In the pursuit of workplace success and personal goals, the concept of instant vs. delayed gratification often dictates the trajectory of employee motivation. This contrast — rooted in the science of motivation — sheds light on the fundamental choices employees make in their quest for fulfilment. Delving into the complexities of intrinsic and extrinsic motivators uncovers that pleasure is a primary element in pursuing a long-term commitment to one’s aspirations.
Employees often set their sights on accomplishments, deadlines and goals, fueled by the desire to achieve and succeed. However, amid their goal-oriented lives, they often overlook a crucial element — pleasure. When rethinking pleasure as the key to lasting motivation, understanding the balance between instant and delayed gratification is essential to unlocking the true potential of the human drive.
This week, guest writer Beth Rush writes her second piece for Calmer, exploring the science of motivation and tips to encourage intrinsic motivation in the workplace.
Understanding the science of motivation
The science of motivation delves into the intricate workings of the human mind and behaviour, shedding light on the factors that drive individuals to act. The concept stems from psychology and neuroscience and reveals that motivation is a combination of biological, psychological and social elements.
Neurotransmitters like dopamine are crucial, acting as messengers that influence reward and pleasure centers in the brain. Psychological theories, such as Maslow’s hierarchy of needs and self-determination theory, further contribute to comprehending what fuels your ambitions. Social dynamics, including peer influence and societal expectations, add another layer to motivation.
The pleasure-motivation connection
When was the last time you truly took pleasure in the process of achieving your goals?
In the race to the finish line, many of us often become so fixated on the end result that we forget to find joy in the journey. Rethinking pleasure involves understanding the intrinsic connection between enjoyment and motivation. When you find happiness in the tasks at hand, you are more likely to stay motivated and engaged in challenges.
Instant vs. delayed gratification
Instant gratification is the inclination toward immediate rewards or pleasure, often accompanied by avoiding discomfort or effort. The allure of swift satisfaction can lead to impulsive choices with potential long-term consequences.
Conversely, delayed gratification can involve forgoing immediate rewards in favour of more significant — but delayed — benefits. This capacity requires patience, self-control and a long-term vision.
The famous Stanford marshmallow experiment demonstrated the psychological tug-of-war between these two approaches, revealing that individuals who could resist the temptation of immediate reward tended to achieve more substantial success in various aspects of life.
The theory of intrinsic motivation
Intrinsic motivation is a psychological theory revolving around the internal factors driving individuals to engage in certain activities or behaviours purely for satisfaction and enjoyment. It suggests people are naturally inclined to seek activities that bring them a sense of fulfilment, competence or autonomy. For instance, you may willingly tackle challenging projects because you find the work intellectually stimulating and personally fulfilling.
Unlike extrinsic motivation — which involves external rewards or punishments — intrinsic motivation is characterised by an individual’s genuine interest, curiosity or passion for a task. An example of extrinsic motivation would be receiving a performance-based bonus for achieving specific targets or completing a project ahead of schedule The external reward, in this case, is the tangible incentive to encourage and acknowledge your hard work and accomplishment. There’s a clear link between your efforts and the external benefit.
While external rewards can be motivating, relying solely on extrinsic factors may lead to burnout and dissatisfaction. Rethink pleasure by focusing on intrinsic motivation. Develop a genuine love for what you do, allowing the joy of the process to be a driving force alongside outside goals. This balance ensures a more sustainable and fulfilling approach to motivation.
According to the self-determination theory, individuals who feel in control of their actions, experience a sense of competence and connect with others are more likely to be intrinsically motivated.
Benefits of intrinsic motivation in the workplace include:
Increased job satisfaction
Enhanced creativity
Improved performance
A sense of purpose and fulfillment
Better employer-employee relationships
Positive work culture
Reduced focus on external rewards
Improved employee morale
Intrinsic motivation in practice
Intrinsic motivation becomes a guiding force when you practically implement it. Here are some ways to encourage it in the workplace:
Encourage Autonomy
Creating an environment that values autonomy, mastery, competence and purpose is essential. Provide employees with the freedom to make decisions and take ownership of their projects, allowing them to feel in control of their work. This autonomy extends to project planning, task execution and problem-solving, enabling them to find unique approaches and solutions.
Promote Skill Development and Mastery
Encourage continuous learning and skill development. Let employees enhance their skills and provide access to training programs. Recognise and celebrate their achievements, as this drives them to perform better. A culture valuing mastery instills a sense of competence and expertise, increasing people’s intrinsic motivation.
Clarify Organization Values
Clearly communicate your organisation's mission, vision and values to help employees understand the broader perspective of their work. Connect individual tasks and projects to larger company goals, emphasising the meaningful impact of their contributions. This clarity fosters a sense of purpose that fuels intrinsic motivation.
Encourage Sustainable Health and Wellness
Organizations prioritizing employee well-being clearly convey that their holistic health matters just as much as their professional contributions. Sustainable health and wellness involves encouraging people to listen to and respect their bodies. Workers are more likely to find intrinsic motivation in maintaining a healthy lifestyle when you provide resources for physical fitness, mental health support and a healthy work-life balance.
Support Collaboration and Connection
Cultivate a collaborative work environment that encourages team members to share knowledge and skills. The sense of belonging and connection with colleagues enhances motivation as individuals feel supported and part of a collective effort. Belonging can also boost job performance by 56% and reduce sick leave by 75%.
Celebrate Their Successes
Regularly acknowledge and celebrate individual and team achievements. Recognizing successes — both big and small — reinforces a positive work culture and provides a tangible link between effort and accomplishment. This recognition is a powerful intrinsic motivator. Approximately 82% of employees are happier when their employer recognizes their successes and 63% are unlikely to seek opportunities if they receive regular recognition.
Provide Challenging Projects
Assign projects aligning with employees’ strengths and interests while offering a level of challenge. Challenging tasks promote mastery and growth, encouraging individuals to push their limits and discover the intrinsic satisfaction of overcoming obstacles.
Create a Positive Work Culture
Create a working environment that values open communication, constructive feedback and employee wellbeing. A supportive and positive atmosphere contributes to psychological safety, encouraging employees to express their ideas and take risks without fear of negative consequences.
Offer Intrinsic Rewards
Implement intrinsic rewards like meaningful feedback, opportunities for skill development, increased responsibilities and other incentives. These awards focus on personal growth and satisfaction rather than external recognition, reinforcing the intrinsic value of the work itself.
The Key to Success
As employees navigate the path of motivation, encourage them to reevaluate their relationship with pleasure. Rethinking pleasure might just be the missing ingredient in their quest for lasting drive.
Beth is the mental health editor at Body+Mind.
She has 5 + years of experience writing about behavioral health, specifically mindfulness-based cognitive therapy.
You can find her on Twitter @bodymindmag.