ipl-logo

Overjustification Effect Theory

1268 Words6 Pages

Over Justification Effect Theory
Origins of the theory
The overjustification effect theory was developed by Edward Deci in the year 1971. He was a professor of psychology in University of Rochester and director of its human resource. He is well known with his self-determination theory along with Richard Ryan the co-founder of the theory. The overjustification effect is a psychology effect on intrinsic motivation. Overjustification effect states that how individuals will feel toward performing certain tasks is determined by whether they are intrinsically or extrinsically motivated to perform the task . Deci conducted a study in which students were either asked to solve puzzles for money or no money. After the payment stopped, the researchers …show more content…

The theory somehow shows the degree of changes in desire or inner motivation when the external factors involved in performing tasks or activities but at the same time it is crucial to understand the intrinsic motivation and extrinsic motivation in first place. Intrinsic motivation is a desire to perform an activity or job out of the enjoyment produced by the activity itself. An individual expects no reward and consider the enjoyment he or she had is the reward for the activity. Extrinsic motivation is when an individual is performing something for external causes and not solely because he or she enjoys the task or the …show more content…

It is a natural instinct to seek for more or to have more but somehow it can decrease the level of enjoyment in performing task because they might working so hard for the rewards and may cause them stress or fatigue. It would not be a problem when the rewards are certain but the problem is when the rewards are abruptly unavailable due to several reasons. An employee who has been working so hard for the rewards must be really disappointed and probably reluctant to perform their daily task because of the transformation of their motivation dependency from enjoyment to rewards. In addition, organization also should strategically plans on how to give compensation or rewards. Once organization starts giving out too many rewards, employees will always ask for more compared to the previous rewards and at some point employees’ intrinsic motivation may be shifted wholly to extrinsic

Show More
Related
423 Words | 2 Pages

In the book Drive by Daniel Pink, argues that carrots and sticks (motivation 2.0) don’t work anymore, we have inhale psychological need for autonomy, mastery, and purpose (motivation 3.0). Motivation 1.0 was about survival, and in motivation 2.0 was built around external rewards and punishments. For instance, it has three incompatibility problems with our modern world how we organize what we do because we are intrinsically not only extrinsically motivated. Also thinks about what we do because economists are finally realizing that we are full-fledge human beings. In addition, most important how we do what we do because work is often creative and interesting rather than boring.

Read More
874 Words | 4 Pages

So even if you find the activity enjoyable, simply being payed to do it, can sometimes ruin the intrinsic motivation behind why you do that activity in the first place. The textbook draws the conclusion that higher levels of motivation has a direct correlation on job performance, “People who experience higher levels of motivation tend to have higher levels of task performance”(Mcgraw P. 232). Furthermore, this is important to note because in contrast to the sawyer effect, in order to maximize motivation and task performance you must also realize the types of rewards you are giving to your employees. If your employee is already motivated and enjoying his task because of intrinsic motivating factors, it might actually lower their task performance if you simply give them a cash bonus. However, an employee must have a certain amount of pay and financial security fulfilled or else none of these intrinsic motivation matters because they will constantly be distracted by the thought of money.

Read More
1175 Words | 5 Pages

One personal example of this is my rank in the grade. Every night, I sit and finish my math homework, and each problem takes a grueling and frustrating ten minutes. When I finish, I check my answers;

Read More
546 Words | 3 Pages

For drivers of educational, some people do it by external because money; for example, to find a good job need a good qualifications; and others aspiration for obtaining knowledge. I think this can be distinguished into intrinsic and extrinsic drivers. Although they can all driving people to receive education, their results are not the same. Daniel H. Pink introduces two new concepts in the book Drive-Type I and Type X, Motivation 2.0 depended on and fostered Type X (Extrinsic) behavior- in my opinion Type X, they focused on external rewards, and Motivation 3.0 depended on and fostered Type I (Intrinsic) behavior-they main motivator is the freedom, in other words,Type X and Type I can be divided into two types: Extrinsically motivated and Intrinsically motivated. “To be sure, reducing human behavior to two categories sacrifices a certain amount of nuance.”(76)

Read More
614 Words | 3 Pages

You should be rewarded for your hard work and dedication to your trade, the rewards would keep your motivation up wanting to work more, however with no rewards from hard work any sort of motivation would

Read More
1145 Words | 5 Pages

This eventually leads her to challenge her self concepts to extreme levels, causing her to either liberate herself from the façade she created or sink into the role. Easy A describes many genuine psychological phenomena and I am going to focus on three of them; Cognitive dissonance theory, how societal and cultural norms dictate our attitudes and thoughts, and different ways of persuasion. The cognitive dissonance theory is the feeling of unease that is felt when we act in opposition to our attitudes, which causes a shift of attitude in order to be consistent with our behavior. Easy A depicts strongly the theory of cognitive dissonance on numerous occasions.

Read More
847 Words | 4 Pages

How do grit and growth mindsets work together to support success? Being a gritty can help a person with a growth mindset because by looking at a gritty person and see how dedicated and determined it motivates one with a growth mindset to continue being positive and start to use the power of effort to be like them not matter how many times a person failed. A growth mindset person has many advantages because they can see things positive and relate it to bad things and turn it around. Being grit is best used in college that's when people see it more because they have to be more determined and motivated to finish college as well as growth mindset you might fail a test but look at all the gritty individuals and see how focused they

Read More
758 Words | 4 Pages

For employees, things that aren’t intrinsically interesting requires extrinsic rewards to motivate. Employees can be motivated by extrinsic rewards such as additional monetary compensation, gifts, gift cards, or other monetary rewards. These types of rewards could lead to improved performance and higher motivation. It would also motivate a worker, but only satisfies the person’s lower-level needs. The flip side to this type of motivation stimuli, employees will want the same or better reward to maintain the same level of motivation and performance outcomes.

Read More
876 Words | 4 Pages

If kids are being paid money for good grades, does this and other rewards actually help them in any way? Schools and parents these days are paying or giving opportunities and rewards to those that do well academically in school. Many favor the rewards, but others may also disagree. Students have noticed that when their parents go to work, they receive money in return for their hard work. Parents that pay their child for their above average grades say that since going to school is their kid’s “job,” their kid should literally be “paid” or rewarded as well for their hard work in school.

Read More
1388 Words | 6 Pages

This scenario creates a positive behavior that increases its occurrences. The students are more motivated to study and excel in school because their actions will be rewarded with a positive

Read More
2051 Words | 9 Pages

If people can’t do something, for sure they will tell you can’t do it too. And if you want something, go and get it. (Will Smith Movie Quotes That Will Motivate You Through Adversity, n.d.). Motivation can further divided into two subtypes which are intrinsic motivation and extrinsic motivation. Intrinsic motivation is the motivation that comes from inner side of one self and urges him in doing something no matter what is the external reward given.

Read More
848 Words | 4 Pages

Intrinsic motivation refers to performing an activity for it own sake and the joy received from it. Extrinsic motivation refers to performing an activity for some external reward, such as money or food. Between extrinsic and intrinsic motivation, there are five levels of motivation, differing by their level of self-determination. First is amotivation, in which an athlete has no extrinsic or intrinsic reasons for continuing their sport or activity. Next, external regulation refers to an athlete performing an activity to fulfil an external demand or for an external reward, such as a paycheck.

Read More
791 Words | 4 Pages

Apple operates a performance based reward system, adopt “ carrot and stick” policy. Apple offers attractive incentives and rewards to employees by producing results. Employees do not get rewards if they have no results and may even be dismissed. “Hawthorne Effect” The Hawthorne effect is a reactivity which individuals improve their behavior when they aware of being observed [3]

Read More
762 Words | 4 Pages

In fact, individual emotional and motivational aspects should be considered [17]. Motivation is defined as a desire to make an attempt in order to perform duties and responsibilities and to use individual skills [18]. Academic motivation refers to behaviors that lead to learning and improvement [19]. It includes the tendency to perform well and to spontaneously evaluate one's own performance. Experts have devided motivation into two main groups, namely intrinsic and extrinsic motivation.

Read More
797 Words | 4 Pages

As per Brickley, the reward system must encourage the employees to stick to the organisation for longer periods as well as increase the motivation and commitment to the company therefore lead to the increase in productivity and profit maximising. [ct. Brickley 2002, pp.172]. On the contrary, Holmes stated that, there are many negative significances lead by reward system if not used properly. Sometimes,

Read More

More about Overjustification Effect Theory

Related Topics

Open Document