Model Answer
0 min readIntroduction
Motivation, the driving force behind human action, is a cornerstone of effective public administration. While often used interchangeably, intrinsic and extrinsic motivation represent fundamentally different psychological mechanisms. Intrinsic motivation stems from internal rewards – a sense of accomplishment, enjoyment, or personal growth – while extrinsic motivation arises from external factors like rewards, recognition, or fear of punishment. Recent research in behavioral economics and organizational psychology increasingly highlights the superior impact of intrinsic motivation on sustained performance and innovative thinking, particularly in complex and knowledge-based roles prevalent in modern public service. This answer will examine the assertion that intrinsic motivation, in comparison to extrinsic motivation, leads to enhanced performance and creativity.
Understanding Intrinsic and Extrinsic Motivation
Intrinsic Motivation: This refers to engaging in an activity for the inherent satisfaction it provides. It’s driven by interest, enjoyment, and a sense of purpose. Individuals intrinsically motivated are more likely to persist in the face of challenges and exhibit greater engagement. Deci and Ryan’s Self-Determination Theory (1985) posits that intrinsic motivation flourishes when individuals feel autonomous, competent, and connected.
Extrinsic Motivation: This involves performing an action to attain a separable outcome, such as a reward or to avoid a punishment. While effective in the short term, extrinsic motivation can diminish once the reward is removed or the threat of punishment subsides. It often focuses on task completion rather than the quality of work or innovative thinking.
Impact on Performance
While both types of motivation can drive performance, their effects differ significantly. Extrinsic motivation often leads to a focus on quantifiable metrics and short-term goals. This can be beneficial in routine tasks requiring efficiency and adherence to procedures. For example, performance-based bonuses in tax collection might increase revenue in the short run.
However, intrinsic motivation fosters a deeper level of engagement and commitment. Employees driven by intrinsic factors are more likely to go the extra mile, take ownership of their work, and demonstrate higher levels of sustained performance. A civil servant genuinely passionate about environmental conservation is likely to be more effective in implementing environmental policies than one solely motivated by promotion prospects.
Impact on Creativity
Creativity, a crucial element of effective public administration, is significantly enhanced by intrinsic motivation. Extrinsic rewards can sometimes stifle creativity by encouraging conformity and risk aversion. Individuals may focus on producing outputs that guarantee rewards rather than exploring novel solutions.
Intrinsic motivation, conversely, encourages experimentation, exploration, and a willingness to embrace failure as a learning opportunity. When individuals are genuinely interested in a problem, they are more likely to think outside the box and develop innovative solutions. The success of the ‘Hackathons’ organized by MyGov, where citizens voluntarily contribute innovative solutions to public problems, exemplifies the power of intrinsic motivation in fostering creativity.
Comparing and Contrasting: A Table
| Feature | Intrinsic Motivation | Extrinsic Motivation |
|---|---|---|
| Source | Internal (interest, enjoyment) | External (rewards, punishments) |
| Focus | Process & Learning | Outcome & Completion |
| Sustainability | High – self-sustaining | Low – dependent on external factors |
| Creativity | Enhanced – encourages exploration | Potentially stifled – encourages conformity |
| Performance | Sustained, high quality | Short-term, metric-driven |
The Role of Public Service Values
The public service ethos, emphasizing values like integrity, accountability, and public service, inherently aligns with intrinsic motivation. Attracting and retaining individuals motivated by a desire to serve the public good is crucial for building a responsive and effective bureaucracy. Over-reliance on extrinsic rewards can erode these values and lead to a culture of compliance rather than commitment.
However, a complete dismissal of extrinsic motivation is impractical. A balanced approach, combining intrinsic motivators like opportunities for professional development and recognition of contributions with appropriate extrinsic rewards, is often the most effective strategy.
Conclusion
In conclusion, while extrinsic motivation can be a useful tool for achieving short-term goals and ensuring compliance, intrinsic motivation demonstrably leads to enhanced performance, greater creativity, and a stronger commitment to public service values. Public administration systems should prioritize fostering an environment that nurtures intrinsic motivation by empowering employees, providing opportunities for growth, and recognizing their contributions beyond mere quantifiable outputs. A shift towards intrinsic motivation is not merely a matter of improving efficiency; it is fundamental to building a public service that is truly responsive, innovative, and dedicated to the well-being of citizens.
Answer Length
This is a comprehensive model answer for learning purposes and may exceed the word limit. In the exam, always adhere to the prescribed word count.