long as the reward of money is not known beforehand, the intrinsic interest in the activity is less likely to decrease. An example could be volunteering at a fair. A student volunteers at a fair because they love animals and have an interest in working on a farm someday, so they want to learn more about livestock. At the end of the day the advisor of the student comes up to them and presents them with $50 of what they earned that day because they did such a good job helping bathe, brush, cut, and nurture the animals. The student didn’t volunteer in order to get money, but the money was an unexpected reward for their help, thus not diminishing their intrinsic interest in farm animals.

I am intrinsically motivated to workout in order to feel and look healthier. I was always active growing up, and began playing basketball, volleyball, and running track in middle school. I didn’t truly find intrinsic motivation to do actual weight lifting and training until high school. We were required to take a wellbeing class in we were in sports (environmental factor) but I became very dedicated to feeling and looking better. I enjoyed feeling sore after a workout because I knew I put in work, and that motivated me to keep going back and to keep working harder. I am generally extrinsically motivated by praise or a tangible reward. Growing up it was all I could to do to get “I’m proud of you” or a “Good job, Caitlin” from my parents. When I did get them I because that much more motivated to keep succeeding. I am definitely motivated by money (what college student doesn’t like money) but growing up, and for the most part today, I am mostly extrinsically motivated by praise.

This chapter has motivated me to focus more on my intrinsic motivation and less on getting something out of a task, as I tend to do. I am struggling with picking a definite career for myself once I graduate, so I plan to focus more on what interests me and just going for it. By using my new knowledge of intrinsic motivation, I hope to find a career that I am passionate about instead of one I have just to pay rent.

Terms: Positive Incentive, Negative Incentive, Intrinsic Motivation, Extrinsic Motivation, Rewards, Punisher, Reinforcer, Consequence

Chapter 5 focuses on Intrinsic and Extrinsic motivations. Intrinsic motivations are things that are of interest to us or challenges, like sports or hobbies. For me an example of intrinsic motivation would be that I like to watch football. I have an interests in it, but it serves no purpose other than pleasure. Extrinsic motivations are external, and usually have an incentive or consequence like money. Both types of motivations both have benefits like breeding creativity and increased optimal functioning are some benefits of intrinsic motivation when accomplished.
Incentives are related to extrinsic motivation, as they can attract or repel certain actions, and precede a behavior. Reinforces on the other hand is something that can increase behavior. They can be positive or negative,with the goal of increasing a desired behavior. Punishers on the other hand wants to decreases a unwanted behavior. Punishers and reinforcers are both types of consequences. Rewards are considered extrinsic, as they are usually given to show appreciation for something. For example, when younger we behaved well in school we received a gold star, and so we were given a reward. It was also positive reinforcement as they were trying to increase the behavior of acting good during school.
These types of behaviors can also be harmful. If something is expected when accomplishing a goal or task, the fulfillment of doing the task in the first place is minimized by the reward and their motivations are decreased when expecting a reward compared to an unexpected ones that do not affect intrinsic motivation. Another effect is the type of reward is tangible, which are things like food and money. Rewards that are physical decrease intrinsic motivation, while rewards that are symbolic or verbal like praise do not. The problem persists in that today, people expect rewards for everything, and when rewarded could be affected by a decrease in intrinsic motivation. Extrinsic rewards also affect us negatively, like an impact on schooling or not focusing on the original goal.
A question that could be asked is, if it’s possible to be intrinsically motivated yet still be paid? I would have to say no, that at a certain point that the only reason you would want to do anything would be for money. It may start out as a an hobby or interest if it is a job, but a point in time will come when you may decide that since you worked hard, you deserve a raise. Wanting the raise is an expected reward, cause you feel like you worked hard, from doing something that you enjoy which could be done free.
I was probably bribed or incentivized a lot as a child, so that I could accomplish tasks immediately. It would make me feel good, and I got something out of it. As a child, I was more than likely more extrinsically motivated, compared to now where I want be better. I want to have a sense of accomplishment after doing something difficult. I’d say the same thing for my brothers as well, extrinsic when young and intrinsic when getting older. I am motivated by my favorite sports teams, books, star wars, games, and movies.

In this week’s reading, chapter five focuses on intrinsic and extrinsic motivations. This topic was explored by considering what these motivations are, the effect of external regulation, and hidden costs of reward, among other things. Throughout this post, I will consider interesting information from the chapter, different ways in which I am motivated, and how this information will change my habits towards motivation in the future.

When reviewing the chapter, there were multiple points that I found interesting. Firstly, understanding that intrinsic motivation promotes creativity was a factor that I had not considered previously. I think this effect comes from the satisfaction of overcoming challenges by yourself and for yourself. The next interesting point was how intrinsic motivation can be impacted by extrinsic rewards. The research presented in the textbook explains that extrinsic rewards undermine intrinsic motivation. This result is due to the impact it has on the individual’s understanding of why they are engaging in an activity. Is it a result of their own intrinsic motivation to do so or simply because they are rewarded for doing so? This effect questions if it is possible to be intrinsically motivated and still get paid. According to the research, it would seem that receiving this reward would diminish intrinsic motivation. Despite this, I believe that this result could vary based on the person. If an individual can retain the value they have for their intrinsic motivation, and only view the reward as a nice addition to this, but not the main reason for their actions, they may be able to retain intrinsic motivation while receiving an extrinsic reward. Lastly, I found it intriguing that the authors mentioned the societal reliance on extrinsic rewards as a measure of achievement. In American society, extrinsic rewards are overwhelmingly common in comparison to unexpected and verbal rewards. Due to this, intrinsic motivation is probably lacking nationwide.

Considering this chapter’s information on intrinsic and extrinsic motivation, I couldn’t help but think about the different ways in which these effect my life. When reading about intrinsic motivation, it became clear to me that the two things I am most intrinsically motivated to do, currently, is watch television and study languages. When considering extrinsic motivation, I understood that this is largely my motivation for every other prominent activity in my life such as going to work and class and doing homework. These elements of extrinsic motivation come from external and introjected regulations versus integrated regulation. The external regulations involve deadlines and the introjected regulations involve societal pressures to act. The former is the motivation behind me completing any homework and the latter is what keeps me going to work and class. Unfortunately, being motivated by integrated regulation would be the most beneficial for sustained, autonomous extrinsic motivation.

Overall, this chapter has brought my attention to the role intrinsic and extrinsic motivation paly in my life in the past, present, and future. In the future, I will review how I am motivated by myself and others. If possible, I will change my motivational strategies to include extrinsic rewards that do not hinder my intrinsic motivation such as those that are unexpected and verbal. Due to the societal reliance on expected and tangible rewards, I will be wary of how these can negatively impact my intrinsic motivation. In doing so, I should be able to use my knowledge of these types of motivation to better motivate myself in the future.

Terms:
Intrinsic and Extrinsic Motivation
Creativity
Extrinsic Rewards
Unexpected and Verbal Rewards
External, Introjected, and Integrated Regulation
Expected and Tangible Rewards

In summary, chapter five focuses on how internal (or intrinsic) and external (or extrinsic) events contribute to different qualities of motivational states, from the the most personally interesting and enjoyable to the most compliant on one’s external situation. Biopsychological events discussed in previous chapters, like dopamine and cookie eating, can help explain behavior to some extent, but situational and personal incentives/consequences can help us explain our actions with more precision.

There were two very interesting things I learned in this chapter. The first is part of the cognitive evaluation theory. I was surprised to hear that why you are given a reward is more important than the reward itself (information > control). For example, a pat on the back for doing an excellent job at playing the guitar has more psychological benefits than being paid to play a peice you feel like you should play for an audience. Such benefits include: improved learning, creativity, and vitality. The second is that there are four different types of extrinsic motivation regulation: integrated, identified, introjected, and external. The first two are closer to having the same benefits of intrinsic motivation, simply with an added situational incentive, and latter two are closer to strict compliance to the desires of others for how you should behave.

Knowing that are differing types of extrinsic motivation regulation, I do think it is possible to be intrinsically motivate while still getting paid. If your values and interests line up with your job and you have autonomy and feeling competent, then you can still be paid and be intrinsically motivated. For example, today in class my math teacher told the class, “I just thought about how cool it is that I get paid to do this.” Not only is he interested and excited about his work, but he is almost surprised that he gets paid. Thankfully, being a professor also allows him to have great autonomy and having earned the highest degree almost completely ensures competence.

I pride myself in being intrinsically motivated in my career pursuits and creative endeavors. My interest in psychology started in high school during a time when I became highly motivated and engaged after a long time of feeling disconnected and lost. I leaned into lectures, asked questions, and did readings about psychology unrelated to class. My intrinsic motivation was externally rewarded when my high school teacher gave me one of the two TOPPS Academic Excellence in Psychology Awards. After reading this chapter, I know that this kind of award is the best because it is only given as a result of my competence. It’s not because I should have or must have done well, but because I did do well.

I willing continue pursuing my career goals in such a way that it integrates intrinsic and extrinsic motivation. I will admit that the integration isn’t always perfect, especially when it comes to the demand school work and managing time. Therefore, with this new information about the cognitive evaluation theory and extrinsic regulation, I can be mindful about what stage I am in when approaching my obligations and how I might align it with my values and interest in psychology. When the going gets tough, I will do my best reflect on why I get excited about psychology and reintegrate that vitality with my studies.

Terms:
Intrinsic motivation
Extrinsic motivation
Situational incentives
Personal incentives
Consequences
Cognitive evaluation theory

Motivation comes from two sources: extrinsic or intrinsic sources. Intrinsic sources are those that naturally flow from the person. Extrinsic sources are those the come from outside the person. Having intrinsic motivation is extremely beneficial to a person as it boosts their persistence, creativity, and conceptual understanding. Extrinsic motivation is regulated by incentives, consequences and rewards. Incentives push or pull a person towards a particular behavior. Incentives precede behavior. Consequences come after the behavior has occurred. There are two types of consequences: reinforcers and punishers. Reinforcers can be positive or negative and help to increase behavior. Punishers decrease unwanted behaviors. Rewards are an offering given after a behavior has occurred to motivate a person to enact that behavior. Despite the commonality of rewards, they can be damaging to intrinsic motivation because rewards replace intrinsic motivation with extrinsic motivation over time. They also cause people to focus more on the reward than actually learning what they are supposed to learn and causes people to become more reliant on extrinsic means of motivation rather than their own means of motivation. Not all rewards are bad but those that are expected and tangible pose a threat to intrinsic motivation.
It is very surprising how managing rewards can be. Many times, I tell myself that if I finish my homework I can watch TV or read a book for fun. I had no idea that these little rewards can actually undermine my entire ability to not only learn but to complete my assignments without being intrinsically motivated. More often than not, these rewards are the only reason I even begin to work on assignments. It is unfortunate that they are so damaging to intrinsic motivation as many people base their actions around reward-based systems. I believe it is possible to be intrinsically motivated and still receive payment for working. For instance, I am currently employed at two different jobs. One job I continue to go to work purely so I can be paid and be able to pay my bills. My other job, while receiving a paycheck is appreciated, I genuinely enjoy going into work each day. The job is not the most cognitively stimulating but I am good at it and I deeply value the relationships I am cultivating there. There are many other jobs people perform for other reasons than a paycheck such as pastor, teacher, or social worker. Many jobs people believe are low paying are the jobs people complete because they are truly passionate about their work.
There are many unimportant tasks I am intrinsically motivated to complete such as watching TV or spending time with my friends. The behaviors people typically do for enjoyment are those I am intrinsically motivated to perform and have no issues completing. I am extrinsically motivated to do the dishes or my homework. My homework is completed on an identified regulated basis. I believe it will help my future but is not something I enjoy. My cleaning behaviors are based out of integrated regulation. The way my family raised me forced me to believe having a neat environment was incredibly important and thus I kept my space clean. After reading this chapter, it has become clear to me that, especially in regard to my homework behaviors, I need to complete undesirable but necessary tasks either out of intrinsic motivation or out of identified extrinsic motivation. If I continue to motivate myself through rewards, my intrinsic motivation will dry up and cease to exist. I have seen this occur in people I know and have always wondered how such motivated people could become so unmotivated. Armed with my new-found knowledge, it is something I must desperately avoid. I will attempt to complete homework the first time I think of doing it instead of waiting until the last possible minute.
Terms: Motivation, extrinsic, intrinsic, reward, punisher, consequence, reinforcer, behavior

Chapter 5 explains Intrinsic and Extrinsic motivations. Intrinsic motivation stems from the desire to succeed and better yourself while extrinsic motivation stems from an environmental aspect through incentives and consequences. Most of the motivations that we experience today are extrinsic. Intrinsic motivation comes from the urge to do something for the fun of it or as a challenge. For example, people exercise and lift weights because they want to become healthier, better themselves, get stronger, and compete in difficult physically taxing challenges. Extrinsic motivation comes from a do this and receive that sort of behavior. For example, people work for the result of an income. Many people’s jobs don’t stem from the desire to better themselves or learn about the craft, they just need the money from their jobs.

The most interesting thing I learned from chapter 5 is the self-determination continuum figure on page 132. This continuum shows how there are different branches to extrinsic motivations, as well as amotivation and intrinsic. Amotivation means literally “without motivation”. In the middle of the figure it describes how extrinsic motivation can be broken down into external regulation, introverted regulation, identified regulation, and integrated motivation. External regulation’s relevant regulatory processes are compliance, external rewards and punishments. Introverted regulation’s are self-control, ego-involvement, internal rewards and punishments. Identified regulation’s are personal importance and conscious valuing. Integrated regulation’s are congruence, awareness, and synthesis with self. These relevant regulatory processes help us decipher which form of extrinsic motivation we experience.

It is absolutely possible to be intrinsically motivated and still be paid. There are many occasions where people love what they do for a living and have stated that they would most likely do it for free. By stating this, they are saying they enjoy what they do so much and are rewarded internally, whether through psychological needs or innate desires for growth, by completing their work.

A good example of how I have been both intrinsically and extrinsically motivated would be my job at GNC. Being a salesperson of supplements there, I was able to teach the customers about what would work best for their body as well as excite them to start fresh. I have always been excited and motivated to inform people about supplements that can assist them through their everyday lives, as well as just informing people about anything really. Through this job, it gave me an intrinsically motivated style by fulfilling my personal desire to help others, as well as an extrinsically motivated style by providing me with a paycheck for my actions and performance.

The information from chapter 5 will make me think twice about the reason in which I’m motivated. I will strive to be mainly intrinsically motivated because this will help me realign my values. I believe that if I try and reevaluate the reasons why I do things, it’ll help me focus on what’s important. Being intrinsically motivated to work and better yourself in school is very important. Currently, I am extrinsically motivated to study and complete homework, but I strive to be intrinsically motivated. This means that the reason I study and complete homework is to better myself and learn more about the material instead of just looking for the payout of my degree and grades.

Terms:
Intrinsic Motivation
Extrinsic Motivation
Amotivation
External Regulation
Introverted Regulation
Identified Regulation
Integrated Motivation

Chapter 5 discusses intrinsic and extrinsic motivation styles in which they are compared and contrasted to further our understanding of the two. Extrinsic motivation occurs when we are motivated to do things for external rewards such as a nice looking body when we work out. Majority of the time seeing the differences in increased muscle mass or weight loss is what keeps people coming to the gym to get their work out in. Intrinsic motivation occurs when we are motivated to do things fo internal rewards such as feeling more energetic throughout the day when we work out. Another internal reward from working out is loving the determination it takes in order to complete the sets or reps we choose. As you can see, both aspects of motivation usually work together to make up the ultimate motivation to complete some kind of task or reason to behave in a certain way.

The most interesting topic I learned in this chapter was about how creativity is impacted greatly by the intrinsic side of motivation. This speaks to me, because my family is full of creative beings such as myself. When it comes to painting or drawing it seems that you do it because it is fun, calming, and due to producing good work to be proud of. It is nice to be able to show it off to others and receive compliments, but one most likely wouldn't spend so much time working on something just for compliments when they already know that it is good. Being in complete serenity while doing something you love and can be proud of the determination you had to finish it would be a lo more rewarding than some compliments from others. How we feel on the inside can reflect in the actions and behaviors we produce on the outside.

I do believe that it is possible to be intrinsically motivated while still getting paid. I feel like this is somewhat the reason that most of us are in college and majoring in something. Of course we all need to make money in order to survive, but some care more about money than others. For example, most school teachers are less interested in a large chunk of money and more interested in spending their days teaching and being around children to help them learn and grow. If we do a job that we truly love it will feel less like work and more like a hobby, but a check comes with it. Professional athletes do what they love to do everyday and even if they got paid much less, it would be very likely that they would still choose to play their sport. Unfortunately working without pay is not an option, because we need to buy goods and services in order to stay alive. It is how much we love the job that keeps people wanting to stay regardless of how much the pay is. I have had high paying jobs that were horrible and low paying jobs that were actually tolerable to work at.
Some specifics on where I am intrinsically motivated are painting, drawing, making others happy, being a good listener, attend hockey games, and so on. I am intrinsically motivated to do these things because they make me happy on the inside. I do not do them just to receive feedback or to get some kind of prize. These are day to day things that keep me at peace with myself and make me want to be alive everyday. What anyone else thinks or how they feel about it does not pertain to me. Some specifics on where I am extrinsically motivated are academics, wearing makeup, doing my hair, dressing nice, attending class, picking up hours at work, and so on. I am extrinsically motivated to do these things because of the external rewards that I receive. I don’t love doing these things to make myself feel better and I would not work on them if I did not get external rewards for it. The only reason I produce as best work I can for my assignments and get them done on time is, because I want a good grade to reflect my overall GPA. I attend classes often because it helps me accumulate knowledge to get better grades on exams. Picking up hours at work is not so much to help the workplace out wth staffing, but more so because I need the money to pay bills. I also am under the belief that others are nicer to me when I have my hair and makeup done while wearing a decent outfit.

My motivations for doing well in school will most likely not change, because my grades are my biggest worry along with the work that I produce. In the future I would like to worry less about my grades and worry more about learning the material taught for future references in my career. I want my career to reflect what I have always wanted to do, but I may slightly change that depending on the size of the paychecks I would receive. A large sum of money can be a very large extrinsic motivator for me so that I can live very comfortably and afford majority of items. In my career I would like the opportunity to bring my creativity to the table in order to problem solve and make a much more inviting environment to be in.

Terms:
Intrinsic motivation
Extrinsic motivation
Reinforcement
Rewards
Consequence
Incentives

We do things for some combination of internal motivating factors (e.g., desire for autonomy or the satisfaction that comes from a sense of competence) or external motivating factors (e.g., reward or punishment). Of the two, intrinsic or internal motivators tend to lead to greater persistence, more creativity, better understanding/learning, and higher functioning and well-being. External motivators, while they may reinforce a behavior, may also lose effectiveness or undermine intrinsic motivation. This is particularly the case when the external motivating factor is in the form of an expected, tangible reward, or decreases personal sense of autonomy. Still, some external motivating factors can be powerful motivators. Removal of an aversive stimuli can even cause me to get out of bed on the mornings I haven’t slept well, so it must be incredibly powerful ;-)

Environmental stimuli can serve as a reinforcer of behavior, a punishment, or a reward. There are two types of reinforcers: positive reinforcers are stimuli which increase the future probability of a desired behavior, and negative reinforcers are aversive stimuli we try to escape or avoid by performing a desired behavior. Punishers are stimuli that decrease the likelihood of future undesired behavior. Positive reinforcers can be rewards, but not all rewards are positive reinforcers. The former increase the likelihood of future desired behavior, but not all rewards actually produce this result. In fact rewards can produce an undesirable side effect that actually deters future desired behavior if it substitutes for intrinsic motivation. For instance, I may love to read, but if I am rewarded for the number of books I read, my drive to read more books to receive the external reward causes me to speed up, which takes away from my enjoyment of the activity. I am then more likely to lose interest and decrease my reading behavior in the future. Punishment can cause a short-term decrease in an undesirable behavior, but often has a great deal of undesirable side effects, such as negative impact on relationships, having to deal with negative affect (e.g., crying or moaning about the task), or general aversion to be in a situation where the punishment is a posibility even if that environment would be useful for other developing other capacities.

The Cognitive Evaluation Theory tries to help us distinguish when external motivating stimuli are likely to lead to long-term increases in desirable behavior in light of the knowledge that intrinsic motivation is often more sustainable and powerful than extrinsic factors. The focus is to enhance intrinsic motivation with the use of extrinsic motivational factors rather than undermine the intrinsic motivation. The theory posits that external factors that do not undermine autonomy are and that do enhance competence can positively reinforce intrinsic motivation. Praise, for instance, is an intangible reward that does not subvert autonomy.

Finally, the chapter looks at external motivation from the perspective of regulating behavior. External regulation is the use of incentives and consequences to spur behavior. Introjected regulation target guilt and pride. For instance, I feel guilty if I don’t do something society tells me I should. Identified regulation is motivation because I have come to value the outcome. Finally, integrated regulation involves congruence with my image of myself (i.e., I am living according to who I want to be seen as).

It is possible to maintain intrinsic motivation for something you get paid for, but the expected, tangible reward can slowly undermine intrinsic motivation. For instance, if my job presents novel ways to experience an interest and new challenges that allow growth of that interest, I may be able to maintain my attention and desire to learn and master. If I also receive intangible rewards that enhance my sense of self and autonomy, I may also be more able to resist the hidden consequences of rewards for behavior and maintain my intrinsic motivation for an activity.

One of the most helpful parts of the chapter was confirming some of the things I had been told about encouraging change in my clients and helping clients who are struggling with parenting. For instance, the explanations of how punishments can have longer term unintended negative consequences (e.g., destroying the parent-child relationship or encourage later bad behavior) helped to give some additional ways to explain this to clients. As far as motivating myself, recognizing that I should measure success not on what I get paid for my job (how many clients I can see), but on the recognizing the impact I have on them and the positive reinforcements their words and progress towards change serve in maintaining enjoyment of my career.

Terms:
Intrinsic, extrinsic, motivation, external, environmental stimuli, reinforcement, positive reinforcement, negative reinforcement, punishment, reward, tangible, intangible, expected, unexpected, Cognitive Evaluation Theory, autonomy, competence, external regulation, introjected regulation, identified regulation, integrated regulation

Chapter five is about intrinsic and extrinsic motivation. Intrinsic motivation means that a person’s motivation derives from a person’s internal motives behind an action. For example, a person’s intrinsic motivation for going to the gym might be because they want to feel healthier, or more confident about themselves. An intrinsic motivation is typically done for fun or self-achievement. An extrinsic motivation, on the other hand, involves a motivator in the outside world, and doesn’t involve a person’s feelings of pride of achievement. For example, a college student may be motivated to get good grades because they’ll make the deans list. The deans list is an external motivator in this case. The chapter goes on to talk about operant conditioning, as these motivations are because of OC. In operant conditioning, the chapter explains rewards and punishments. Things such as negative reinforcements and positive punishments have to do with rewards and punishments. A person can be less motivated to do something if they know that there will be a punishment to deter said motivation, and vice versa.
I thought that reinforcers throughout the chapter were interesting to think about, because they are so unique to each person. Reinforcers are things that make a behavior more likely to occur, specifically in extrinsic motivations. It’s interesting to me that motivation can even be defined, although many of us experience completely unique reinforcers. A reinforcer could be anything as small as a sense of familial pride, or as big as being paid in something such as a career. I do think that it’s possible to be intrinsically motivated and still be paid, because a person can be intrinsically and extrinsically motivated at the same time. As the book says, people can be intrinsically motivated alone, or combined with extrinsic motivation, however, a person cannot be extrinsically motivated without being intrinsically motivated. For example, if my job is in a hospital, I can be extrinsically motivated to work hard for the paycheck. However, a person can also be intrinsically motivated because they feel a sense of purpose of satisfaction by helping to heal people.
Some things that I am intrinsically motivated to do are volunteering and dancing. Volunteering makes me feel good about myself, making it intrinsic, and dancing makes me feel proud to become better. Each of these have to do with motivators I have set for myself, and motives that make me feel good for myself. However, I also have extrinsic motivations such as graduating. Because I want to graduate, I work hard to get good grades and pass my classes. This is an extrinsic motivation because it is a reward I have not set myself. I don’t think that the information from this chapter will make me change any of my behaviors towards school or work, as I already have a very clear idea regarding those areas. I do think that it will be interesting to be able to look at my decisions and now be able to see if they are intrinsic or extrinsic in my everyday life.


Intrinsic motivation
Extrinsic motivation
Rewards
Punishments
Operant conditioning
Reinforcers

Jon Lutz - Section 01

Motivation is driven by the our hardwired desire to avoid suffering and approach pleasure. Where the motivation precisely emanates is the main top of this chapter: either intrinsic or extrinsic. Intrinsic motivation is strongly tied to psychological needs, competence and autonomy. These internal forces are characterised with high persistence, creativity and engaged learning. Extrinsic motivations are external forces, fundamentally distinct from the behavior or activity itself. These depend on situational cues, consequences, conditioning, and operant conditioning. The text offers a formula S:R→ C to observe their sequence and interaction. Incentives occur before the desired behavior while consequences. Al these forces can be further characterized by either punishment or reinforcers. Reinforces simply increase the likelihood of behavior where punishment reduces the likelihood of behavior.
While extrinsic motivation is most commonly used, intrinsic motivation appears to be superior in yielding desired results. In addition, simple incentive and reward extrinsic motivation reduce intrinsic motivation. Researchers attribute this inverse relationship to the undermining of autonomy and if expressed crudely even lowers competence. These psychological needs are powerful forces, but people would prioritize physiological needs in the absence of a paycheck. Pay is good at fulfilling the latter needs, but we must be clever enough to raise intrinsic motivation through extrinsic mechanisms. On a spectrum of amotivated to intrinsically motivated, there lie Identified Regulation and Integrated Regulation. Respectively they seem effective in bolstering interest and if successful intrinsic motivation, despite being definitionly extrinsic.
I anticipate extrinsically promoting intrinsic motivation to be especially useful if ever I need to raise children. With a more careful appraisal of how I intend to interact will be a key discipline. Phrasing verbal praise in a way that constructs autonomy and competency I can help them identify as moral and successful human beings (integrated regulation). Though, I’m sure I will be tempted to use simple extrinsic rewards in stressful situations. I am afraid that parents are neither immune to the power of conditioning.
Upon reflecting on the content, I identified flaws in my educational endeavors. In the earlier years I choose bold, high paying career goals: doctor, lawyer, etc… It is clear to me now that I was extrinsically motivated and no wonder I failed. After bouncing from major to major I ended on psychology, hoping to just get out ASAP. Still better pay was my only goal. While taking a break from the academic environment, I discovered a fascination with reading and writing and found intellectual role models. I learned to enjoy the act of learning. With my interest peaked, I not only know I should read and write, but I identify as an intellectual person who reads and writes (integrated regulation). I feel more confident in the stability of my career path, not for the promise of a big fat salary. I don’t even have a specific job in mind. All I know is I know how to consume, process, articulate, and develop information and I enjoy it! Knowing competence and autonomy are the keys to success I feel properly equipped to face the motivation gauntlet the kids call “adulting.”

intrinsic / extrinsic motivation
Autonomy
Competence
Behavior
Incentive
Reward
Amotivated
Verbal praise
Identified regulation
Integrated regulation

Chapter five was all about intrinsic and extrinsic motivations. This chapter talks a lot about how we are motivated and why we do what we do. Intrinsic motives are things that come from us, on the inside. Extrinsic motivation are things that motivate us externally, such as incentives. An example of intrinsic motivation could be running because it makes you feel good. An example of extrinsic motivation could be cleaning the kitchen, so my roommates are not mad.
The most interesting thing that I learned while reading chapter five is that when someone is internally motivated, when they start getting paid as an external motivation, they sometimes lose the intrinsic motivation and it does not have as much success. When you are getting paid for it, it becomes more of a job or chore, making it not as fun. I find it interesting because for me, when I do something as a job, I get more of a rewarding feeling out of it once it is done. I think that someone can be intrinsically motivated and get paid. It is not something that they have to do, but they do it because they want to, but it depends on the person. I think it is hard because if someone sincerely does something because they get pleasure, or it makes them feel good, they do it because they want to. For example, if someone runs every day, but one day they did not want to, then they do not have to. However, if they are getting paid, then they feel as if they have to go run or the “job” is not done, making it less fun, but I think they are still probably intrinsically motivated to do so.
While reading this chapter, it brought out a lot of views on what I am motivated to do and why. One example of my intrinsic motivation is spending time with my family and friends. This is like a no brainer for me and I genuinely like spending time with people. An example of my extrinsic motivation is doing homework. Because I want to go to grad school, I have to get good grades and therefore I must study and do my homework, but it is hard for me to spend time by myself working on assignments. Along with that, I know that it is going to be super expensive, and I will make more money if I can get into grad school. I get extrinsically motivated when I know that I have to have these certain steps done before I can apply.
After reading this chapter, I think that I learned a lot about myself and how I am motivated. This chapter made me realize that I am not very good at internally motivating myself. For future school success, I know that I need to be a little bit more intrinsically motivated, rather that only externally motivated. However, so far this has been working as an external motivation. In my career, I will do the same. I think that for both, this will help in the future because I have a better understanding of what I need to do to stay motivated.

Terms: intrinsic motivation, extrinsic motivation, reward, incentives

To help enhance our understanding of motivation and emotion, Chapter 5 discusses the concepts of intrinsic motivation and extrinsic motivation. According to the book (pg. 111), intrinsic motivation is “the inherent propensity to engage one’s interests and to exercise one’s capacities and, in doing so, to seek out and master optimal challenges.” We experience intrinsic motivation because of psychological needs for autonomy, competence, and relatedness, it is completely spontaneous. Persistence, creativity, conceptual understanding, and subjective well-being are all benefits of nurturing and promoting our intrinsic motivation (pg. 112). According to the book (pg. 113), “extrinsic motivation arises from environmental incentives and consequences.” Extrinsic motivation revolves around incentives, consequences, and rewards, which can have positive effects on motivation and behavior but can also diminish motivation by decreasing autonomy, learning, and self-regulation. The Cognitive Evaluation Theory allows us to predict how extrinsic events will effect motivation. Meaning, when the extrinsic event is relatively controllable, extrinsic motivation increases while intrinsic motivation decreases due to the detrimental effects on autonomy. When the extrinsic event is relatively informational, intrinsic motivation increases because of its effect on competence.
I was most interested learning about the topic “Motivating others to do uninteresting activities” (pg. 135). Parents and teachers are very good at turning an uninteresting activity into something worthwhile. They start with an incentive, consequence, or reward, which in turn motivates compliance, and then the child understanding the value of the activity. In middle school, my math teacher had minute long timed multiplication/division quizzes. The idea of doing that many math problems was not ideal, but we were all motivated to complete them and get them all correct because we would win candy at the end. By doing this, we all quickly learned how to solve math problems that are beneficial to us.
I think that it is definitely possible to be intrinsically motivated and still be paid. An example that comes to my mind would be music artists. They may write and create music for their own personal enjoyment because it is fun and a way to express themselves. The only way it would no longer be intrinsic motivation would be if they did it only for the money, then it would be extrinsic motivation.
An example of how I am intrinsically motivated would be taking on additional responsibilities at work (and not getting paid more for doing them). I started out working in one department, and now I am helping out in three departments. I love where I work and it makes me feel competent that I am trusted with these additional responsibilities at work. An example of how I am extrinsically motivated would be doing well in school to earn scholarships to help pay for my school.
The information I learned about intrinsic motivation and extrinsic motivation in Chapter 5 will help me in my academic career because I need to get good grades to get into my program after graduation. This is an example of intrinsic motivation because I really want to become an Occupational Therapist and help patients, it is also extrinsic motivation because I need good grades to get into the program.

Terms Used:
Intrinsic motivation
Persistence
Creativity
Conceptual Understanding
Subjective well-being
Extrinsic motivation
Incentives
Consequences
Rewards
Cognitive Evaluation Theory

In chapter five, a variety of concepts are covered. Topics such as intrinsic motivation, rewards, as well as building interest are discussed in great detail. A wide array of other subjects are covered, which discuss what external motivation humans may have for completing tasks, the successfulness of giving out punishments and rewards, as well as the cognitive evaluation theory which states that all external events have both a controlling aspect and an informational aspect (page 128). Mainly, this chapter tells readers why and how intrinsic and extrinsic motivation influence our behavior as well as how others can stop, encourage, perpetuate, as well as start making someone act a certain way through the act of giving out punishments or giving out rewards.

The most surprising thing to me in this chapter is that corporal punishment has a vast array of harrowing, unintended negative side effects or consequences. Meanwhile, the list of intended, positive consequences is rather short. The purpose of corporal punishment is for the parents, guardian, etcetera to receive instant obedience from the person they are punishing. However, obedience is short lived. The unintended, negative consequences last much longer than the instant obedience; aggression, poor mental health, and criminal behavior are all unintended consequences that last a long time, usually well into adulthood.

Yes, I do believe people are capable of being intrinsically motivated while receiving money for doing that certain task. For example, most professional (for example) basketball players did not receive any form of payment when they began playing the sport as children; they simply played basketball because they enjoyed the sport. As they got older, they may have realized if they are exceptional basketball players, that they can be paid to play in the NBA. The thought of being paid money to play a game they already enjoy playing more than likely sounded appealing to them, but the chances of them spending hours out of their day training and spending days, weeks, or maybe even months away from home just for money is not likely. They play the game because they love it and getting paid is a bonus.

Personally, I am intrinsically motivated to dance. I love dance and getting a scholarship to dance at Iowa Central was simply an added bonus; I would have danced on the dance team even if I did not receive any financial reward. Extrinsically, I listen to my parents at home to avoid punishment. I do not wash the dishes because I like to, I wash the dishes to avoid being yelled at by my mom.

The information from this chapter will change how I think about motivating myself academically and professionally because I know I lack intrinsic motivation for almost everything. I heavily rely on extrinsic motivation to complete tasks; since I know this, I will make sure to tell someone my goals, so they can hold me accountable if I do not work hard and do not achieve my certain goals.

TERMS USED

Cognitive Evaluation Theory
Extrinsic
Goal
Intrinsic
Motivation
Punishment
Reward

Chapter 5 Intrinsic and Extrinsic Motivations

This chapter explored intrinsic and extrinsic motivations, and how they differ from one another. They both explain why we do what we do. Intrinsic motivation is the motivation that is an inner need. These are things that you don’t do for any particular reason, this is because they are psychological needs. This happens when you read a book, or even do a crossword puzzle. There are three types of psychological needs for satisfaction, autonomy, competence, and relatedness. Since this is a “natural need” it leads to many things such as persistence, creativity, conceptual understanding, and subjective well being. Extrinsic Motivation arises from environmental incentives and consequences such as food, money, praise, etc. These arrive separate from the actual activity it’s self. We do these things because we desire to gain “attractive consequences”. What I thought was interesting was the part of the chapter that talked about reinforcements. I learned that these are anything that will increase a specific behavior. Positive reinforces are anything that makes you more likely to do that behavior again. Negative reinforces are things that once they are removed they will increase future likelihood of an activity, which at first was hard to understand since the word negative is in there. However, after reading about punishers which are things that decrease the likelihood of an activity, it made more sense to me. I also really enjoy learning about rewards, and what motivates us to do things or to stop doing a particular thing. It’s interesting to think that rewards can also be associated with negative outcomes, since when you hear the word “reward” you automatically think of a positive outcome. I think this is an important thing to make note of, and something that is good to clear up right away since it could be easy to confuse and think that one is only positive and one is only negative. I am intrinsically motivated when I hang out with my really good friends, as we learned in the book this is when we experience things such as feeling like you can accomplish the day, or when you just truly enjoyed yourself. I would say I feel/experience this the most when I am with my friends and family. I am extrinsically motivated by work and school. I do these things to be rewarded with both money and the feeling of accomplishment. It is easy for me to find extrinsic ways to motivate me, especially when it comes to school work. For example, after I finish this assignment I get to watch an episode on Netflix, this will provide me with the feeling of accomplishment, this is my “gold star”. This chapter gave me more ideas especially when it comes to extrinsic motivation, since those are things that are more physical instead of internal. I can physically touch money, or see that I received a good grade as opposed to being able to make myself feel as if I can “accomplish the day”.
Terms:
Intrinsic Motivation
Extrinsic Motivation
Reward
Positive reinforcers
Negative reinforcers
Consequence
Punishment

Chapter five provides detailed information about intrinsic and extrinsic motivation and how our decision making and motivational processes are affected by each. Intrinsic motivation is defined as the source of fulfilling three different psychological needs that include autonomy, competence, and relatedness. When these psychological needs are met, our abilities to be persistent, creative, subjective, and develop imagination are benefitted. In comparison, extrinsic motivation occurs from environmentally driven stimulus and impressions. Things such as money, attention, food, awards, or other positively charged incentives can create motivation for a person to do something that will get them what they are promised in return.

For example, extrinsic and intrinsic motivation can both play a significant role in learning settings like our own college class environments. The traditional emphasis on external rewards such as grades, report cards, and gold stars might undermine any existing intrinsic motivation that students might have but these extrinsic motivators could help students feel more competent in the classroom, thus enhancing intrinsic motivation. Although, I believe just as the text has explained, is that both extrinsic and intrinsic motivation can work together.

The weight of external rewards and reinforces definitely has an effect on facilitating certain behaviors. Rewards and positive reinforcers can increase a behavior, whereas punishers and negative reinforcers can decrease a behavior. Whether the behavior is good or bad, these incentives drastically change or maintain our behaviors over time.

The four different types of extrinsic motivation that include different driving mechanisms to motivate include external regulation, introjected regulation, identified regulation, and integrated regulation. According to the self-determination theory, these four types of motivation align with a continuum of influence that explain what the cause of the motivation came from. The cognitive evaluation theory explains how the different extrinsic motivators might affect a person’s specific motivation.

Intrinsic motivation
extrinsic motivation
incentives, consequences,
Rewards
hidden costs of rewards
cognitive evaluation theory
external regulation
introjected regulation
identified regulation
integrated regulation

Ch 5 discusses intrinsic and extrinsic motivations. Intrinsic motivation is motivation that comes from the inside, or something that makes a person want to do it. Extrinsic motivation is motivation from the outside, are things such as rewards, good or bad grades, promotions, demotions, firing, or pay raise/cut.

One thing I found interesting was the concept of reinforcers and their role in motivating or changing behavior. This is interesting to me because we have a dog in our apartment who is still young, so we use some similar basic techniques to teach her what is good and bad. Things like praise or scolding, and teaching her when is a good time to go outside. We are her extrinsic motivator to respond in whatever way we reinforce, whether it be positive or negative.

I think yes, it is possible to be intrinsically motivated and still get paid. There are people who just love doing something, and find a way to make money doing it. These people get pleasure from doing the task, as well as getting paid for it. For them, it is a win win. I think of this topic as the people who say they do not feel like they are going to work, but rather going and doing a hobby for a living. These people looked at their hobbies, and decided they would rather get a job working with something they like, instead of something else. Nurses are a good example of this, since they have such stressful jobs but most seem to love what they are doing.

Some examples of both intrinsic and extrinsic motivation situations are professional sports. For example, hockey players get beat up and abused on the ice, as well as by the coaching staff and the fans when they lose. Many players move away from home and attend high school from a host family while playing, and do not get to settle down until their career is over. Many junior teams from middle school up through the minors do not get good crowd attendance, or are in places that have terrible weather. As a result, the players get a big paycheck when they do make it to the big league, because they put so much effort in coming up. They would not do it if they did not love the game, because they are playing eighty two games a year and living out of a suitcase for several years before making it big, if they make it at all. The extrinsic factor of the money is a big incentive, but they still play because they want to do it.

I will think about motivation myself now for my goals in a way that better reflects success from a scientific perspective. It is hard to stay motivated when you are not receiving motivation internally. This motivation usually comes from loving the job, or feeling satisfied with showing up to work every single day. From this we can learn it is hard to succeed in life if you are not feeling good about what you are doing.

Terms:
Intrinsic motivation
Extrinsic motivation
Praise
Positive reinforcement
Negative reinforcement

Chapter 5 focuses on the definition of intrinsic and extrinsic motivation and how the brain decides which outcome it likes better. It goes through the pros and cons and the differences that we go through to get to the outcome. Your motivation varies from extrinsic and intrinsic, but different activities cause you to have a different kind of motivation.
Intrinsic motivation is something that is spontaneous and is not done for any other reason. These are examples like reading a book or feeling competent like finishing a crossword before your friend. Intrinsic motivation is a need for satisfaction. This is where autonomy, competence, and relatedness come into explain where our satisfaction comes from.
Intrinsic motivation is a natural need that leads many of your own beliefs like persistence, creativity, conceptual understanding and subjective well-being. This is the part of the chapter that I found most interesting because we talk in class about persistence being one of the most important characteristics one could have. The higher the persons intrinsic motivation, the more motivation they will have to do the task. For example, if I have high intrinsic motivation I would be more likely to be found at the gym working out. Then there is creativity which is enhanced by intrinsic motivation. Someone is more creative when they actually enjoy the task, rather than being bossed around. Conceptual understanding is when you enjoy doing a task, you will also enjoy thinking about it. If you do not enjoy the task, you will only memorize or think about it because you have to. Subjective wellbeing leads to a higher psychological well-being than extrinsic goals. This would be like waking up and feeling energized and excited for the day.
Extrinsic motivation comes from environmental incentives and consequences. This being food, money, praise, attention, stickers, etc. Extrinsic motivation is separate from the activity itself. When we receive a high grade, win a trophy, or impress our peers, we desire attractive consequences. This is a “do this and you will get that” type of behavior.”
I do believe that It is possible to be intrinsically motivated and still get paid. I think that there are certain professions that revolve around this kind of motivation and thought process. One specific one that comes to mind is being a wellness coach. These people have to have intrinsic motivation to wake up in the morning always with a positive attitude to focus on the people they are training. They do also get a pay check for doing this but I have seen a lot of people go into wellness because it is what they are passionate about and it doesn’t feel like they are even working!
Something that I am intrinsically motivated by is doing puzzles, word searches, and sudukos. My brother absolutely hates these type of strategy games but I would make him time me when I was in middle school to see how fast I could finish and then I would do the same for him. I felt competent and intrinsically motivated when I beat him because he is older than me and much smarter.
I am extrinsically motivated by work and school. I go to work a couple times a week to help pay for school. If I did not get paid to go to work, I absolutely would not be there. I love my job and the people I get to work with, but I am also involved in other things around campus that keep me busy. I attend school because it will get me a degree. I would not be here if it wasn’t going to help me achieve something that would look good!
This chapter helped me realize that I need to change the way I motivate myself to get good grades. I need to focus on finding things I actually like to learn about, find reinforcement to motivate myself, and make sure I have a positive attitude because it really will change the outcome.

terms: intrinsic, extrinsic, autonomy, competence, relatedness, persistence, creativity, conceptual understanding, subjective well-being

People initiate or persist in actions that are caused by one or two kinds of motivation. Chapter 5 focuses on explaining intrinsic and extrinsic motivation, their differences, and how they influence our behavior and our disposition toward tasks.
Intrinsic motivation emerges from psychological needs and innate strivings for growth. People that are intrinsically motivated with certain activities, feel free, effective, and emotionally close. These feelings relate to the psychological needs of autonomy, competence, and relatedness, which are inherent within the strivings of human nature and our healthy development. I found very interesting the benefits that intrinsic motivation provides like creativity, high-quality learning, optimal functioning and persistence, which I think this is the most important tool to achieve a goal.
When we engage in behaviors and are extrinsically motivated, we desire to gain attractive consequences or incentives and avoid unattractive consequences. The book explains extrinsic motivation with the perspective of operant conditioning, but I don’t understand why it does not mention other ways of learning, like social learning. In the social learning theory, the vicarious reinforcement explains that learning can occur by observing a behavior and the consequences of that behavior. I think that extrinsic motivation can also be achieved by social learning: in today’s society, television and social media shape our interests, motivations and can easily energize and direct our behavior.
I found it interesting that the imposition of an extrinsic reward to engage in an intrinsically motivated activity, typically undermines intrinsic motivation. On the other hand, and answering to the question proposed, I think that it is possible to be intrinsically motivated and yet still get paid. It is true that money generally acts as an expected and tangible reward, but there are (according to the book) six considerations that determine a positive reinforcer effectiveness. Some of these considerations that this chapter distinguishes are 1) the quality of the reward (money could be insufficient) 2) the person/reinforcer fit and 3) the recipient’s perceived value of the reinforcer (the person may not need that money).
An example of an extrinsic motivator in my daily life is social recognition. I consider myself a creative person that likes to show some of my skills to friends. One of the ways I like being recognized is by social media, so I normally create some funny or interesting content that also helps me to keep in contact with my friends back home. An example of an intrinsic motivator is indoor soccer. When playing it, I find myself in a state of flow, mentioned in chapter 1, where I am fully immersed, feeling focused and also enjoyment in the process of the activity.
The information of this chapter will probably change some of my daily life habits in order to achieve school success. Although it could be a hard process, I would try to avoid externally regulated behaviors. I am highly motivated by deadlines or tests coming up, maybe influenced by my thoughts that I am more efficient when working closer to a deadline. Another way of enhancing intrinsic motivation in order to face my time management issues, is building individual interests that direct my attention toward my assignments rather than extrinsic motivators.

Terms used:
Intrinsic motivation
Extrinsic motivation
Autonomy
Competence
Relatedness
Operant conditioning
Vicarious reinforcement (not in the book)
Expected and tangible reward
Positive reinforcer effectiveness
External regulation
Individual interest

Chapter 5 in our textbook dives in to explain the differences between intrinsic and extrinsic motivation and the good and bad of these concepts as well. Furthermore, this chapter explains the regulation of these two types of motivation and how they are regulated. In summary, when people are intrinsically motivated, that act out of interest and simply “for the fun of it”. However, there is also a sense of challenge behind this motivation that the activity, whatever it may be, will provide. Extrinsic motivation is when people act out of environmental consequences that will be achieved for them when doing a certain activity, such as a football team motivated to win the Super Bowl for a trophy. A trophy is just one of many examples of these “attractive consequences” that drive certain behaviors within this concept.
One of the most interesting things to read about was the discussion on reinforcers and punishment. I enjoyed how this chapter reminded us how this concept known as operant conditioning can drive us to do certain behaviors. I think it’s certainly possible to be intrinsically motivated but still be paid, since many workers don’t do their job just because of the paycheck. They may do it because they find it fun, or they may need to embrace their creative side and become persistent on doing their work. However, I don’t believe it’s possible to be extrinsically motivated yet have no reinforcer or punishment in the equation.
Some ways that I am intrinsically motivated are hanging with friends to grow my social circle, watch movies for fun and to engage my creative side, and also playing a casual game of pick up soccer whenever I can because it’s good for my physical and mental health. I am also extrinsically motivated whenever I am working for a paycheck and doing homework for good grades. It was interesting to reflect on soccer especially, because I used to play soccer to get ribbons, later trophies, and the reward of holding records as a goalie and having them displayed in our high school. As I grew older and went to college, I only play it now simply because I love the sport and for the social interactions that come with it.
I feel like this chapter was a huge awakening for how I should properly be setting goals and how I act based on my motivation. Both types of motivation have their benefits, however, I think extrinsic motivators can be dangerous because it might lead to only doing a certain activity for the reward and not being focused on bettering yourself as a person as well. For example, I feel many college kids, myself included, will only put minimal effort into certain assignments so that they won’t fail, and this is seen as a reward. Rather, I feel it’s important to sometimes take these things with an intrinsic feel and be motivated to do an assignment because it’s challenging and it betters us in our knowledge and so forth. This chapter really helped with self-reflection for me.
Terms:
Extrinsic Motivation
Intrinsic Motivation
Reinforcer
Punishment
Reward
Persistent
Creativity
Effort

Chapter five mainly concentrated on intrinsic and extrinsic motivation. It helps us better to understand why these types of motivations develop in our body. This chapter goes into details defining the main differences between these two motivations and what is a better way to use these in order to get certain things done on every day routine.

The first one chapter talks about is intrinsic motivation. It is like having a motivation that is elemental and peculiar. This type of motivation focuses on a person’s eagerness to go out and explore what he/she can, and try hardest to accomplish what they want. It can also be doing something that is out of someone’s interest since the impression of challenge is to appeal. It’s simply doing something that you don’t have any interest of doing so, but you’re still doing it because you want to. We all do something on daily basis that can relate to this, for example, going to work, or school and etc. We may think we do this to just get by but in fact, we are intrinsically motivated to do these tasks. A perfect example of this I can think of is a profession like teaching. We all know very well that teachers are underpaid, yet they teach many of their students to pursue their dreams, where some student’s dreams tend to become teachers one day. These types of motivations are the perfect example of intrinsic motivation. Because it’s like being passionate about something regardless what the outcomes might be. Once these students graduate with the degree that they want, it’ll be like a “restoring confident” moment for them. Some might think that getting to achieve a goal might not be easy, rather than giving up, they’ll keep trying and trying until they reach their destiny. We all have different motives to perform certain tasks. Some of us might think that it’s boring to show up on work, whereas, some of us might enjoy every moment being at work with their co-workers or the environment they are surrounded by. For me personally, an example of intrinsic motivation for me would be painting. I LOVE to paint in my free time rather than watching TV or being on my phone. I took so many art classes back in high school. I remember, I used to be the one in class who was way ahead with the schedule and always working not to just get the assignments done, but to see “what will I get to draw/paint this time”. I can think of a phrase that will fit perfectly to this.”choose a career/profession who really love, and you’ll never have to work a day in your life”. I think this would be a perfect example because many of us think and hope to find a career that is not only so important to us, but it means everything too.
Moreover, an example of extrinsic motivation for me would be getting a paid at my job. It is understood that if I don’t go to work, there will be consequences which I’ll have to face. Not only that, it’ll be hard for me later on to afford myself and still be able to going to school because we all know, that paying for tuition ain’t fun. Last year, one of my friend who worked at a same place I did, she was on her phone constantly and even when she didn’t stop after the manager gave her the last warning, she faced consequences. She was fired instantly. Whatever we do to get by in our daily lives, there is definitely a positive reinforcement behind it. Like going to work because you’ll get paid will be an example of this. Also, when I was in high school, I was awarded by the social science department for not only being the best student, but staying after school help the instructor and other student with organizing many school events. They all acknowledged the hard work, effort and my heart that into this.
I learned many things from this chapter and it will definitely help me to recognize better about staying focused and motivated in my academic career. Not only that, but graduating on time and with good grades will also be very important. Because once this is accomplished, I will get into a grad school that I really want. This will be both intrinsic and extrinsic motivation. I will need to get good grades if I want to get into medical school, and it’ll be my extrinsic motivation that if I don’t, it will really interfere with where I’ll end up in the future. That’s will also affect on my career as well.

Term used:
Motivation
Intrinsic
Extrinsic
Reinforcement
Consequences
Award
Career
Environment

This chapter discusses the differences between intrinsic motivation and extrinsic motivation. Intrinsic motivation appears from people’s individual needs for autonomy, competence, and relatedness. This spontaneous motivation comes from within individual people and often leads to greater persistence, creativity, conceptual understanding, and optimal functioning. People who are being intrinsically motivated often feel an internal energy that stems from engaging in their own interests and using their skills to seek out and and master challenges. Extrinsic motivation includes environmental incentives (rewards) and consequences (reinforcers and punishers), focusing on external factors as opposed to the internal nature of intrinsic motivation.

In many ways, I am extrinsically motivated: working for money, shopping for sales, running to shut off my alarm in the morning, etc. I am also intrinsically motivated to learn how to play instruments, create art, and travel with friends and family. I think it is possible (but not always probable) to be intrinsically motivated, yet still be paid, which also provides extrinsic motivation. It is a delicate balance and can lead to extrinsic motivation overshadowing intrinsic motivation, which can lead to loss of creativity, challenge, and positive attitude. For example, I started taking pictures because I loved photography-- the art, color, texture, attention to detail, and finished products. After a couple years, people started offering to pay me money for taking their photos. I couldn’t believe my fortune; I was getting paid to do something I loved! A couple years later, the extrinsic motivation began to trump the intrinsic motivation; I only took photos when someone was willing to pay me for them. I lost my passion for the art, process, and challenge. Years later, I took a photography class and reconnected with the intrinsic motivation, making time to take photos for my own enjoyment. Not long after, I needed a new camera, so I began focusing on the money aspect of photography, which diminished my intrinsic motivation again. Unfortunately, this seems to be a cycle that will continue for many years. If I don’t make efforts to intrinsically motivate myself, it would be possible for extrinsic motivation to take over, which would leave me in a sad place of only taking photos for money, not for my own personal enjoyment.

There are times when I experience intrinsic and extrinsic motivation within the same task, sometimes even seemingly at the same time. For example, I feel intrinsically motivated to create online photo scrapbooks of my vacations. No one tells me I need to make a scrapbook; I just really enjoy reliving the vacations, utilizing my graphic design skills to lay out the pages, referencing my journals to write the text, challenging myself to create unique books, and having a finished product to cherish. I also create books for my travel companions, which is where the line between intrinsic and extrinsic motivation begins to blur. I am motivated to create these books for my travel companions because I love seeing their expressions as they look through the books for the first time. It creates intrinsic feelings of competence and relatedness, yet I also enjoy the praise, smiles, and approval that stem from extrinsic motivation. Other times, extrinsic motivation is my sole motivator. Every six months, Shutterfly offers me a free 8x8 photo book, but the offer is only valid for five days. When I get these offers, I frantically begin designing books, wanting to take advantage of the incentive. This sometimes causes me to lose the sense of enjoyment I typically experience when I am intrinsically motivated to create the books, yet I am satisfied with the monetary savings and finished product.

The most surprising and interesting section of the reading was about reinforcers and punishers. Growing up, my mom didn’t use punishers as much as my friends’ parents seemed to use them. She used positive reinforcers (smiles or play time at the park) and negative reinforcers (having us wake up to terrifyingly loud alarms or setting deadlines for chores), but she did not set curfews for us, ground us, threaten to restrict our usage of technology or special possessions, spank us, or yell at us. The only punishers I can remember her using were when we were crying and she’d order us to cry in our rooms until we were finished, or in one very extreme case, she gave my brother a curfew and made him clean the garage for two weeks. I’ve often heard the debate of whether or not people should spank their kids and if it’s effective. I was fascinated by the section on page 121 and the graphic on page 122. According to this section, spanking can lead to immediate compliance, but there are many unintended consequences of spanking that sometimes last into adulthood, including aggression, poor mental health, and poor moral internalization. I will follow my mom’s example and refrain from spanking my future kids.

For my future, it will be beneficial for me to identify and consider ways in which I am intrinsically and extrinsically motivated. Within the next several months, I will begin a career that will pay me for working (extrinsic motivation), but it is important for me to figure out what intrinsically motivates me, so I can keep my creativity, energy, and passion alive in the workplace, being productive on a daily basis without getting too burnt out. It is often hard for me to self-motivate because I don’t give myself much positive reinforcement. This is something to consider bringing up to a workplace supervisor someday. If they don’t innately do it, it may be beneficial for me to explain different types of reinforcements and punishers and how they could motivate me to sustain higher levels of achievement; I would actively avoid negative reinforcements, strive for positive reinforcements, and decrease undesirable behavior with punishers.

Terms: Intrinsic motivation, extrinsic motivation, autonomy, competence, relatedness, incentive, reinforcers, negative reinforcement, positive reinforcement, punishers, unintended consequences

Chapter 5 does a great job of explaining the two main types of motivation that humans experience on a day to day basis, extrinsic motivation, and intrinsic motivation. Extrinsic motivation is best explained as motives that arise from one’s environment and the consequences which follow the environmental incentive. An extrinsic motivation is a motivation that leads to reward, consequence, or incentive. An example of extrinsic motivation is the allowance a child was given based off of the frequency of wearing headgear. The motivation increases to nearly 100% if the child was given the allowance of 25 cents immediately after wearing the headgear versus adding it to their allowance at the end of the month. Intrinsic motivation is the motivation that one has in order to challenge themselves, explore, and learn. The enjoyment of a particular task is what drives the individual to push themselves to perform better and grow. A great example of intrinsic motivation is relatedness. Building new friendships with individuals by spending time together where you enjoy the task—pushing you to continue growing your friendship with the said person. A personal example of intrinsic motivation that I have experienced is attending college. I am a first-generation college student, so there was not much pressure put on me to attend a community college or a four-year college as well. I also see college as an intrinsic motivation for me because I enjoy growing as an individual and learning new things, as learning is a lifelong process.

The most surprising piece of information covered in the chapter is the idea of someone starting out with intrinsic motivation because they genuinely enjoy the task they are completing and then given a monetary prize to complete the task, leads to a negative effect of future intrinsic motivation. Psychologically this leads to a negative effect because the brain has an unintentional effect of undermining the person's desire and competency toward the task. A personal example to which I can think of relating to being intrinsically and extrinsically motivated is drive I have to make Dean’s List on a recurring basis. I am intrinsically motivated to learn about information relating to my major and minors, but at times it can take the fun out of learning the information because I WANT to and feel like I am going through the motions of learning the information because I HAVE to have a 3.5 GPA or better. Although making Dean’s List is a type of extrinsic motivator, I also feel that it comes back in “full circle” because my desires to achieve a high GPA is to continue my education on a graduate level as well.

Can you be intrinsically motivated yet still be paid?
I think that you can be intrinsically motivated and yet still be paid for the tasks completed. The best example I can think of for a situation like this is people who serve in the military. People aren’t required to put their lives at stake, leave their family to move to harsh conditions, or go through the physical and mental training process of it all. However, people feel motivated to do so in order to grow as individuals, gain competence, and relate to the people in their training before deployment. These people do get paid for the work that they put in.

The information I read will help me to focus more on the information I am learning in the classroom versus seeing how well I can do on an exam, or cram information.

ME TERMS:
Extrinsic Motivation
Intrinsic Motivation
Reward
Relatedness
Competence


WORD COUNT: 583

As a whole, the chapter explained what exactly intrinsic and extrinsic motivation are and how they are crucial to the modification and causation of behaviors. The author explains that intrinsic motivation is the desire for someone to go out and perform something they enjoy doing while exercising their own capacity all while striving to complete an ultimate challenge or goal. When we do things that are interesting to us, we are exhibiting intrinsic motivation. The chapter continues to explain some of the behaviors such as persistence and creativity that are in direct correlation with high levels of intrinsic motivation. As far as extrinsic motivation, the author says its motivation that comes from our environmental incentives. An example of this is how we are motivated when our boss offers a money prize for top sales, or a first grader is motivated to work harder because of a gold star that they can get on the blackboard. The chapter continues and the author explains the different consequences that behaviors have, reinforcers and punishers and among those we have positive and negative reinforcers. With this in mind the chapter elaborates on these consequences and highlights aspects such as undesirable behaviors and the hidden costs of rewards. I found this section, hidden costs of reward, to be very interesting. The question that was proposed was, what happens to the motivation when a student who enjoys reading for fun begins to receive money for reading from her parents? After reading this question I thought that her motivation would skyrocket due to the reward for doing something they person highly enjoys. But the author explains how the exact opposite happens, we see how the extrinsic reward (money) causes less motivation to occur. I thought on this a lot because I have a strong interest in music. I thought that since I love playing guitar, I would be even more motivated to play if I was being paid. On the contrary, I do not know how my intrinsic motivation would be if it is not doing it because I desire to do it, or because I must play guitar since I am getting paid. Along with costs and benefits we see the author explain the cognitive evaluation theory. This theory states that all external events have a controlling and informational component to them. For controlling the author expresses how praise can be used to control one’s behavior and motivation to perform well at their job. For example if Bob who may have a lower amount of motivation at work and his boss says, “Bob you are such an amazing worker, I don’t know what we would do without you”, Bob may feel more motivated and competent in his line of work.
As I continued through the chapter I began to believe that it would be difficult to be intrinsically motivated and still be paid. The reason behind my thinking is that for careers such as professional basketball players or singer/songwriters, especially the big ones, they can write music and simply make songs whenever they want. Same for basketball, they play the game that they enjoy and being paid is just an add on. For example, we see the artist Ed Sheeran playing sold out shows while making millions of dollars for writing songs that he loved making and was in no rush to try and do so. He simply did what he loved and the money came along.
Personally, I am intrinsically motivated to play guitar, I enjoy it greatly and it relieves a lot of my stress. For extrinsic motivation I feel like I workout now more because I have to because of the competitions that my team (Spartan Team Challenge) and I have been placed into. I used to enjoy doing it on my own, but now having the need to perform at a high level has caused my motivation to slightly go down because I do not have that desire to do it on my own, when I want, and how I want; instead of doing it by the book and have specifics layed out for me.
The information in this chapter will change the way I view school and career success in a small way. I always believed that the purpose of college wasn’t to just make more money. The purpose of college and obtaining a higher level of education was to find a job that you enjoy and that you are motivated to do. This chapter simply highlighted that for me and I hope that others who read this chapter took this aspect away. Being in a seemingly money driven society we often forget that happiness should come first.

Terms:
Extrinsic Motivation
Intrinsic Motivation
Environmental Incentives
Consequences
Reinforcers
Controlling Component (cognitive evaluation theory)
Cognitive Evaluation Theory

As a whole, the chapter explained what exactly intrinsic and extrinsic motivation are and how they are crucial to the modification and causation of behaviors. The author explains that intrinsic motivation is the desire for someone to go out and perform something they enjoy doing while exercising their own capacity all while striving to complete an ultimate challenge or goal. When we do things that are interesting to us, we are exhibiting intrinsic motivation. The chapter continues to explain some of the behaviors such as persistence and creativity that are in direct correlation with high levels of intrinsic motivation. As far as extrinsic motivation, the author says its motivation that comes from our environmental incentives. An example of this is how we are motivated when our boss offers a money prize for top sales, or a first grader is motivated to work harder because of a gold star that they can get on the blackboard. The chapter continues and the author explains the different consequences that behaviors have, reinforcers and punishers and among those we have positive and negative reinforcers. With this in mind the chapter elaborates on these consequences and highlights aspects such as undesirable behaviors and the hidden costs of rewards. I found this section, hidden costs of reward, to be very interesting. The question that was proposed was, what happens to the motivation when a student who enjoys reading for fun begins to receive money for reading from her parents? After reading this question I thought that her motivation would skyrocket due to the reward for doing something they person highly enjoys. But the author explains how the exact opposite happens, we see how the extrinsic reward (money) causes less motivation to occur. I thought on this a lot because I have a strong interest in music. I thought that since I love playing guitar, I would be even more motivated to play if I was being paid. On the contrary, I do not know how my intrinsic motivation would be if it is not doing it because I desire to do it, or because I must play guitar since I am getting paid. Along with costs and benefits we see the author explain the cognitive evaluation theory. This theory states that all external events have a controlling and informational component to them. For controlling the author expresses how praise can be used to control one’s behavior and motivation to perform well at their job. For example if Bob who may have a lower amount of motivation at work and his boss says, “Bob you are such an amazing worker, I don’t know what we would do without you”, Bob may feel more motivated and competent in his line of work.
As I continued through the chapter I began to believe that it would be difficult to be intrinsically motivated and still be paid. The reason behind my thinking is that for careers such as professional basketball players or singer/songwriters, especially the big ones, they can write music and simply make songs whenever they want. Same for basketball, they play the game that they enjoy and being paid is just an add on. For example, we see the artist Ed Sheeran playing sold out shows while making millions of dollars for writing songs that he loved making and was in no rush to try and do so. He simply did what he loved and the money came along.
Personally, I am intrinsically motivated to play guitar, I enjoy it greatly and it relieves a lot of my stress. For extrinsic motivation I feel like I workout now more because I have to because of the competitions that my team (Spartan Team Challenge) and I have been placed into. I used to enjoy doing it on my own, but now having the need to perform at a high level has caused my motivation to slightly go down because I do not have that desire to do it on my own, when I want, and how I want; instead of doing it by the book and have specifics layed out for me.
The information in this chapter will change the way I view school and career success in a small way. I always believed that the purpose of college wasn’t to just make more money. The purpose of college and obtaining a higher level of education was to find a job that you enjoy and that you are motivated to do. This chapter simply highlighted that for me and I hope that others who read this chapter took this aspect away. Being in a seemingly money driven society we often forget that happiness should come first.

Terms:
Extrinsic Motivation
Intrinsic Motivation
Environmental Incentives
Consequences
Reinforcers
Controlling Component (cognitive evaluation theory)
Cognitive Evaluation Theory

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