10 Intrinsic Motivators Examples: Theory, Factors, Benefits

Intrinsic motivators are factors that motivate people from within. They are driven by personal interest or enjoyment in the task itself. Unlike extrinsic motivators, intrinsic motivators do not come from external rewards such as money or recognition.

In this blog post, we will discuss the theory of intrinsic motivation and explore the factors and benefits that make it so powerful.

What is Intrinsic motivation?

Intrinsic motivation involves a powerful force that can lead people to experience great satisfaction and fulfillment in their lives. When intrinsically motivated, people are driven to act for its sheer fun or challenge rather than because of external rewards.

This type of motivation often leads to deeper levels of engagement and enjoyment, as well as increased creativity and focus. Intrinsic motivation can be fostered in many ways, but one of the most effective is simply providing opportunities for people to experience autonomy, choice, and mastery in their pursuits.

When people feel they have some control over their actions and can see the results of their efforts, they are much more likely to be intrinsically motivated. By promoting intrinsic motivation, we can help people to lead more fulfilling and satisfying lives.

Related: Arousal Theory of Motivation

Why is Intrinsic motivation important?

Intrinsic motivation is important for several reasons. First, it helps to ensure task persistence. We are more likely to see it through to the end when intrinsically motivated to complete a task. This is because we are driven by personal interest or enjoyment in the task. Intrinsic motivation is also associated with positive affect.

Individuals intrinsically motivated to complete a task are more likely to approach it with a positive attitude. This is important for creative work, as the love of the task often drives creative individuals to explore different solutions and find innovative ways to complete a project.

For example, intrinsic motivation is important for employee engagement. Employees who are intrinsically motivated to do their work are more likely to be engaged in their job and committed to their organization.

Related: Motivators at Work

Intrinsic motivation vs. extrinsic motivation

Intrinsic and extrinsic motivation are two different types of motivation. Intrinsic motivation comes from within oneself, while extrinsic motivation arises from external factors. When someone is intrinsically motivated, they engage in an activity solely because they enjoy it and get personal satisfaction.

Conversely, when someone is extrinsically motivated, they do something to gain an external reward. Intrinsic motivation is often more sustainable than extrinsic motivation because it does not rely on external factors that may be out of one’s control. Instead, intrinsic motivators rely on internal rewards.

Furthermore, intrinsic motivation is usually more likely to lead to long-term success because it is self-driven.

Intrinsic Motivators Examples

Below are some of the best Intrinsic motivation examples:

1. Doing something because you enjoy it or find it interesting, rather than because you feel you have to or it is required of you.
2. Finding satisfaction and a sense of accomplishment from doing something simply because you wanted to do it, not because anyone told you to do it or because you stood to gain anything from it.
3. Enjoying the process of achieving a goal, rather than just the feeling of success that comes from reaching the destination.
4. Doing something for intrinsic rewards rather than for external rewards such as money or recognition.
5. Feeling motivated by a personal challenge or desire to improve rather than by competition or the approval of others.
6. Having a strong sense of autonomy and feeling like you are in control of your own life and destiny.
7. Valuing the process of learning and growth more than the result.
8. Being driven by a desire to make a difference or contribute to something larger than yourself.
9. Having a passion for what you do and finding meaning and purpose in your work or activities.
10. Enjoying a sense of Flow or “the zone” where you are so engrossed in what you are doing that time seems to stand still, and you lose track of everything else around you.

Related: Incentive Theories of Motivation

6 Factors That Promote Intrinsic Motivation

Many different factors can promote intrinsic motivation. Below are six of the most important intrinsic motivation factors:

1. Autonomy

The concept of autonomy is often cited as a critical factor in employee or workplace motivation. Studies have shown that people are more likely to be intrinsically motivated if they feel they are in control of their lives and destiny. This includes feeling like you have a say in what you do, how you do it, and why.

When employees feel autonomous, they are more likely to be engaged in their work and experience higher levels of satisfaction. There are several ways that employers can promote autonomy in the workplace, such as allowing employees to make decisions, providing flexible work arrangements, and encouraging and motivate employees to share their ideas.

Employers can create an environment more conducive to employee motivation and engagement by fostering a sense of autonomy.

2. Mastery

Mastery is a powerful intrinsic motivator. When we feel like we are mastering a skill or learning new things, we are more likely to stay engaged and motivated. The desire to get better and better at something can help us overcome challenges and achieve our goals.

There are a few things that contribute to a sense of mastery. First, we need a clear goal to focus on. Second, we need feedback so that we can track our progress.

And finally, we need to believe that we can improve our skills and reach our goals with effort and practice. When we have all of these elements in place, we are more likely to stay motivated and achieve success.

3. Purpose

Intrinsic motivation is driven by a desire to do something that is personally enjoyable or interesting rather than because it will lead to an external reward. When people are intrinsically motivated, they are more likely to persist in the face of challenges and setbacks and to view their successes as a result of their efforts.

Many different things can contribute to a sense of purpose, but one of the most important is feeling like what you are doing matters and makes a difference. When people feel like their work is valuable and significant, they are more likely to be intrinsically motivated and persevere in facing difficulties.

The purpose is not something that you can simply achieve by setting a goal; it requires ongoing effort and reflection. However, the effort is worth it, as a sense of purpose has been linked to greater happiness, satisfaction, and meaning in life.

4. Relatedness

Relatedness is the need to feel connected to others, a fundamental human need. When we feel part of something larger than ourselves, we are more likely to be intrinsically motivated. Intrinsic motivation comes from within ourselves and is driven by our interest or enjoyment in the task.

When we don’t feel related, we can become disengaged and unmotivated. There are many ways to foster relatedness in our lives. We can develop relationships with others, join groups or organizations, volunteer, or simply spend time with loved ones. By making a conscious effort to feel connected to others, we can increase our intrinsic motivation and overall well-being.

5. Competence

One of the key factors in intrinsic motivation is feeling competent and capable. When we feel like we can do something, we are far more likely to want to do it.

This sense of competence can come from various sources. Sometimes it is simply learning more about a task or activity. The more we know about something, the more confident we feel in our ability to do it. Other times, it may be a matter of practice.

The more we do something, the better we get at it and the more confident we become. Either way, feeling competent is a powerful motivator. When we think we can accomplish something, we are much more likely to set our sights on achieving it.

6. FUN

Intrinsic motivation is often driven by the simple desire to have fun. When we enjoy what we do, we are more likely to want to do it. This is why so many people enjoy activities such as playing sports, listening to music, or spending time with friends and family.

When we are engaged in activities we enjoy, we naturally want to continue doing them. In contrast, when we do not appreciate what we are doing, we are less likely to want to continue doing it. This is why we must find activities we enjoy and make them a part of our lives. When we do this, we not only make our lives more enjoyable, but we also increase our chances of success.

Related: Motivation and Reward Systems for Employees

5 Benefits of Intrinsic Motivation

Many benefits come from being intrinsically motivated. Some of the most critical include:

1. Greater persistence in the face of challenges

When intrinsically motivated, we are more likely to persist in facing challenges and setbacks. This is because our interest or enjoyment drives us to the task rather than by external rewards.

This means we are more likely to stick with something even when it gets complicated. We are also more likely to persevere in the face of obstacles. This is an essential quality for achieving success in any area of life.

2. Employees perform better

When employees are intrinsically motivated, they tend to perform better. This is because they are more likely to be engaged and invested in their work.

Engaged employees are more productive, creative, and efficient. They also take less time off and are less likely to quit. Therefore, the company’s best interest must be fostering intrinsic motivation.

Intrinsically motivated employees are also more likely to be satisfied with their jobs. This is because they are doing something that they enjoy and find meaningful. Job satisfaction is essential to overall well-being, so companies should strive to create a satisfying work environment for employees.

3. Less depression, Somatization, and Anxiety

Intrinsically motivators are less likely to experience negative emotions such as depression, anxiety, and somatization. This is because we focus on activities that we enjoy and find fulfilling.

Intrinsic motivation can also help to reduce stress. This is because we are not worried about external factors such as approval or criticism. When intrinsically motivated, we are more likely to be in a positive state of mind.

This is not only good for our mental health, but it can also lead to better physical health. This is because the mind and body are interconnected. When our minds are healthy, our bodies tend to be as well.

4. Innovation and creativity

We are more likely to be innovative and creative when we are intrinsically motivated. This is because we are not limited by what others think or expect of us. Therefore, we are free to explore new ideas and possibilities.

This type of motivation often leads to breakthroughs and advances in various fields. Intrinsic motivation has been credited with playing a role in some of history’s most important inventions and discoveries.

Some of the most famous examples of intrinsic motivation include:

• The Wright brothers, who were motivated by their love of flying
• Marie Curie, who was motivated by her curiosity about the world around her
• Albert Einstein was motivated by his desire to understand the universe

5. Intrinsically motivated learning is more effective

We are more likely to be engaged and interested in the material when intrinsically motivated to learn. This is because we are driven by our curiosity and desire to understand.

Intrinsically motivated learners are more likely to retain and apply information in new situations. This is because they have a personal investment in the material.

Therefore, educators must create an environment that is conducive to intrinsic motivation. When students are intrinsically motivated, they are more likely to be successful in their studies.

Related: Examples of Positive Reinforcement

What is Self-Determination Theory?

Edward Deci and Richard Ryan first proposed self-Determination Theory (SDT) in 1985. It is a macro theory of human motivation and personality, concerned with people’s innate growth tendencies and psychological needs.

It posits that three basic psychological needs – autonomy, competence, and relatedness – are essential to human well-being. Autonomy refers to the need for self-governance or control over one’s own life; competence refers to the need for mastery or competency in one’s pursuits, and relatedness refers to the need for positive social interactions and relationships.

SDT proposes that when these needs are met, people are more likely to be motivated by intrinsic factors such as interest, enjoyment, and challenge rather than extrinsic factors such as rewards or punishments. Conversely, when these needs are not met, people are more likely to be motivated by extrinsic rewards or punishments. SDT has been applied to various domains, including education, health, workplace, and sports.

Related: Reward Programs Employees

Final Thoughts

Intrinsic motivation is a powerful tool that can lead to success in various areas. We are more likely to be engaged and interested in the material when intrinsically motivated.

This is because we are driven by our curiosity and desire to understand. Intrinsically motivated learners are more likely to retain and apply knowledge in new circumstances.

It has led to better physical health, increased innovation and creativity, and more effective learning. Therefore, it is vital to encourage intrinsic motivation.

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