CAPE BRETON UNIVERSITY, SYDNEY, NOVA SCOTIA,

CANADA

Impacts of Intrinsic Verses Extrinsic Motivation on Employee

performance

: STUDENT
MEMBER STUDENT NAME EMAIL
ID
1 Jatinder Singh Rayat 0268170 CBU21BDTB@cbu.ca

2 Indu Sharma 0272916 CBU22BHQR@cbu.ca

3 Kirti Kashyap 0273902 CBU22BKLM@cbu.ca

4 Isra Zubair 0273622 CBU22BKLG@cbu.ca

5 Sahil Nagpal 0273005 CBU22BJKQ@cbu.ca

ABSTRACT
The study investigates the connection between motivation and
employee performance, specifically delving into the strategic
role of extrinsic motivation. It systematically explores the
advantages of goal alignment and reinforcement through
external rewards, alongside acknowledging challenges
associated with overemphasis on extrinsic motivators.

Focus on Extrinsic Systematic Strategic Advantages and Challenges of Balance of Extrinsic

Motivation Exploration Significance Reinforcement Overemphasis and Intrinsic
 INTRODUCTION
Research Focus:
• Comprehensive examination of the impact of
extrinsic motivation on employee performance.
• Uncovering intricacies of its advantages,
disadvantages, and dynamic interplay with
intrinsic motivation.
• Aim to provide organizations with nuanced
insights to optimize motivational strategies and
cultivate a high-performing workforce.
INTRINSIC MOTIVATION

• Intrinsic motivation is the drive to perform an action based on the inherent fulfillment of
the activity itself, rather than seeking external rewards or specific outcomes.
• Acting from intrinsic motivation means engaging in an activity purely for its own sake,
without the primary goal of obtaining external rewards such as cash, prizes, or
recognition.
• Examples include activities like gardening, painting, playing a game, storytelling, going
on a walk, or reading a book. These actions are undertaken for the joy they bring,
irrespective of potential rewards.
• Intrinsic motivation is characterized by being driven by internal incentives, in contrast
to external rewards from the outside world. The focus is on the inherent satisfaction
derived from the activity itself.
• While intrinsically motivated behaviors may not seek external rewards, they often come
with their own rewards, such as creating positive emotions within the individual,
contributing to a sense of fulfillment and satisfaction.
Factors that promote intrinsic
motivation include

CURIOSITY CHALLENGE ACKNOWLEDGME

NT

BELONGING.
PROBLEM-
SOLVING.
INTRINSIC MOTIVATION

The Link between Intrinsic Motivation and Work

Performance
G
r
e
a An innate desire
t to learn
e
r

r
e Better mental
Loyalty
t and
health and
commitment
e wellbeing
n
t
i
o
n
Better results Resilience
r
a
t
e
s
Extrinsic
motivation
Extrinsic motivation, comprising rewards and
recognition, positively impacts employee performance
by enhancing efforts and task performance. Research
indicates it leads to increased productivity, goal setting,
and organizational commitment. However, individual
differences and contextual fairness influence its
effectiveness. Overall, extrinsic motivation fosters
heightened work engagement, job satisfaction, and
organizational loyalty.
The impact depending on various factors

Rewards
Individual Differences
and recognition

Timing and Duration Goal setting

Task complexity
 Advantages of Intrinsic Motivation

Enhance
Sustainable Autonomy and
creativity and
Management control
problem solving
Disadvantages of Intrinsic Motivation

Varied
Subject to
individual
burnout
interest
 Merits and demerits

Advantages of Extrinsic
Motivation Tangible
Adaptability reward and
recognition

Goal
achievement
Conclusion
Conclusion

This research underscores the nuanced impacts of intrinsic and

extrinsic motivation on employee performance, emphasizing their
advantages and pitfalls. Balancing these motivators is essential for
cultivating environments that blend short-term performance with
sustained engagement. Acknowledging the complexities in the
interplay between these motivations, organizations can refine
strategies to optimize both and foster a holistic approach. This
research serves as a foundational platform for organizations to
enhance motivational paradigms, creating a high-performing and
fulfilled workforce
Thank
you !