Laura Miller Ed Psych 301 March 8, 2006 Intrinsic and Extrinsic Motivation Motivation, as stated in the reader, &quot;is a construct used to explain the initiation, direction, and intensity of an individual's behavior,&quot; (2001, pg. 171). In simpler terms, motivation explains why people do things. Intrinsic and extrinsic are two types of motivation, each providing a different explanation of why people engage in a task. Furthermore, the distinction between intrinsic and extrinsic motivation gives reason to why psychological compensation is important in an educational atmosphere as well as in a working environment. <a href="/keyword/intrinsic-motivation/" >intrinsic motivation</a> is the process of feeling pleasure or satisfaction in which the rewards of an activity come from participation in the task rather than from the completion of the task (Beswick, 2002). A student that studies because learning fascinates him or her is a great example of <a href="/keyword/intrinsic-motivation/" >intrinsic motivation</a> . In addition, intrinsic reward is feeling proud, satisfied, or simply happy, after finishing a task. In other words, the enjoyment you feel from successful completion of an activity is intrinsic reward. As stated by Steven Berglas in the article, When Money Talks, People Walk, &quot;over time intrinsic rewards are far more likely to motivate people,&quot; (1996). Furthermore, <a href="/keyword/intrinsic-motivation/" >intrinsic motivation</a> can be increased or reduced as a consequence of our learning experiences, thought processes, and other motivation or reinforcement in the environment (Why Behavior, 2003). While people who are intrinsically motivated engage in activities simply because they enjoy to, people that seek material rewards or praise are extrinsically motivated (reader, pg. 184). A good example of extrinsic motivation is a person working to finish a task simply to get paid. In the article, When Money Talks, People Walk, the author, Steven Berglas, thoroughly explains why employees loose motivation in their work over time if they are only being extrinsically rewarded such as being paid. In other words, extrinsic rewards and motivation tend to take away from intrinsic. This is not the case for every extrinsic reward however. Praise actually increases <a href="/keyword/intrinsic-motivation/" >intrinsic motivation</a> . This is why it is important to tell people how good of a job they have done. As Bergals states, &quot;People are much more likely to work hard for a cause that they are committed to than a job they are merely paid to do,&quot; (1996). Berglas suggests that employers should motivate their employees intrinsically, providing psychological compensation. Telling an employee how important he or she is in the company, making them feel that they are needed and trusted, a team member, is a great intrinsic motivator. Another example of <a href="/keyword/intrinsic-motivation/" >intrinsic motivation</a> is encouraging employees to follow their ideas and dreams. As long as the company is benefiting as well, allowing a person to experiment with an idea will show that person that you believe in their abilities, this will motivate them to work hard. Psychological compensation is as important in an educational environment as it is in a working one. In school it is important to not take away from the pleasure of learning by providing tangible rewards. For example, paying a child that enjoys learning for each good grade he or she earns takes away from the intrinsic reward that child receives (Beswick, 2002). The payment is an unwanted pressure the student now feels. Furthermore, if that extrinsic reward ceases the behavior it was reinforcing is likely to cease too. In other words, if a child has lost the <a href="/keyword/intrinsic-motivation/" >intrinsic motivation</a> to do well in school because of extrinsic rewards and those rewards do not continue, it is likely that the child will have no motivation to continue that behavior. This explains why it is important to emphasize learning and not grades. Throughout life, both in school and working atmospheres, <a href="/keyword/intrinsic-motivation/" >intrinsic motivation</a> s are essential. A person must enjoy what they do for a living because if they do not there would be no point in waking up each morning to go to work. In addition, getting paid for your time is important; however, without psychological compensation and intrinsic rewards nothing in life is worth it. This explains why there must be a balance of intrinsic and extrinsic motivation and rewards in both work and school. Adults and children must have an interest in what they are doing and enjoy the time they spend doing it.