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Intrinsic motivation describes the drive of internal rewards, like enjoyment, a sense of accomplishment, or the need to satisfy curiosity.
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In corporate-learning terms, the learners might not enjoy the process of learning new things, but the promise of a pay rise motivates them to continue. They focus on the outcome and what they can gain from the activity. Extrinsically motivated people aren’t driven by the action or behavior itself. If we look a little closer at motivation, it usually falls into 1 of 2 categories: Intrinsic and extrinsic.Įxtrinsic motivation involves doing something for external rewards, like money or praise. Motivation is the fuel that keeps your learners invested in their training. Do the learners enjoy the process and gain new skills because of it? Do they value the training enough to make the effort? If the answer is no, it could be that you haven’t given them the motivation they need. What we should be thinking about is desire, and behavior. When we talk about engagement, we often make the mistake of thinking about logins and completion rates. The trouble is that this has proven to be a very elusive goal, and many of these initiatives follow a similar trajectory: An initial, fleeting burst of interest which gradually tails off, leaving no lasting impact. Whether they opt for online learning or classroom-based training, learning managers look for solutions that can secure long-term learner engagement. We can all agree, however, that no delivery method can have an impact if it doesn’t engage the learner. A debate has raged for years about the best, most efficient way to deliver the training and ensure it sticks. Learning and Development professionals usually have the same mission – to help their learners gain the skills and form the habits that benefit the organization. Intrinsic And Extrinsic Motivation In Online Learning: What Are The Differences?