Why do you work hard at your job? What pushes you to pursue new goals, learn new skills, or stay motivated during challenges?
For some, it’s the satisfaction of doing meaningful work. For others, it’s the paycheck, promotion, or recognition. These forces are what psychologists describe as intrinsic vs extrinsic motivation — two powerful drivers that shape how we behave, perform, and grow in our careers.
At Resume Advisor, we often help clients uncover what truly motivates them. Jonathan works one-on-one with professionals to clarify whether their motivation is primarily intrinsic or extrinsic — or a blend of both — so they can build careers that feel both successful and fulfilling.
In this guide, we’ll explore what intrinsic vs extrinsic motivation means, how they differ, examples of each, and how you can use this understanding to make better career decisions.
What Is Motivation?
Before diving into intrinsic vs extrinsic, it’s important to understand what motivation actually is.
Motivation is the process that initiates, guides, and maintains goal-oriented behavior. It’s the “why” behind every action you take — whether that’s staying late to finish a project or learning a new language to advance your career.
Psychologists generally categorize motivation into two main types:
- Intrinsic motivation: Driven by internal rewards (personal satisfaction, curiosity, growth)
- Extrinsic motivation: Driven by external rewards (money, status, recognition)
Both types play crucial roles in shaping behavior and performance. Understanding the balance between intrinsic vs extrinsic motivation can help you create a more sustainable, rewarding professional life.
Intrinsic Motivation: The Inner Drive
Intrinsic motivation comes from within. It’s fueled by personal satisfaction and the joy of learning, improving, or achieving something meaningful — regardless of any external reward.
People who are intrinsically motivated tend to engage in activities because they genuinely enjoy them or find them fulfilling.
Examples of Intrinsic Motivation
- Taking a professional course simply because you love learning
- Volunteering for a project that aligns with your values
- Writing, designing, or problem-solving because it’s satisfying, not because someone asked you to
- Improving your communication skills because it makes you feel more effective
When clients at Resume Advisor identify intrinsic motivators — such as curiosity, purpose, or mastery — they often report higher job satisfaction and long-term career stability. Jonathan encourages professionals to reflect on what aspects of their work naturally excite or energize them, because that’s where intrinsic motivation thrives.
Extrinsic Motivation: The External Reward
Extrinsic motivation, on the other hand, stems from outside factors — tangible rewards or external pressures that drive behavior. These might include financial compensation, praise, promotions, or the fear of negative consequences.
Extrinsic motivators can be incredibly powerful, especially in structured environments like workplaces, where performance metrics, deadlines, and recognition systems dominate.
Examples of Extrinsic Motivation
- Working overtime to earn a performance bonus
- Completing training to qualify for a promotion
- Following rules to avoid disciplinary action
- Meeting sales targets to gain recognition from management
At Resume Advisor, we often see clients driven by extrinsic factors early in their careers — such as earning higher salaries or gaining prestige. These motivators are valid and valuable. However, Jonathan helps clients balance these with intrinsic motivation to prevent burnout and maintain a sense of purpose beyond external validation.
Intrinsic vs Extrinsic Motivation: Key Differences
While both forms of motivation drive behavior, they differ in source, sustainability, and emotional impact. Let’s break down the key distinctions between intrinsic vs extrinsic motivation.
|
Aspect |
Intrinsic Motivation |
Extrinsic Motivation |
|
Source |
Comes from internal satisfaction or enjoyment |
Comes from external rewards or pressures |
|
Example |
Learning because it’s interesting |
Studying to earn a higher grade |
|
Longevity |
More sustainable over time |
May fade once rewards are removed |
|
Emotional Impact |
Linked to fulfillment and purpose |
Linked to recognition or tangible outcomes |
|
Workplace Application |
Driven by curiosity, creativity, passion |
Driven by bonuses, promotions, or competition |
In professional development, the goal isn’t choosing one over the other — it’s about understanding intrinsic vs extrinsic motivation and leveraging both effectively.
The Psychology Behind Intrinsic vs Extrinsic Motivation
The study of intrinsic vs extrinsic motivation traces back to behavioral psychology and cognitive evaluation theory. According to researchers Edward Deci and Richard Ryan, intrinsic motivation is closely tied to autonomy, competence, and relatedness — key components of the Self-Determination Theory (SDT).
This theory suggests people are most motivated when they feel:
- Autonomy: A sense of control over their actions
- Competence: A belief in their ability to succeed
- Relatedness: Connection with others and meaningful goals
Extrinsic motivation can sometimes undermine intrinsic motivation — a phenomenon known as the “overjustification effect.” For example, when someone is paid to do something they already enjoy, they may start valuing the reward more than the activity itself.
That’s why understanding intrinsic vs extrinsic motivation helps individuals and leaders create balanced, productive environments where both types of motivation reinforce — not replace — each other.
How Motivation Shapes Career Choices
Your dominant motivator — whether intrinsic or extrinsic — often influences your career path. At Resume Advisor, we’ve seen how identifying this balance can help clients make smarter, more satisfying career decisions.
If You’re Intrinsically Motivated:
You’re likely drawn to roles that emphasize creativity, problem-solving, and purpose over financial gain. Careers in research, education, design, or social impact often attract intrinsically motivated professionals.
Jonathan encourages intrinsically driven clients to seek work environments that prioritize autonomy and professional growth. He also helps them craft resumes that highlight value-based achievements — showing not just what they’ve done, but why they do it.
If You’re Extrinsically Motivated:
You may thrive in competitive or structured environments with clear rewards and recognition systems — such as sales, finance, or management.
Resume Advisor helps extrinsically motivated clients align their skills with roles offering clear metrics for success, while also developing intrinsic motivators like professional growth and leadership purpose.
Understanding intrinsic vs extrinsic motivation can help you build a career that fuels both your ambition and your fulfillment.
Using Intrinsic Vs Extrinsic Motivation in Job Search Strategy
When it comes to job searching, motivation plays a crucial role. Here’s how Resume Advisor helps clients apply their understanding of intrinsic vs extrinsic motivation to strengthen their job search.
1. Resume Writing
We help clients highlight both intrinsic and extrinsic achievements. For example:
“Led a cross-functional project (intrinsic) that improved team efficiency by 25%, earning departmental recognition (extrinsic).”
2. LinkedIn Optimization
Jonathan ensures clients’ profiles showcase passion-driven initiatives (intrinsic) alongside measurable results (extrinsic). Recruiters respond well to this balanced presentation.
3. Interview Coaching
Understanding intrinsic vs extrinsic motivation helps candidates articulate what drives them. For instance:
“I’m motivated by seeing my projects make a difference for users, but I also value clear goals and recognition for results.”
4. Career Coaching
We guide clients to align their motivations with company culture. A mismatch between intrinsic and extrinsic expectations often leads to disengagement or burnout — something we help clients proactively avoid.
Balancing Intrinsic and Extrinsic Motivation
In reality, most successful professionals rely on a balance of both intrinsic and extrinsic motivation.
Too much intrinsic focus might lead to neglecting tangible rewards; too much extrinsic focus can cause stress or disconnection from meaning.
The sweet spot lies in aligning your external goals (like pay and recognition) with your internal drivers (like purpose and growth).
Jonathan from Resume Advisor often reminds clients:
“When what you do aligns with why you do it, motivation becomes effortless.”
Finding that balance transforms how you approach work, challenges, and long-term career development.
Examples of Intrinsic vs Extrinsic Motivation in the Workplace
Let’s look at a few workplace examples to illustrate how these motivators coexist.
|
Scenario |
Intrinsic Motivation |
Extrinsic Motivation |
|
Learning a new skill |
Curiosity and self-improvement |
Requirement for promotion |
|
Completing a project |
Sense of accomplishment |
Praise from management |
|
Volunteering for extra tasks |
Desire to contribute |
Earning recognition or bonuses |
|
Improving communication |
Wanting better collaboration |
Avoiding performance penalties |
Understanding where your motivation falls on the intrinsic vs extrinsic spectrum can help you identify which goals will keep you energized and fulfilled.
Intrinsic vs Extrinsic Motivation in Leadership
Leaders play a critical role in balancing intrinsic and extrinsic motivation within teams.
A good leader understands that money, rewards, and titles (extrinsic) are important—but purpose, growth, and recognition (intrinsic) drive long-term engagement.
At Resume Advisor, our leadership coaching programs teach professionals to motivate teams through both types of incentives: pairing performance bonuses with autonomy, and recognition with opportunities for development.
This dual approach creates a culture of productivity, accountability, and loyalty.
Final Thoughts
The debate of intrinsic vs extrinsic motivation isn’t about choosing one over the other—it’s about understanding how each influences your behavior, satisfaction, and career direction.
Intrinsic motivation fuels creativity and purpose. Extrinsic motivation drives achievement and rewards. Together, they create a balance that leads to both success and fulfillment.
At Resume Advisor, we help professionals harness both. Through personalized coaching, Jonathan guides clients to uncover what motivates them most—and align their career paths accordingly. Whether your drive comes from passion or recognition, the key is channeling it strategically toward long-term growth.
Because when you understand what fuels your motivation, you don’t just work harder—you work happier.