Author(s): Irena Vipavc Brvar (CESSDA/UL-ADP), AI supported
Dr. Juan Luis Fuentes (Faculty of Education, Complutense University of Madrid) provides valuable insights into the distinction between extrinsic and intrinsic motivation and emphasises the role of autonomy in promoting genuine satisfaction. He emphasises that autonomous motivation is defined by the satisfaction that lies in the activity itself and not in external rewards or consequences. This distinction is key to understanding how motivation works in personal and professional contexts.
The Greek Perspective: Poiesis vs. Praxis
To further illustrate this concept, Dr. Fuentes refers to ancient Greek terminology. The Greeks distinguished between “poiesis” (production) and “praxis” (action).
- Poiesis means to produce something with a tangible result. The value lies in the result and not in the process itself.
- Praxis, on the other hand, is an action that carries value in itself. Even if the end product fails, the process retains its meaning due to the knowledge or experience gained.
This distinction also extends to the way in which we attach value to activities and people. Everything can have a price, but not everything has a value. A price can be assigned to objects, but the value of a person is intrinsic and cannot be reduced to a monetary figure. Dr. Fuentes warns that if we strive solely for extrinsic rewards, we could fall into what he calls the “endless chain of utilitarianism,” in which actions are dictated by external incentives rather than personal fulfillment.
The Impact of External Rewards on Motivation
Dr. Fuentes points to important research, particularly the work of Deci and Ryan, that examines the effects of external rewards on motivation. One of the foundational studies by Edward Deci in 1971 examined whether external rewards increase motivation. In the study, two groups of students were given a puzzle to solve:
- Group A received a financial reward for solving the puzzle.
- Group B received no external rewards.
The results showed that intrinsic motivation decreased in the group that received a financial reward. When external rewards came to the fore, intrinsic motivation was displaced, leading to a loss of personal engagement and satisfaction with the activity itself. This has significant implications for workplaces and educational settings where extrinsic motivators such as salaries, deadlines and external evaluations are frequently used.
The Importance of Intrinsic Motivation
While external rewards (such as salary) are necessary, Dr. Fuentes argues that they should not be the sole driving force. He points to Abraham Maslow’s question, “What do we need not only to live, but to live well?” This question underlines the importance of intrinsic motivation, i.e. engaging in activities that have meaning beyond material rewards.
Discussion and Reflection
Dr. Fuentes encourages reflection by asking key questions:
- Have you ever felt a constant dissatisfaction in your job due to external motivators?
- Can you give an example of extrinsic motivation where you are constantly chasing something that is beyond your control?
- Conversely, do you have an example of intrinsic motivation, where you do something for its own sake?
He emphasizes that understanding these concepts is not only theoretical, but also very practical. If we recognize intrinsic and extrinsic motivations in our professional and research contexts, we can create an environment where autonomy and self-actualization are paramount.
Conclusion
Dr. Fuentes highlights that extensive research across different cultures and disciplines supports Self-Determination Theory. Motivation is complex, but recognizing and balancing intrinsic and extrinsic factors can lead to greater autonomy, satisfaction, and overall well-being.
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