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 public sector reform increasingly emphasizes the importance of fostering intrinsic motivation within the workforce to enhance both efficiency and innovation, particularly in complex and rapidly changing environments. 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 be self-directed, persistent, and committed to their work. 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 obtain a reward or avoid a punishment. It relies on external incentives and can include financial bonuses, promotions, or even avoiding reprimands. While effective in the short term, extrinsic motivation can sometimes undermine intrinsic motivation if not carefully managed.
Impact on Performance
Both intrinsic and extrinsic motivation can lead to improved performance, but their effects differ. Extrinsic motivation often results in a focus on quantifiable outcomes and short-term gains. Employees may prioritize tasks that directly lead to rewards, potentially neglecting other important aspects of their work. For example, a sales target driven by commission (extrinsic) might lead to aggressive sales tactics but compromise customer service.
Intrinsic motivation, however, fosters a deeper engagement with the work itself. Employees are more likely to invest effort, seek challenges, and persevere through difficulties. This leads to sustained high performance and a greater willingness to go the extra mile. Consider a civil servant genuinely passionate about environmental conservation (intrinsic) – they are more likely to proactively seek solutions to complex environmental problems, even without direct incentives.
Impact on Creativity
Creativity is significantly more strongly linked to intrinsic motivation. Extrinsic rewards can sometimes stifle creativity by encouraging conformity and risk aversion. When individuals are focused on pleasing others or achieving specific outcomes, they are less likely to explore novel ideas or challenge the status quo. The ‘reward effect’ in creativity research demonstrates that offering external rewards for creative tasks can actually decrease the originality of the output.
Intrinsic motivation, on the other hand, encourages exploration, experimentation, and a willingness to take risks. Individuals driven by curiosity and a desire for self-expression are more likely to generate innovative solutions. For instance, the development of open-source software relies heavily on the intrinsic motivation of programmers who contribute their time and expertise out of a passion for coding and collaboration.
Comparing and Contrasting: A Table
| Feature | Intrinsic Motivation | Extrinsic Motivation |
|---|---|---|
| Source | Internal (interest, enjoyment) | External (rewards, punishments) |
| Focus | Process & Learning | Outcome & Reward |
| Performance | Sustained, high quality | Short-term, task-specific |
| Creativity | Enhanced, innovative | Potentially stifled, conformist |
| Persistence | High, even in face of obstacles | Dependent on reward availability |
The Role of Public Administration
Public administration must recognize the importance of both types of motivation, but prioritize fostering intrinsic motivation. This can be achieved through:
- Job Design: Creating roles that are challenging, meaningful, and allow for autonomy.
- Empowerment: Giving employees greater control over their work and decision-making processes.
- Recognition: Acknowledging and appreciating employees’ contributions, not just through financial rewards, but also through public praise and opportunities for professional development.
- Values-Based Leadership: Promoting a culture of public service that emphasizes ethical conduct, social impact, and a commitment to the common good.
Conclusion
In conclusion, while extrinsic motivation can be a useful tool for achieving short-term goals, intrinsic motivation demonstrably leads to enhanced performance and, crucially, greater creativity. Public organizations that prioritize fostering intrinsic motivation through thoughtful job design, empowerment, and a strong ethical culture are more likely to attract and retain talented employees, drive innovation, and effectively address the complex challenges facing society. A balanced approach, recognizing the value of both, is ideal, but a sustained focus on nurturing intrinsic motivation is essential for long-term success in the public sector.
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.