Motivation from Inside and Outside
Motivated staff and volunteers are essential to a successful organization and it is imperative for leaders to identify the difference between internal and external motivation, according to Joseph Albert, Ph.D., associate dean, School of Professional Studies at Gonzaga University in Spokane, Wash.
During a recent conference, Albert described external motivation as something outside of a person to which the person attributes the cause of their behavior. People who are externally motivated will persist in the task as long as the external motivator is present and the quality of the externally motivated behavior is akin to being "pushed" to do something, he added.
Internal motivation occurs when the person attributes an internal experience to the cause of their behavior, and that valued experience occurs while pursuing the task. Albert said that, in a sense, people experience a "pull" by the nature of the task itself. People who are internally motivated exhibit higher levels of motivation, effort, creativity, and persistence in accomplishing the task, he added. External motivation and internal motivation is an example of control (external) versus commitment (internal).
Externally motivated behavior persists as long as the reward or punishment is apparent. In a sense, workers are "controlled" by the external stimuli.
Internally motivated behavior requires no threat or reward. The reward is the feeling that comes with accomplishing the task.
Commitment is greater.
Internal motivation includes:
- Pride in workmanship.
- Joy of work.
- Persistence in the face of obstacles.
- Creative approaches to problem solving.
- No need to be reminded, pushed, pressured, or rewarded by superiors.
- Reduced stress.
- High levels of job satisfaction.
- Low rates of absenteeism.
Source: Nonprofit Times
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