What is intrinsic motivation?
Intrinsic motivation is doing something because the activity itself is interesting or enjoyable. At work, that could mean enjoying a design challenge or learning how to solve a difficult customer problem.
Extrinsic motivation concerns a separate outcome: earning a bonus, receiving recognition, or completing work because its result matters to you. Personally valuing a necessary task is an internalized form of extrinsic motivation, even if you do not enjoy doing it. See Ryan and Deci’s 2020 review of these definitions.
Managers can ask which tasks people find engaging, offer choice over methods where possible, give useful feedback, and explain the purpose of less enjoyable work. Fair pay and workable conditions still matter.
Attuned’s 11-motivator framework describes a broader set of workplace values and preferences. Financial Needs, Status and Competition are not synonymous with enjoyment of a task; their relationship to motivation depends on the person’s reasons for acting.
This page offers our optional whitepaper. For a fuller ungated explanation, read intrinsic versus extrinsic motivation at work. The download form below gives access to the longer resource.
Updated October 14, 2026.
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Introduction
Ever wondered why some people are more driven to succeed in particular situations than others? Or been bewildered that ample incentives haven’t had the desired effect on the productivity or performance of colleagues and teams?
The answer lies in Intrinsic Motivation.
While Extrinsic Motivation—the classic ‘carrot and stick’ approach to incentivizing employees—relies on explicit external rewards and penalties, Intrinsic Motivation comes from the internal values that drive and inspire us each and every day.
In this White Paper, we’ve drawn on more than 50 years of academic research, response data from Attuned users all over the world, and the wisdom of a 19th-generation zen priest to get to the heart of why Intrinsic Motivation is such a powerful force—and why harnessing it is key to creating happier and more productive organizations, and ultimately making work more meaningful.
As Professor Rolf van Dick, Chair of Social Psychology at Goethe University Frankfurt, explains in Chapter 2:
“Motivation, in the end, is not only the level of effort we spend, it’s also direction and persistence when facing obstacles or problems, and those people who are more intrinsically motivated will show more of all three of these aspects of motivation.”
About the whitepaper
How to really boost employee performance and satisfaction
By Paul Kay
Chapters
Part 1: Extrinsic Motivation: Does the ‘Carrot and Stick’ Really Work?
Part 2: Intrinsic Motivation: It’s What’s Inside that Counts
Part 3: Organizational Fit
Part 4: Why Understanding Motivation is Crucial
Part 5: Mindfulness & Motivation
Part 6: The Data-driven Approach to Boosting Motivation
