People who are intrinsically motivated are motivated by things from the inside. It is a common misconception that they do not need reward but that it false. For example, reading an article for a school project would be extrinsic motivation since you probably want a good grade, However, reading that same article to gain perspective or knowledge would be intrinsic motivation. These types of employees become focused when they’re presented with a clearly defined goal, a system of measurable progress toward that goal, a notion of increased status when the goal is achieved, and meaningful rewards for achieving the goal (Five Intrinsic Motivators and How They Impact Employee Engagement, 2017). These four factors provide the right balance of reinforcement to induce interest and promote participation. They lay the foundation for a successful program because while they leverage extrinsic tactics, they tap into intrinsic motivation, that internal, emotional fuel that drives humans to engage in an activity for its own sake, because it is personally rewarding. Extrinsically motivated workers are motivated by incentives and external rewards. Things such as pay, promotion, and job security are external factors that motivate the extrinsically motivated worker to perform at their best.  When employees are satisfied with their jobs, pay, and the company overall, productivity is at its highest. People who are extrinsically motivated will continue to perform an action even though the task might not be in and of itself rewarding. A person who works in a manufacturing position, for example, might perform a number of routine tasks that are not enjoyable. Because this person is receiving an extrinsic reward (a paycheck) for completing these tasks, he or she will feel motivated to perform them (Cherry, 2017).

Five Intrinsic Motivators and How They Impact Employee Engagement. (2017, February 14). Retrieved July 12, 2017, from

Cherry Kendra (2017). How Does Extrinsic Motivation Influence Behavior? Retrieved July 12, 2017, from