The term motivation describes why a person does something. It is the driving force behind human actions. Motivation is the process that initiates, guides, and maintains goal-oriented behaviors.
For instance, motivation is what helps you lose extra weight, or pushes you to get that promotion at work. In short, motivation causes you to act in a way that gets you closer to your goals. Motivation includes the biological, emotional, social, and cognitive forces that activate human behavior.
Motivation also involves factors that direct and maintain goal-directed actions. Although, such motives are rarely directly observable. As a result, we must often infer the reasons why people do the things that they do based on observable behaviors.1
Learn the types of motivation that exist and how we use them in our everyday lives. And if it feels like you've lost your motivation, do not worry. There are many ways to develop or improve your self-motivation levels.
Types of motivation
In general, motivation falls into two broad categories: autonomous and controlled. Each of these main motivation types has several different subcategories.
According to the Self-Determination Theory of Motivation (SDT), all types of motivation exist on a continuum, known as the Perceived Locus of Causality or PLOC. The continuum ranges between behaviors motivated by purely intrinsic reasons and those performed amotivationally or without clear reason.
Autonomous
Autonomous motivation is fueled by internal drives, such as self-enjoyment, satisfaction, and curiosity.
When our actions are driven by autonomous motivation, we pursue goals because they meet our psychological needs. SDT identifies our main psychological needs as three main categories:
According to SDT, our motivation is influenced by our psychological needs. When our needs are met, we can pursue our goals more autonomously [4].
Examples of autonomous motivation
Controlled
In SDT, we develop controlled motivation when our goals do not involve meeting our psychological needs. Instead, we are reaching for externally defined markers of success or rewards. Controlled motivation is also used to reach avoidance end goals. For example, preventing negative feelings like guilt or avoiding punishment or judgment.
Examples of controlled motivation:
Autonomous vs. Controlled
Researchers have found that when compared to controlled motivation, autonomous motivation correlates with higher levels of wellness and performance. Professor Edward Deci explains more about the Self-Determination Theory and the differences between autonomous and controlled motivation: Self-Determination Theory.
Types of autonomous motivation
Intrinsic
Intrinsic motivation drives behaviors that reap internal rewards, such as happiness or fulfillment. Psychological benefits, such as increased self-confidence or self-expression are also intrinsic rewards. Behavioral psychologists believe that intrinsic motivation arises from our psychological need for development and growth.
Usually, the goal is self-determined, and not influenced by external factors. Intrinsically motivated behaviors are easier for an individual to maintain. For this reason, intrinsic motivation is associated with higher rates of goal completion [5].
Identified Motivation
Identified motivation is a subcategory of intrinsic motivation. People use identified motivation when they are working towards goals that somehow align with their values or sense of self [6]. Unlike intrinsically motivated tasks, the person may not fill their need solely from the action. Instead, by completing the task or action, they can progress on an internal goal.
For example, imagine someone with a love of architecture who wishes to be a real estate agent. They may find the job of viewing and showcasing properties highly internally rewarding. However, in order to do so, they must obtain a real estate license. This requires passing a test, which they may or may not find intrinsically motivating.
Identified motivation is not as durable as intrinsic motivation [7]. When students are intrinsically motivated to take exams (doing the exam provides an internal sense of accomplishment or challenge), they demonstrate higher levels of well-being no matter how they score on the test. On the other hand, the post-exam well-being of test-takers driven by identified motivation depends largely on their result [8].
While it is not as conducive to well-being as purely intrinsic motivation, identified motivation is a powerful tool. Research has found that identified motivation can increase school engagement and lower the risk of dropping out [9].
Types of Controlled Motivations
Introjected Motivation
Introjected motivation lies in the middle of the PLOC because it is fueled by a combination of extrinsic and intrinsic rewards.
Introjected motivation occurs when external pressures or expectations are somewhat internalized [10]. Since external expectations set some of the standards for introjected motivation, SDT does not view this motivation type as completely autonomous [11]. Much of the driving factors behind introjected behaviors is to receive an external reward that aligns with one’s values or self-perception.
Take, for example, an individual who places a high emphasis on knowledge and values intelligence. If this person lives in an environment where intelligence is defined as having a doctorate degree, they may feel introjected motivation to continue their studies.
While their actions align with their internal values, the path they choose is based on external standards and expectations.
Introjected motivation can be highly powerful. Studies show that it can increase effort in meeting health-related exercise goals [11]. However, the internal motivation for introjected behavior is often negative, such as feelings of guilt or pressure.
For this reason, actions motivated by introjection can be difficult to sustain over time. Researchers have noted that succeeding in goals set by introjected motivation can also boost self-confidence [12].
Extrinsic
Extrinsic motivation are rewards that originate outside of ourselves. This can include money, fame, or recognition. Extrinsic motivators can also be more abstract, such as approval or belonging.
As we know, extrinsic rewards can be highly motivating. An external reward can generate motivation for a task that individuals may not want to perform. Extrinsic rewards can also incentivize people who are losing steam while working towards a long-term goal.
On the other hand, extrinsic motivation has limitations [13]. There is evidence that extrinsic rewards may reduce intrinsic motivation. Extrinsic motivation must be used strategically for best results.
There are several subcategories of extrinsic motivation. Most extrinsic rewards can generate multiple types of motivation at the same time.
Incentive motivation
As the name suggests, this type of extrinsic motivation is fueled by interest in the reward rather than the process [14]. This is similar to the autonomous identified motivation, except that the reward is external.
For example, imagine that your boss announces that there is a backlog of paperwork that needs to be filed. Whoever devotes the most hours to this task can earn a monetary bonus. You may not derive a sense of satisfaction from physically filing away each document, but your interest in earning the bonus motivates your behavior.
Incentive motivation is useful for increasing interest in short-term behaviors. While the bonus could incentivize you to spend a few hours a week filing paperwork, it most likely wouldn’t be enough to sustain you if that task was your full-time job.
Achievement-based motivation
If we want to engage in an activity over a long period of time, achievement-based motivation is the most suitable source of energy and focus.
While the benefits of hitting achievement-based goals are felt internally, such as a sense of accomplishment or pride, the reward itself is external. This includes visible rewards like promotions, job title changes, or trophies.
One of the downsides of achievement-based motivation is that outcomes can greatly impact a person’s well-being. People who are driven by this type of motivation may only pursue tasks with a very low chance of failure. They may be reluctant to learn new skills as they find more motivation in achievement than learning or experience [15]. Further, focusing solely on outcomes can lead to deceitful practices, such as cheating or cutting corners, to meet goals.
Fear-based motivation
Fear is a powerful and motivating emotion. Many of our behaviors are driven by fear-based motivation. For example, we may come to work on-time every day out of fear of being fired for lateness. Or we might set health and financial goals based on fears or concerns for our future selves.
Fear-based motivation, like other types of extrinsic motivation, must be used sparingly. Operating in a constant state of fear can wear out performance over time. In the workplace, cut-throat environments that leave people fearful for their livelihood can undermine rather than enhance productivity [16].
For the same reasons, relationship experts do not recommend that people issue ultimatums to their partners. If partners only change their behaviors out of fear of losing the relationship, it can erode security and foster resentment [17].
Affiliation motivation
Affiliation motivation is connected to our psychological need for belonging. However, the motivation for wanting to build relationships with specific people, groups, or organizations is derived from external metrics, such as status or approval. This is in contrast to internal rewards, such as the enjoyment of being a good friend.
Affiliation rewards may offer additional social rewards outside of the connections. For example, joining an exclusive club offers access to a network of powerful people. At the same time, simply being a member of the club can also reap admiration, respect, or recognition from others [18].
Amotivation
Amotivational tasks are ones people feel compelled to complete but do not perceive to have an external or internal reward. This happens because an individual doesn’t have goals or ambitions.
This can also appear when an individual doesn’t find value in the reward. For example, someone may attend a social gathering but derive no internal pleasure from meeting new people and have no affiliation motivation for making new connections.
How to Leverage Motivation Types
Combine several types together
Some kinds of motivation have a synergistic effect [19]. For example, tasks that combine incentive and achievement-based rewards are more motivating than incentives alone for some people
Increase intrinsic motivation for extrinsic goals
Intrinsic motivation can increase engagement and dedication to long-term goals [21]. It can also increase interest and satisfaction in the process of achieving extrinsic rewards.
Here are a few ways to incorporate intrinsic motivation into all tasks:
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