Motivation is a concept that explains why individuals engage in a particular activity of behavior. An individual is considered to be motivated if he has the urge and energy to be involved for a specific adventure or action. It explains the sole purpose of an individual engaging in a particular event. Intrinsic motivation describes the behavior that is driven by internal rewards (Cherry, 2018). It remains an important aspect that reflects on the natural human urge to assimilate and learn. Feelings of self-achievement are internal incentives that motivate an individual to engage in a particular activity. The inner satisfaction achieved in undertaking a specific activity forms the basis of intrinsic motivation. Recent studies have illustrated that giving out external incentives for the accomplishment of tasks that require internal motivation can make the venture less intrinsically rewarding. Internal motivation in a workplace can make an individual more creative in achieving a challenging task as the individual is internally driven to come up with innovative ways to handle the work. However, using extrinsic rewards in the form of bonuses can increase productivity in a workplace setting. A student can be highly motivated for instance to do homework out of curiosity or interest.

Completing a mindfulness exercise will result in higher intrinsic motivation in situations where a task contingent reward is provided. A task contingent reward is an incentive provided regardless of how proper the job has been done. This study aims to support the following hypothesis by assessing how well these incentives can internally drive an individual to undertake a given activity. Early research on intrinsic motivation showed that when an individual freely engaged in a particular business out of interest and later on offered money as an incentive, for example, reduced the individual’s inherent motivation to undertake the specific task. Reduction in intrinsic motivation was mainly attributed to the fact that the extrinsic rewards tend to shift the individuals’ internal reasons for conducting the particular function, i.e. from doing it for fun or interest to doing it for financial gain. In this way, the source of motivation is thus changed.

In support of the hypothesis, the expectancy theory put forward in 1964 by VH Vroom suggested that individuals are motivated to engage in a particular behavior when an incentive has been put forward upon completion of the given task. The reward, in this case, was the result of the mission. The interaction of wants and expectancies form the basis of motivation as put forward by Kruglanski & Chernikova (2014). Intrinsic motivation and task difficulty have essential effects on workplace settings and remain a subject of further studies and research. Positive performance feedback positively contributed to internal motivation as several early studies showed, while negative feedback tends to undermine it. Participation in physical activities such as sports comes along with various mental health benefits. These activities serve as a protective mechanism for psychological illness as well as strengthening the support networks (Durlak J.A, 1997). Intrinsic motivation positively predicted the outcomes from sporting activities concerning satisfaction, excitement, and happiness.

Less motivated individuals experience feelings of inadequacies and lack of control. This behavior is considered as learned psychological hopelessness. Motivating these class of individuals has the overall effect in achieving a mindfulness exercise. Individuals are motivated when they don’t perceive any contingency in undertaking a particular activity (Ryan, 2017). Presenting a task contingency reward will control this psychological state thereby increasing the inherent urge to accomplish a given task. Mindfulness has been linked to internal motivation in the sense that is self-reflective and open to one’s innermost thoughts, feelings and emotions.

References

Arie w. Kruglanski, M. C. (2014). From Readiness to Action: How Motivation Works. 259-267.

Cherry, K. (2018). Intrinsic Motivation; Why you do things.

Durlak J.A, W. A. (1997). Primary Prevention of Mental Health Programs for Children and Adolescents.

Hur, S. B. (2016). Intrinsic Motivation: The Missing Piece in Changing Employee Behavior. Research & Knowledge.

Ryan, R. M. (2017). The Emerging Neuroscience of Intrinsic Motivation. Frontiers in Human Neuroscience.