Which of the Following Exemplifies Extrinsically Motivated Behavior? 

Motivation is a big part of what makes people act and do well, especially at work. Leaders and managers can improve team performance and job happiness by understanding how motivation works dynamically. This blog post details the idea of extra motivation: Which of the Following Exemplifies Extrinsically Motivated Behavior? 

Introduction to Motivation in the Workplace

Motivation starts, leads, and maintains goal-oriented behavior. Workplace motivation is internal or extrinsic. Extrinsic motivation comes from incentives or pressures, whereas intrinsic motivation comes from personal interest or fulfillment.

What is Extrinsic Motivation?

Extrinsic drive is when someone does something to get something from outside sources or to avoid getting something bad. People are motivated this way by things other than themselves, like money, social status, or job maintenance.

Key Characteristics of Extrinsically Motivated Behavior

  • Reward-Based: The conduct is done for a bonus, promotion, or award.
  • Avoidance of Negative Outcomes: Repercussions like disciplinary action, demotion, or job loss are avoided.
  • External Validation: Wanting social acceptance, recognition, or praise motivates.
  • Competition: Trying to surpass others or gain prominence in a group or organization.
  • Deadlines: Meeting goals or time limits set by outside sources to finish jobs.
  • Compliance: Following rules or directions to meet standards or goals set by others.

Examples of Extrinsically Motivated Behavior

Let’s examine a few business situations to show how secondary drive works.

Meeting Sales Targets for a Bonus

Imagine a sales manager who works hard every day to meet or beat their monthly sales goals. Their main goal is to get a big award at the end of the year. This action is an example of secondary motivation because the outside cash benefit drives the person to do it.

Completing a Project to Avoid Penalties

A project manager ensures their team finishes a very important project on time so the client doesn’t punish them with fines or fees. In this case, the drive is to stop bad things from happening, which shows secondary motivation.

Working Late for Recognition

Because they want praise and credit from their boss, an employee always works late. This is a clear example of behavior driven by external factors: the need for approval and support from others.

Participating in Professional Development for Career Advancement

Professionals sign up for various training programs and workshops to improve their skills and boost their chances of getting a promotion. The main reason is the outside benefit of moving up in the company, which shows extra drive.

Conforming to Dress Code for Acceptance

Workers follow the company’s dress code to fit in with their coworkers and become socially acceptable. This shows secondary motivation because the actions are caused by the need to fit in and be approved by others.

Enhancing Productivity for Positive Performance Reviews

Sometimes, someone will work harder to get a good performance review from their boss. The person is motivated from the outside because they want to be noticed and might get something in return for a good review.

Submitting Reports Due to Regulatory Compliance

A staff member carefully turns in regular reports to meet regulatory requirements and avoid possible legal problems or punishments. This behavior fits with secondary motivation because it is driven by the need to follow outside rules and stay away from bad things that might happen.

Volunteering for Overtime to Secure Job Security

Extrinsic drive is shown by an employee who willingly works extra hours to keep their job during company change or downsizing. This move is being taken because of pressure from outside sources to protect job security.

Benefits and Drawbacks of Extrinsic Motivation


  • Short-Term Performance Boost: External awards can motivate people immediately to finish chores and reach their goals.
  • Clear Objectives: External rewards can clarify what results are wanted and how well people should do.
  • Behavioral Control: Extrinsic motivation may guide behavior toward goals.


  • Dependence on Rewards: Using external rewards too much might reduce intrinsic drive, making people reliant on performance incentives.
  • Quality vs. Quantity: Only focusing on extrinsic incentives may cause people to hurry to get them instead of improving their jobs.
  • Sustainability: Extrinsic motivation may not last because companies may struggle to provide incentives.

Balancing Intrinsic and Extrinsic Motivation

Balancing inner and external motivation for maximum performance and enjoyment is important. Strategies for professionals and leaders:

Encourage Autonomy and Mastery

Encourage a workplace where workers can decide what they need to do and where they can improve their skills. This can help them be more intrinsically motivated by making them feel more independent and in control.

Provide Meaningful Rewards

Extrinsic awards should have meaning and align with personal and group goals. Thoughtful praise and rewards can work with a person’s natural drive without taking away from it.

Foster a Positive Work Culture

Build an atmosphere at work that values both internal and extrinsic drive. Give critical comments, acknowledge accomplishments, and create chances for personal growth and happiness.

Emphasize Purpose and Meaning

Help workers grasp the relevance of their job. Employees may be more motivated by linking work to company objectives and personal beliefs, supplementing external incentives.

Encourage Collaborative Goals

Teamwork and shared objectives build community and purpose. Collaboration may combine inner and extrinsic drives since collective accomplishments frequently satisfy and impress.

Adapt Rewards to Individual Preferences

Recognize that people are driven differently and personalize incentives. Certain workers may prefer public appreciation over private recognition or professional progress.

Create Challenging but Attainable Goals

Set ambitious but realistic objectives to motivate. Challenges boost intrinsic motivation by encouraging progress and performance, which can be rewarded.

Continuous Feedback and Development

Give frequent feedback and growth opportunities. Constructive feedback promotes internal motivation, whereas recognition sustains extrinsic drive.

Promote a Balanced Work-Life Environment

Promote work-life balance via flexible work arrangements and wellness programs. Valued personal satisfaction boosts intrinsic drive and prevents burnout from external incentives.

Recognize Effort and Progress

Recognize the process as well as the results. Recognition may boost internal and extrinsic motivation by appreciating the journey and rewarding hard effort.


Understanding the role of secondary drive in the workplace is important to improve success and job happiness. Professionals can use what they know about examples and behavior patterns driven by outside factors to make their workplaces more effective and interesting.

People who want to learn more about the complexities of motivation and how it affects workplace relationships might look into other tools and professional growth possibilities.

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