The debate surrounding positive reinforcement and its impact on intrinsic motivation has been a subject of extensive discussion and research in psychology. This topic is particularly intriguing from a behavioural perspective as it delves into the intricate interplay between external rewards and internal drives. Intrinsic motivation can be described as the own personal will to take part in the activity that is undertaken and that keeps itself going just because of the immediate satisfaction provided, which gives an impression of personal freedom, purposefulness, and a single goal to gain knowledge and to be perfect at it. These multifaceted desires can often be found in common among different people, such as self-determination and the pleasure from the process. Moreover, positive reinforcement involves the external providing of rewards or incentives, where the process is based on cognitive operant conditioning theory.
The discussion’s central issue is the extent of extrinsic awards on the levels of intrinsically motivated behaviour. Critics say that such positive reinforcement, or the reward as it is dubbed “bribery”, may negatively affect intrinsic motivation because the focus is shifted from the activity itself to the reward. They state that people may engage in an activity for the reward they expect to receive rather than because they enjoy doing that. Therefore, some academic sources recommend against rewards since other researchers have described how extrinsic awards can lessen intrinsic drive, particularly in jobs that may already have meaning and significance for the person doing them (Steffens et al., 2022). On the other hand, it is paramount to account for intrinsic and extrinsic motivation, which are the complementary ones. By using extrinsic motivators with deliberation and in the context of circumstances, the lowering occurs at the intrinsic motivation. They may instead spark an impetus that initially projects behavioural changes until self-motivation transpires.
Emphasis on different rewards is different in every circumstance, as well as people’s uniqueness. The particular type of task to be performed is also a significant factor. Daily chores or mundane tasks call for extrinsic rewards to keep the rewards for continued effort. Consequently, intrinsic motivation should play a leading role whenever applicable, whether for creative or explorative tasks that require in-built interest and self-expression. Successful positive reinforcement is created by recognising the individual accomplishments and giving him the freedom to be himself. When individuals regard rewards as informative and supportive, their intrinsic satisfaction is reinforced because they feel competent and self-determined, the central components of the Self-Determination Theory (Steffens et al., 2022).
Steffens et al. (2022) confirm the delicate part taken by intrinsic and extrinsic drive, which are by no means the most critical factors of autonomy, competence, and relatedness that give rise to innate drive. Beyond that, findings have indicated how positive affirmation contributes to inherent motivation if used cautiously (Van den Broeck et al., 2021). Therefore, rewards should not be classified as bribery but rather as reinforcing positive behaviours without destroying those profound motivations from within. Notwithstanding that, behaviour analysts should strive to find a balance that suits individuals in providing external reinforcements and developing internal motivation over a prolonged period while in the quest for personal improvement and growth.
References
Barto, A. G. (2012). Intrinsic Motivation and Reinforcement Learning. Intrinsically Motivated Learning in Natural and Artificial Systems, pp. 17–47. https://doi.org/10.1007/978-3-642-32375-1_2
Steffens, N. K., Ryan, M. K., & Rink, F. (2022). Organisational Psychology: Revisiting the Classic Studies. Www.torrossa.com, 1–100. https://www.torrossa.com/gs/resourceProxy?an=5409530&publisher=FZ7200#page=74
Van den Broeck, A., Howard, J. L., Van Vaerenbergh, Y., Leroy, H., & Gagné, M. (2021). Beyond intrinsic and extrinsic motivation: A meta-analysis on self-determination theory’s multidimensional conceptualization of work motivation. Organizational Psychology Review, 11(3), 204138662110061. https://doi.org/10.1177/20413866211006173
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