Motivation Ch. 5 Extrinsic Motivation

Intrinsic Motivation vs. Extrinsic Motivation

-Adding an extrinsic reward when someone is already intrinsically motivated does not provide super motivation, actually has a negative effect. -Providing a reward for the first task, but not the second undermines the motivation.

Reinforcers

-Any object or even that increases behavior. -Vary in their quality -Effectiveness depends on time it is delivered. Pg. 121

Incentives

-Environmental event that attracts or repels a person toward or away from initiating a particular course of action. -Always precede behavior. Pg. 121

Cognitive Evaluation Theory

-Goal is to control another person's behavior and incentives/rewards provide feedback... you get the award or money when you have done something correctly/well. -Theory states that all external events have both a controlling aspect and an informational aspect. Ex. Praise/competition Pg. 139

Expected and Tangible Rewards

-Intrinsic motivation is decreased with people expect a reward... -Rewards that we can see or touch decrease intrinsic motivation.

Incentives, Consequences, and Rewards

-Operant conditioning... learning to behavior in order to receive positive consequences -S: r--> C (Situational cue, response, consequence) Pg. 121

Quasi-Needs

-Situationally induced wants and desires that are not actually full-blown needs in the same sense that physiological, psychological, and implicit needs are. -Resemble true needs in a way. -Definition: Situationally induced desire that creates a tense energy to engage rather immediately and impulsively in that specific behavior that is capable of reducing situationally induced built up tension. Pg. 120

Extrinsic Motivation

-Sometimes people look to the environment to motivate them. -Arise from environmental incentives and consequences -Ex. Food, money, praise Pg. 120

Types of Extrinsic Motivation

1. External Regulation: obtain a reward, avoid punishment, or satisfy some external demand. 2. Introjected Regulation: Being motivated out of guilt, "Because I should" 3. Identified Regulation: Person voluntarily accepts the merits and utility of a belief or behavior, "because it's important." 4. Integrated Regulation: involves values

Rewards

Any offering from one person given to another person in exchange for his/her service or achievement. Do rewards work? Yes, they increase desired behavior. -Using a reward: 1. Intended Effect: Promotes compliance 2. Unintended Side Effect: Undermines motivation, interferes with the quality and process of learning, interferes with capacity for autonomous self regulation. Pg. 124-125

Negative Reinforcers

Any stimulus when removed increases the future desired behavior...

Punishers

Decreases the future probability of the undesired behavior... Research shows that it is actually an ineffective motivational strategy.

Creativity

Enhances spontaneity, originality, personal authenticity, and creativity... Pg. 132

Positive Reinforcers

Increases desired behavior...

Amotivation

No motivation ...4 different types. Pg. 147

Engagement

The higher the motivation, the greater will be his engagement in the task at hand.

Intrinsic Motivation

The inherent propensity to seek out novelty and challenge, to extend excursive one's capacities, to explore, and learn. -Promotes high quality learning -Optimal Functioning and well-being Pg. 130 **People develop and grow