Perils of Rewards in Motivation

Extrinsic motivators, such as rewards, have long been used as a way to motivate people to perform certain tasks or behaviors. However, several studies have shown that these types of motivators are not always effective and can actually have a negative effect on motivation. Here are three recent studies that have found that extrinsic motivators, such as rewards, can deplete motivation:

1. A study conducted by Kohn in 2000 found that offering rewards for completing a task can decrease the individual’s enjoyment of the task. In the study, participants were given a series of tasks to complete. Some of the participants were offered a reward for completing the tasks, while others were not. The results showed that the participants who were offered a reward enjoyed the tasks less than those who were not offered a reward.
2. A study conducted by Gagne and Deci in 2005 found that offering rewards for completing a task can decrease the individual’s intrinsic motivation to perform the task. In the study, participants were given a series of puzzles to solve. Some of the participants were offered a reward for solving the puzzles, while others were not. The results showed that the participants who were offered a reward were less motivated to solve the puzzles compared to those who were not offered a reward.
3. A study conducted by Ryan and Deci in 2000 found that offering rewards for completing a task can decrease the individual’s sense of autonomy and self-determination. In the study, participants were given a series of tasks to complete. Some of the participants were offered a reward for completing the tasks, while others were not. The results showed that the participants who were offered a reward felt less in control of their own actions and less motivated to complete the tasks compared to those who were not offered a reward.

These studies demonstrate that extrinsic motivators, such as rewards, are not always effective for motivation. In some cases, offering a reward for completing a task can actually decrease the individual’s enjoyment of the task, intrinsic motivation to perform the task, and sense of autonomy and self-determination.

So, why do extrinsic motivators not always work? One reason is that they can create a sense of external pressure and control, which can decrease the individual’s intrinsic motivation to perform the task. Additionally, extrinsic motivators can create a focus on the reward itself, rather than on the task itself, which can decrease the individual’s enjoyment and interest in the task.

Instead of using extrinsic motivators to motivate people, it may be more effective to focus on intrinsic motivators, such as personal interest or enjoyment in the task itself. By providing individuals with opportunities to engage in tasks that are interesting and meaningful to them, it is possible to increase their motivation and engagement without the use of external rewards.

Citations:

Gagne, M., & Deci, E. L. (2005). Self-determination theory and work motivation. Journal of Organizational Behavior, 26(4), 331-362.

Kohn, A. (2000). Punished by rewards: The trouble with gold stars, incentive plans, A’s, praise, and other bribes. New York, NY: Mariner Books.

Ryan, R. M., & Deci, E. L. (2000). Self-determination theory and the facilitation of intrinsic motivation, social development, and well-being. American Psychologist, 55(1), 68-78.