In this article we will find out which motivation, internal or external, is more effective? How are they interconnected and thanks to what motivation can you become the master of your own life? With internal motivation, a person gains a sense of his own competence, self-confidence and internal satisfaction from his own self-realization. In essence, a person rewards himself. But, of course, internal motivation is enhanced by external motivation in the form of approval and praise from other people. Thus, confidence in yourself and your abilities increases many times over.

If we talk about external motivation, it directly depends on a person’s relationship with others, on his perception and attitude towards praise. Sometimes a person does something to receive a reward or, conversely, to avoid some kind of punishment. External motivation depends on the psychological and material aspects of human activity. For example, if a person works only for money, then money acts as an internal motivation for him. If a person simply likes what he does, then money becomes an external motivator. A kind of additional bonus to an activity that brings pleasure.

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An effective motivation system is when internal and external complement and strengthen each other.
A feature of extrinsic motivation is that it helps to increase the amount of work performed. Whereas intrinsic motivation basically improves the quality of work. If a person’s salary depends on his output, then of course he will try to do as much as possible, but not always to the highest quality. If a person works to achieve results, in order, first of all, to prove to himself that he is the best in some matter, then of course he will do everything efficiently.

Internal motivation drives a person to complete a task, to do everything as best as possible, which is why it is considered more effective. External motivation can be reduced to zero at any moment; a person can lose interest in activities if conditions have changed not in his favor. For example, a person may quit his job if he was not paid a bonus for extra work or salary cuts. Extrinsic motivation is dynamic and can depreciate at any time.
Sometimes recognition is very important to a person. If this does not happen, he may fold his arms and stop moving in that direction.

If internal motivation is replaced by external motivation, then, as a rule, internal motivation decreases. This leads to the fact that a person ceases to conduct activities with passion, admiration and inspiration.

A person’s internal motivation increases with increasing confidence in himself and his abilities. The more goals a person was able to achieve, the more and higher he sets subsequent goals. He climbs the steps and is internally confident that he can do everything. Often, people with strong internal motivation reach the top and never stop there.

The most popular and worthy books on motivation written by A. Maslow. He says that motivation is the internal behavior that motivates a person to act. In his opinion, motivation determines human behavior.

First, human needs are endless. As soon as a person satisfies one need, the next one immediately arises. Secondly, a satisfied need immediately loses its motivating power, while unsatisfied needs prompt action. Thirdly, all needs are arranged in a certain order of importance.

A hungry person cannot think about building a business until he satisfies his basic need - hunger. If a person has nowhere to live, he cannot even think about love and building relationships.

Maslow discovered a certain law of motivation, according to which the satisfaction of basic needs opens the way to the satisfaction of higher levels of needs. This is why we so often hear whining and complaints from people. Some people whine that they don’t have enough to buy bread, while others have no less global problem– 25 new cars are missing for the collection.

Maslow divided needs into 5 levels, which are depicted as a pyramid. Of course, all levels are interpenetrated and equally important as a person rises from one level to the next as needs are met.

Diagram of Abraham Maslow's hierarchy of human needs.

Steps (from bottom to top):

1. Physiological
   2. Security
   3. Love/Belonging to something
   4. Respect
   5. Cognition
   6. Aesthetic
   7. Self-actualization

Cognition, aesthetic needs and self-actualization are combined into one common stage - the need for personal growth.

According to Maslow, extrinsic motivation is the motivation of a person to do something by external circumstances or other people. For example, a thundercloud will make a person quickly run home to avoid getting wet. The promised bonus will force a person to work faster, and fines will force him to adhere to certain rules.

A person carries internal motivation within himself, and it does not depend on external rewards or incentives. A person acts because he wants it, likes it. For example, a small child is constantly exploring something, not because those around him stimulate him, but because he himself is interested in exploring this world. Internal motivation is inherent in a person from birth and is studied by psychologists as a phenomenon.

Of course, intrinsic motivation can be created externally. For example, Paganini's parents forced him to play the violin 8 hours a day. But it was thanks to this that a great violinist appeared!
If we compare the effectiveness of internal and external motivation, we can say that each of them is effective in solving certain problems.

If you need to solve a simple problem and just not be distracted, then external motivation is good. For example, the more a person is paid, the more he will do.

If you need to solve a difficult problem where you need to use all your creativity, creativity, skills and abilities, then internal motivation will work more effectively here. Man works on own initiative and enjoys it.

There are controversial issues that relate to motivation. For example, does a wife take care of her husband because she loves him (intrinsic motivation) or is she afraid of being alone and losing him (extrinsic motivation)?

You can become the master of your life only if a person is able to motivate himself to action at the right moment. And don’t sit idly by because your motivation has run out. The owner of life is in constant motion and achieves one goal after another.

Here we come to the issue of self-motivation. Every person encounters certain difficulties and tasks every day that need to be solved. This can be related to work, family, money, friends and most often internal imbalance. This problem is always the most difficult to solve. You can easily influence others, but dealing with your own conditions is the most difficult.

There are practical ways of self-motivation that will help a person move forward and never give up:

1. You need to learn to ignore everything unnecessary that can distract you from your goals. Think about what is really important to you personally. After all, people often set unnecessary goals for themselves, which are dictated to them by advertising, society, the examples of friends and the instructions of their parents. Throw away everything unnecessary and start doing what you want.
   2. Maintaining a “Success Journal” is very conducive to the development of motivation, in which you need to record all your achievements. In difficult times, he will remind you how much you have been able to achieve, how much you are capable of, and will not let you lose heart.
   3. One more good way increasing motivation is creating a suitable environment. The environment affects a person’s mood, well-being and, of course, motivation. Decorate your workspace the way you like.
   4. Setting specific, clear goals has a motivating effect. When you think about your goal, this is already motivation. You begin to think through specific time frames within which you want to achieve something. Think through all possible plans of action.
   5. Various motivating stories of successful people contribute to the formation of motivation. You can read books, articles. Watch films about successful people and how they managed to achieve this. By the way, this method is the most effective of all for increasing motivation.
   6. To increase activity motivation, it is necessary to constantly perform different tasks. Psychologists have long proven that working on the same project for a long time exhausts the human body.
   7. Ways of motivation are sometimes very creative. One of these is to learn to enjoy defeats. You need to understand that defeat is also a valuable experience and you learn from mistakes. Every failure shows you a new way of what not to do. This is wonderful!
   8. Filter your social circle, exclude the ever-whining whiners, pessimists and losers. Communicate with those who are better than you in some way. With those who were able to achieve success in some business. Then you will have a wonderful example to follow and a desire to reach upward.
   9. Very often people have great plans and goals, but never achieve anything. Do you know why? Fear hinders them. You must understand for yourself that fear is normal, but it should not stop you. Well, what's so bad will happen if you fail? Will everyone survive? Then nothing bad happened. Take failure as a valuable experience, be afraid to your health, but never give up or stop.
   10. Develop your inner world. All successful people Having satisfied their basic needs, they come to higher, spiritual ones. Try to keep your inner world clean and harmonious. Then you will be able to think clearly, feel, understand what you really need and achieve it with ease.

Remember that life is fleeting. Don't put everything off until later. It depends only on you what kind of person you will become, how you will live your life, and whether you will feel happy. Don't be idle. Become the master of your life!

Happiness does not lie in always doing what you want, but in always wanting what you do (Leo Tolstoy).

Motivation (motivatio) is a system of incentives that encourages a person to perform actions. It is a dynamic process of physiological nature, controlled by the psyche of the individual and manifested at the emotional and behavioral levels. The concept of “motivation” was first used in the work of A. Schopenhauer.

Concepts motivation

Although the study of motivation is one of the current issues Research by psychologists, sociologists, and teachers has not established a single definition of this phenomenon to date. There are many rather contradictory hypotheses that try to scientifically explain the phenomenon of motivation and answer the questions:

• why and because of what a person acts;
• What needs is the individual’s activity aimed at satisfying?
• why and how a person chooses a certain strategy of action;
• what results the individual expects to receive, their subjective significance for the person;
• Why do some people, who are more motivated than others, succeed in areas where others with similar abilities and opportunities fail?

One group of psychologists defends the theory of the predominant role of internal motivation - innate, acquired mechanisms that control human behavior. Other scientists believe that the leading cause of motivation is significant external factors affecting the individual from the environment. The attention of the third group is directed to the study of fundamental motives and attempts to systematize them into congenital and acquired factors. The fourth direction of research is the study of the question of the essence of motivation: as the main reason for orienting a person’s behavioral reactions in order to achieve specific purpose or as a source of energy for activities governed by other factors, such as habit.

Most scientists define the concept of motivation as a system based on the unity of internal factors and external stimuli that determine human behavior:

• action direction vector;
• composure, determination, consistency, action;
• activity and assertiveness;
• sustainability of selected goals.

Need, motive, goal

The term motive is one of key concepts psychology, understood differently by scientists within the framework of different theories. Motive (moveo) is a conditionally ideal object, not necessarily of a material nature, towards the achievement of which a person’s activity is oriented. The motive is perceived by the individual as unique, specific experiences that can be characterized as positive feelings from the anticipation of achieving the object of need, or negative emotions that arose against the background of dissatisfaction or incomplete satisfaction from the current situation. To isolate and understand a specific motive, a person needs to carry out internal, purposeful work.

The simplest definition of motive is presented by A. N. Leontiev and S. L. Rubinstein in the theory of activity. According to the conclusion of leading scientists: the motive is the mentally outlined, “objectified” need of the subject. Motive in its essence is a different phenomenon from the concepts of need and goal. A need is an unconscious desire of a person to get rid of existing discomfort ( read about). Goal is the desired result of conscious, purposeful actions ( read about). For example: hunger is a natural need, the desire to eat is a motive, and an appetizing schnitzel is a goal.

Types of motivation

In modern psychology they use various ways classification of motivation.

Extrinsic and intense

Extreme motivation(external) – a group of motives caused by the action of external factors on an object: circumstances, conditions, incentives not related to the content of a specific activity.

Intense motivation(internal) has internal reasons associated with the life position of the individual: needs, desires, aspirations, drives, interests, attitudes. With internal motivation, a person acts and acts “voluntarily”, not guided by external circumstances.

The subject of discussion about the appropriateness of such a division of motivations is discussed in the work of H. Heckhausen, although from the point of view of modern psychology, such debates are groundless and unpromising. A person, being an active member of society, cannot be completely independent from the influence of the surrounding society in choosing decisions and actions.

Positive and negative

There are positive and negative motivations. The first type is based on incentives and expectations positive character, the second – negative. Examples of positive motivation are the following constructs: “if I perform some action, I will receive some reward,” “if I do not take these actions, I will be rewarded.” Examples of negative motivation include statements; “if I act this way, I will not be punished,” “if I do not act this way, I will not be punished.” In other words, the main difference is the expectation of positive reinforcement in the first cases, and negative reinforcement in the second.

Stable and unstable

The foundations of sustainable motivation are the needs and demands of the individual, to satisfy which the individual performs conscious actions without the need for additional reinforcement. For example: to satisfy hunger, to warm up after hypothermia. With unstable motivation, a person needs constant support and external incentives. For example: lose unwanted pounds, quit smoking.

Psychologists also distinguish between two subtypes of stable and unstable motivation, conventionally called “carrot to stick”, the differences between which are illustrated by the example: I strive to get rid of excess weight and achieve attractive shapes.

Additional classification

There is a division of motivation into subtypes: individual, group, cognitive.

Individual motivation combines needs, incentives and goals aimed at ensuring the vital functions of the human body and maintaining homeostasis. Examples are: hunger, thirst, the desire to avoid pain, and ensure optimal temperature.

To the phenomena group motivation include: parental care for children, choice of activity to gain recognition from society, maintenance of government.

Examples cognitive motivation are: research activities, the child’s acquisition of knowledge through the game process.

Motives: the driving force behind people's behavior

Psychologists, sociologists, and philosophers have been making attempts for centuries to define and classify motives—stimuli that potentiate certain individual activities. Scientists identify the following types of motivation.

Motive 1. Self-affirmation

Self-affirmation is a person’s need to be recognized and appreciated by society. Motivation is based on ambition, self-esteem, self-love. Guided by the desire to assert himself, the individual tries to prove to society that he is a worthwhile person. A person strives to occupy a certain position in society, gain social status, achieve respect, recognition, and veneration. This type is essentially similar to the motivation of prestige - the desire to achieve and subsequently maintain a formally high status in society. The motive of self-affirmation is a significant factor in motivating a person’s active activity, encouraging personal development and intensive work on yourself.

Motive 2. Identification

Identification is a person’s desire to be like an idol, who can act as a real authoritative person (for example: father, teacher, famous scientist) or a fictional character (for example: the hero of a book, film). The identification motive is a strong incentive for development, improvement, and the exertion of volitional efforts to form certain character traits. The motivation to be like an idol is often present in the juvenile period, under the influence of which the teenager acquires high energy potential. The presence of an ideal “model” with which a young man would like to identify himself gives him a special “borrowed” strength, gives inspiration, forms determination and responsibility, and develops. The presence of an identification motive is an important component for the effective socialization of a teenager.

Motive 3. Power

Power motivation is the individual’s need to have a significant influence on other people. At certain moments in the development of both the individual and society as a whole, motive is one of the significant driving factors in human activity. The desire to fulfill a leading role in a team, the desire to occupy leadership positions motivates an individual to take consistent active actions. To fulfill the need to lead and manage people, to establish and regulate their sphere of activity, a person is ready to make enormous volitional efforts and overcome significant obstacles. The motivation of power occupies an important position in the hierarchy of incentives for activity. The desire to dominate in society is a different phenomenon from the motive of self-affirmation. With this motivation, a person acts for the sake of gaining influence over others, and not for the purpose of obtaining confirmation of his own importance.

Motive 4. Procedural-substantive

Procedural-substantive motivation encourages a person to take active action not due to the influence of external stimuli, but due to the individual’s personal interest in the very content of the activity. It is an internal motivation that has a strong effect on the activity of the individual. The essence of the phenomenon: a person is interested in and enjoys the process itself, he likes to be physically active and use his intellectual capabilities. For example, a girl takes up dancing because she really likes the process itself: the manifestation of her creative potential, physical abilities and intellectual capabilities. She enjoys the process of dancing itself, and not external motives, such as the expectation of popularity or achieving material well-being.

Motive 5. Self-development

Self-development motivation is based on a person’s desire to develop existing natural abilities and improve existing positive qualities. According to the eminent psychologist Abraham Maslow, this motivation encourages a person to make maximum volitional efforts for the full development and realization of abilities, guided by the need to feel competence in a certain area. Self-development gives a person a sense of self-worth, requires self-exposure - the opportunity to be oneself, and presupposes the presence of the courage to “be”.

The motivation for self-development requires courage, bravery, and determination to overcome the fear of the risk of losing the conditional stability achieved in the past, and giving up comfortable peace. It is human nature to hold onto and exalt past achievements, and such reverence for personal history is the main obstacle to self-development. This motivation prompts the individual to make a clear decision, making a choice between the desire to move forward and the desire to maintain safety. According to Maslow, self-development is only possible when steps forward bring more satisfaction to an individual than past achievements that have become commonplace. Although during self-development an internal conflict of motives often arises, moving forward does not require violence against oneself.

Motive 6. Achievements

Achievement motivation refers to a person's desire to achieve best results in the activity performed, to master the heights of mastery in an attractive field. High efficiency Such motivation is based on the individual’s conscious choice of difficult tasks and the desire to solve complex problems. This motive is the driving factor for achieving success in any sphere of life, because victory depends not only on natural gift, developed abilities, mastered skills and acquired knowledge. The success of any undertaking is based on a high level of achievement motivation, which determines the commitment, perseverance, perseverance, and determination of a person to achieve his goal.

Motive 7. Prosocial

Prosocial is a socially significant motivation, based on a person’s existing sense of duty to society, personal responsibility to a social group. If a person is guided by prosocial motivation, the person identifies with a certain unit of society. When exposed to socially significant motives, a person not only identifies himself with a specific group, but also has common interests and goals, takes an active part in solving common problems and overcoming problems.

A person driven by prosocial motivation has a special inner core; he is characterized by a certain set of qualities:

• normative behavior: responsibility, conscientiousness, balance, constancy, conscientiousness;
• loyal attitude to the standards accepted in the group;
• acceptance, recognition and protection of the values ​​of the team;
• sincere desire to achieve the goal set by the social unit.

Motive 8. Affiliation

The motivation for affiliation (joining) is based on the individual’s desire to establish new contacts and maintain relationships with people who are significant to him. The essence of the motive: the high value of communication as a process that captures, attracts and brings pleasure to a person. Unlike conducting contacts for purely selfish purposes, affiliative motivation is a means of satisfying spiritual needs, for example: the desire for love or sympathy from a friend.

Factors that determine the level of motivation

Regardless of the type of stimulus that drives a person’s activity - the motive he has, the level of motivation is not always the same and constant for a person. Much depends on the type of activity performed, the prevailing circumstances and the person’s expectations. For example, in the professional environment of psychologists, some specialists choose the most complex problems to study, while others limit themselves to “modest” problems in science, planning to achieve significant achievements in their chosen area. The factors that determine the level of motivation are the following criteria:

• the importance for the individual of the promising fact of achieving success;
• faith and hope for outstanding achievement;
• a person’s subjective assessment of the existing probability of obtaining high results;
• a person’s subjective understanding of standards and standards of success.

Ways to motivate

Today, various methods of motivation are successfully used, which can be divided into three large groups:

• Social – staff motivation;
• Motivation for learning;

Here is a brief description of the individual categories.

Staff motivation

Social motivation is a specially developed comprehensive system of measures, including moral, professional and material incentives for employee activities. Personnel motivation is aimed at increasing worker activity and achieving maximum efficiency his work. The measures used to motivate staff activity depend on a variety of factors:

• incentive system provided at the enterprise;
• management system of the organization in general, and personnel management in particular;
• features of the institution: field of activity, number of staff, experience and chosen management style of the management team.

Methods of motivating staff are conventionally divided into subgroups:

• economic methods (material motivation);
• organizational and administrative measures based on power (the need to obey regulations, maintain subordination, follow the letter of the law with possible application coercion);
• socio-psychological factors (impact on the consciousness of workers, activating their aesthetic beliefs, religious values, social interests).

Student motivation

Motivating schoolchildren and students is an important link for successful learning. Correctly formed motives and a clearly understood goal of activity give meaning to the educational process and allow one to obtain the required knowledge and skills and achieve the necessary results. The voluntary emergence of motivation to study is a rather rare phenomenon in childhood and adolescence. That is why psychologists and teachers have developed many techniques for creating motivation that allows you to engage fruitfully. educational activities. Among the most common methods:

• creating situations that attract attention and interest students in the subject ( entertaining experiments, non-standard analogies, instructive examples from life, unusual facts);
• emotional experience of the presented material due to its uniqueness and scale;
• comparative analysis of scientific facts and their everyday interpretation;
• imitation of a scientific dispute, creating a situation of cognitive debate;
• positive assessment of success through the joyful experience of achievements;
• giving facts elements of novelty;
• updating educational material, his approach to the level of achievement;
• use of positive and negative motivation;
• social motives (the desire to gain authority, the desire to be a useful member of the group).

Self-motivation

Self-motivation is individual methods of motivation based on the internal beliefs of the individual: desires and aspirations, determination and consistency, determination and stability. An example of successful self-motivation is a situation when, despite intense external interference, a person continues to act to achieve a set goal. There are various ways to motivate yourself, including:

• affirmations – specially selected positive statements that influence an individual on a subconscious level;
• – a process that involves the individual’s independent influence on the mental sphere, aimed at the formation of a new model of behavior;
• biographies of outstanding people - effective method, based on the study of the lives of successful individuals;
• development of the volitional sphere - performing activities “through I don’t want”;
• visualization is an effective technique based on mental representation and experience of achieved results.

Interesting, in our opinion, is the division of motivation into external and internal, researched and developed by Edward L. Deacy and Richard M. Ruyan.

Intrinsic motivation is a type of motivation in which the initiating and regulating factors stem from within the personal “I” and are completely located within the behavior itself.

“Intrinsically motivated activities have no rewards other than the activity itself. People engage in these activities for their own sake, not to achieve any external rewards. Such activity is an end in itself, and not a means to achieve some other goal.”

Intrinsic motivation, according to Edward Deci (1980; 1995), is the desire to perform an activity for its own sake, for the sake of the reward that is contained in this activity itself. The reward is “a moment of experiencing something greater than ordinary existence.” The source of such motivation is the need for autonomy and self-determination.

The manager’s task is to understand what driving forces inherent in a person can lead to effective results and what forces can be useful. You need to understand that for such a person it is vitally important to be self-determining, independent, acting in accordance with his “internal” motivation, and not controlled from the outside.

To explain this type of motivation, many theories have been created: the theory of competence and efficiency motivation, the theory of optimal activation and stimulation, the theory of personal causation, etc.

and Chapter 1. Models and mechanisms of motivation for work_

External motivation is motivation in which the factors influencing the behavior of the individual are outside the individual’s “I” or outside the behavior. It is enough for initiating and regulating factors to become external, and all motivation acquires an external character.

Theories of extrinsic motivation are most clearly reflected in the work of behaviorists, who, in turn, originate in the research of E. L. Thorndike. Thorndike's Law states that attractive and unattractive consequences of behavior influence the frequency of initiation of behavioral acts leading to those consequences. Behaviors that lead to positive consequences are reinforced and tend to be repeated, while behaviors that lead to negative consequences tend to stop.

The essence of the applied application of this model in practice is the systematic reinforcement by the manager of the desired employee behavior.

It is important to note that systems of this type are designed to reinforce initially uninteresting and unattractive behavior that a person will not perform of his own free will. In this case, the person becomes a puppet of reinforcements.

We can definitely say that external motivation is aimed primarily at people who occupy a passive position in life with fairly low social involvement.

External (extrinsic) motivation is the regulation of employee activities, including, first of all, remuneration mechanisms and bonuses. Experiments have shown that when subjects are paid to work on interesting puzzles, they lose the desire to try them.

1.2. Internal and external motivation № Questions + 1 Do you like situations in which you personally have to find a solution to the problems that arise? 2 Do you prefer tasks of medium complexity that involve moderate, measured risk? 3 Do you need feedback? 4 Do you spend time thinking about how to improve your work, how to complete an important task, how to succeed in certain situations? 5 Do you prefer work or situations that provide the opportunity for social interactions and contacts with other people? 41

guess. “Money talks” if the payment corresponds to the quality and volume of work. Rewards can be used as a way to show recognition, approval and respect for effort, but the more they are used as motivators, such as a bonus scheme, the more likely it is to have negative consequences.

In addition to money, regulators of people’s behavior can be:

Tight deadlines

Imposed goals

People perceive these phenomena as contrary to their autonomy, and therefore enthusiasm and interest in controlled activities decreases. If employees feel that they are under pressure or control from competition, then competition is perceived as limiting their autonomy.

An important problem in the theory of motivation is the consideration of the diversity of its types. The following types of motivation are distinguished: external and internal; motivation based on results and status; positive and negative; individual and group; motivation and self-motivation. Let's consider what external and internal work motivation is.

F. Hertzberg in 1957 identified two types of motivation: internal and external. Intrinsic motivation refers to self-generated factors that influence people to behave in a certain way or move in a certain direction (for example, responsibility, independence, the opportunity to use and develop skills and abilities, interesting work, career opportunities).

Extrinsic motivation- is what is done to people to motivate them, such as rewards, praise, promotions, punishments. And if the most obvious external measures lead to an immediate and powerful impact, but most often act for a short time, then internal factors influence deeper and longer, since they are inherent in the people themselves.

External motivation can come in two forms - administrative and economic. Sometimes extrinsic motivation is called stimulation. Administrative motivation means performing work on command, order, i.e. under direct coercion with appropriate sanctions for violations of established norms. Economic motivation is carried out through economic incentives (wages, dividends). With this type of motivation, the manager needs to know what methods can encourage a particular employee to complete work efficiently and on time: this can be either timely payment for work and a bonus, or praise or other type of moral encouragement.

Intrinsic motivation is more complex process and involves the formation of a certain motivational structure of a person. In this case, you should find psychological method strengthening the desirable qualities of an employee’s personality and weakening negative factors, for example, reducing the monotony of work. This type motivation requires great efforts, knowledge and abilities from the manager. In production activities, both types of motivation closely interact.

The term “intrinsic motivation” itself was first introduced in the late 1950s, when two works appeared - a book by R. Woodworth and an article by R. White.

Intrinsic motivation- motivation associated not with external circumstances, but with the very content of the activity. It is a type of behavior that originates from within the personal Self and is entirely within the behavior itself. As V.I. Chirkov notes, “people are involved in activities for their own sake, and not to achieve any external rewards. Such activity is an end in itself, and not a means to achieve some other goal” 1.

Examples of intrinsic motivation could be:

• - dream, self-realization;
• - ideas, creativity;
• - self-affirmation;
• - conviction;
• - curiosity;
• - health;
• - need for someone, something;
• - personal growth;
• - need for communication.

We can say that internal motivation is very effective; it is a kind of end in itself: a person “invests” in some process, and this activity gives him pleasure.

Thanks to internal motivation, a person easily overcomes difficulties and problems that arise on the way to his goal and makes every effort to achieve a successful result. Intrinsic motivation encourages act.

In the labor sphere, intrinsic motivation is aimed at developing and maintaining an employee’s positive attitude towards work. The main task of managers is to create an atmosphere in which high internal motivation of employees can be formed.

The following can be distinguished components of internal motivation employees:

• work is an extension of a person’s life; he spends a huge part of his life on it. This time should be spent with pleasure, and not considered as hard labor or serving a heavy duty;
• work must satisfy a person morally, he must see the results of his work, its usefulness, necessity;
• a person at work must feel his social status, authority among colleagues, etc.

How can you influence the internal motivation of employees?

One way is through the attitude of management towards its subordinates. This impact includes the attitude, mood and message with which management treats employees, how their communication and interaction in the workplace develops, fulfillment of promises, consistency in actions, clear and open principles of management, clear organizational structure, management based on goals and results, recognition of achieved results, involvement in the process of solving management issues, joint search for errors, etc.

Another way is through relationships in a team. This largely depends on the leadership style and corporate culture adopted in the company.

The third way is through social contacts and networks. For example, meetings in an informal setting. Thus, New Year's corporate parties help employees communicate with colleagues in the atmosphere of a holiday party, which, in turn, allows them to get to know their colleagues from a different perspective and build relationships.

External motivation - not related to the content of a specific activity, but is conditioned by circumstances external to the subject.

External motives are a group of motives in which the motivating factors lie outside the activity. Examples include:

• - money;
• - career;
• - status;
• - power;
• - legal norms;
• - recognition;
• - prestigious things (house, apartment, car, yacht, etc.);
• - the ability to travel.

In the case of external motives, it is not the activity itself that is attractive, but only what is associated with it (for example, prestige, fame, material well-being), and this is often not enough to motivate action.

External motivation directly depends on human needs. In the process of production activities, motivation allows employees to satisfy their basic needs by performing their work duties. Let us recall that need is a state of a person, which is the source of his active activity and is created by the need that he feels in relation to the objects necessary for his existence 1. Let us consider the main types of external motives, which are based on the needs that are the sources of the employee’s activity.

The motive of power. The individual's desire to influence people, dominate and lead other people. The motivation of power is one of the most important driving forces human actions. This is the desire to take a leadership position in a group (team). The motive of power occupies an important place in the hierarchy of motives. Many people's actions are driven by the need for power.

The need for power is expressed in the desire to influence other people, control their behavior, as well as the willingness to be responsible for others. This need is expressed in the desire for a leadership position. It has a positive impact on leadership effectiveness. That is why it is advisable to select people with a pronounced need for power for leadership positions. Such people have high self-control.

Motive for achievement. The desire to achieve high results and succeed in a competitive environment is of great importance for human behavior. Employees with a strong need for achievement achieve high results primarily when completing tasks that require high level social interaction and good interpersonal relationships 1 . People with a high achievement motive prefer to take responsibility for solving problems, tend to set challenging goals for themselves, and take risks to achieve those goals. In addition, they strive to receive feedback regarding how well they do their job. Successful companies actively use such employees by organizing contests and competitions, rewarding winners, forming project teams that are specifically entrusted with decisions important issues. Many scientists consider the motive to achieve results as the most important factor influencing a person’s work behavior. Employees with such a motive strive for difficult to achieve goals, difficult work, they are attracted to independent, varied work, while employees with a low need for achievement, on the contrary, prefer stable, reliable, predictable situations.

Numerous studies have confirmed the connection between strong achievement motivation and real human achievements in various fields activities. American scientist D. McClelland showed that people who achieve success in competitive situations had a level of achievement motivation significantly above the average level. Managers who worked successfully in highly competitive environments had more high need achievements than their less successful colleagues. But there is also an opposite point of view - that there should be no competition in the work team, the team should be a single organism.

Motive for professional growth and promotion. Managers can influence the motivation of subordinates, taking into account their need for professional growth and promotion. Professional development increases employee motivation and commitment to the organization, ensuring continuity in management, and also contributes to the creation of a favorable climate in the organization.

By upgrading their qualifications and acquiring new skills and knowledge, employees become more competitive in the labor market and receive additional opportunities for professional growth both within their organization and outside it. Vocational training also contributes to a person’s overall intellectual development, expands his erudition and social circle, and strengthens self-confidence.

The motive of material reward. System of material remuneration for work, except wages and bonuses (bonuses), may include pension savings, profit sharing, tuition (for the employee or his children), health insurance, mobile phone payments, interest-free loans for the purchase of a house or car, free lunches, travel expenses for employees, payment for employee vacations and so on. Money as an external motive that encourages activity is a strategically important point for most people, and not last resort as a measure of recognition of the significance of their contribution to success.

In modern high-tech companies there is the emergence of new guidelines - motives, related to the development of Internet technologies and a new generation of employees. Traditional external incentives to work began to sharply lose their former importance. A new word has appeared - "gamization", a new approach to motivating modern young employees, which has so far found wide application in Japan. The term itself arose in the USA in the second half of 2010, when the results of the applied different companies a new marketing move that combined social media and gaming factors: instead of the usual bonuses, employees were offered an exciting alternative - participation in an online community with its own bonus system, interactivity and live contact with the manufacturer. Enthusiasts saw in the success of this move new frontiers in the development of mankind, and psychologist Gabe Zichermanp became an ideological inspirer and a key figure in promoting the idea of ​​​​integrating game elements into all spheres of life, proclaiming the birth new era- "gaming era". New trend has become a noticeable phenomenon in the world. Suffice it to say that even Gsummit- major international forums dedicated to gamification. On one of Gsummit in New York, for example, a representative Microsoft Sarah Faulkner argued that it is highly likely that by 2015, half the largest companies on the planet will be gamified.

The correct influence on a person’s external motivation will encourage him to act, to grow, motivate him to work and achieve high results both for the employee himself and for the entire company.

• See: Armstrong M. Practice of human resource management / trans. from English; ed. S.K. Mordovina. 10th ed. St. Petersburg: Peter, 2009.

In life, it is very important to motivate yourself and other people. The effectiveness of educational or professional activities generally depends on this. In order to motivate correctly, you need to know what external and internal motivation is, and the features of their formation.

Definition of concepts

External motivation is an incentive to activity through external forces. That is, a person perceives the reasons for his behavior as imposed, and considers himself just a pawn. Such motivation is regulated by external material and psychological conditions: money, reward and even punishment. The motivation to action is based on incentives that arise from the current situation.

Intrinsic motivation is determined by the needs for competence and personal choice, which are leading for the human “I”. With this type of motivation, people understand that they are the true cause of what is being done, and perceive themselves as an effective agent when interacting with the environment. That is, in the case of internal motivation, needs, interests, intentions, goals, desires, self-confidence, the possibility of self-realization, and a sense of satisfaction from work are used.

Let's consider each type of motivation separately.

Extrinsic motivation

The employees were promised a bonus and they started working faster. They established fines and rules, people began to focus on them, whether they liked it or not. Suddenly appearing makes you run home faster. The criminal pointed a gun at you and demanded money - you will immediately give up your wallet.

These are all examples of extrinsic motivation. As already mentioned, it encourages action through prevailing circumstances or incentives. In another way, we can say that these are achievements in the surrounding society. Of course, internal influence is much more effective. However, this type of influence has a better effect on individual people.

So, what methods are suitable as external motivation? Career, big salary, prestigious things (apartment, house, car), status, opportunity to travel, recognition.

Extrinsic motivation can constantly change. Yesterday it was necessary to earn money to feed the family, and tomorrow money will be needed for new apartment, car or children's education. The most obvious and classic example of such motivation is the fairy tale about the goldfish and the fisherman.

Intrinsic motivation

A small child is constantly trying or exploring something. This is really important and interesting to him. A person works not for a salary, but because of what he loves. These are examples of intrinsic motivation. As already mentioned, it does not depend on the environment. The very content of the activity encourages a person to engage in it.

What can you use as internal motivation? Opportunity personal growth, feeling of need, self-affirmation, implementation of ideas, creativity, need for communication, fulfillment of dreams.

Intrinsic motivation of an employee is when he views his work as a paid hobby. Perhaps, if not all, then many people would like to strive for this.

It is much more effective to use both types of motivation. The main thing is to maintain balance and equilibrium between them.

How motivation factors work

In fact, all motivational factors can be boiled down to two ideas:

1. Enjoy. These are positive factors.
2. Get rid of the unpleasant. These are already negative factors.

All of them can be both external and internal. The simultaneous presence of positive and negative factors has a beneficial effect on action. It turns out to be a very powerful push, a kind of push-pull. On the one hand, a person wants to receive a reward, and on the other hand, he avoids punishment.

External and internal motivation, positive and negative factors act in different ways, in different directions and always lead to different results. Of course, people are affected by all types of influences to some extent. However, it can be seen that each person still gives preference to one direction. One needs to be constantly pushed and intimidated, while the other needs only to be promised a reward.

For clarity, below is a table that can be used to motivate employees.

Correlation of factors and types of motivation

	Factors of external motivation	Factors of intrinsic motivation
Negative motivation	Salary reduction; demotion; non-recognition; threat to health or life.	Unrealization; lack of communication; feeling of humiliation; feeling of insecurity; lack of health.
Positive motivation	prestigious things; the ability to travel; decent aesthetics of everyday life; confession.	Self-realization, dream; creativity, ideas; personal growth; feeling of need; need for communication; self-affirmation; conviction in action; curiosity; health.

An example of applying knowledge about motivation

The above story will tell and clearly show how external and internal motivation works.

Every evening, under the windows of an elderly woman, a group of children gathered, playing and communicating very noisily. Naturally, the old woman did not like this, but her requests and persuasion to spend her leisure time elsewhere did not help. Then she decided to change the situation in a different way.

Every day the woman gave the children fifty rubles for playing very well near her house. Of course, the kids liked this arrangement! The old woman began to gradually reduce this amount. And at one point, when the children thought they were being cheap, they simply refused to play under her windows and never appeared there again.

This is the cunning way the woman solved the situation. The children's internal motivation (their own desire to play under the windows) was transferred to external motivation (doing it for money), but then that too disappeared.

Motivating others

People who are motivated by upward striving do not pay attention to comfort. They are driven by the pursuit of personal interests and organizational goals. Employees who are driven by punishment will not do things that take them out of their comfort zone.

It is very important to take into account external positive factors. These are money, reliability, conditions and safety. Internal positive factors play an equally important role. These are achievement, growth, empowerment, recognition and responsibility. Only the right combination these factors will give In their absence, work becomes hateful and unbearable. In this regard, the motivation of students or schoolchildren is no different. It is important that internal learning motivation prevails.

Signs of a motivating environment

When organizing any activity, it is important to consider several requirements. They are simply necessary to satisfy needs and form the right motivation:

• Activities should be creative and varied.
• Opportunity to develop while completing tasks.
• A sense of belonging to a group and recognition from it.
• The right to make decisions independently within one’s competence.
• Feeling of support and help.
• The presence of external attributes of success: praise, encouragement, compliment.
• The meaning of the required actions.
• The opportunity to express your own opinion, which will be taken into account.
• Availability and timeliness of information received.
• Feedback after the work done.

If all these signs (or at least the majority) are present in the organization of activities, then we can assume that the formation of internal motivation will be successful.

Self-motivation is the engine of progress

For meaningful movement, it is important to know where to come from and where to go, as well as to have a great desire. That is, self-motivation is necessary. How to achieve it? Follow the techniques and rules listed below:

• Set yourself only achievable goals. Only then will there be a desire to achieve them.
• Break big goals into small tasks.
• Keep a diary of achievements.
• Constantly reward yourself with rewards for completed tasks.
• Try to use as little criticism as possible.
• Look for like-minded people in your business.
• Try to compete with others and become the best.
• Surround yourself only with positive and goal-oriented people.
• Read books and watch movies that motivate you.

Try to implement, if not all, then at least a few points, and you will definitely have a desire to get down to business! Remember that it is important to use positive and negative factors, internal and external motivation in balance in order to achieve a good result.