In reading this month’s cover feature “Instilling Intrinsic Motivation,” by Audrey Raley, OD, I couldn’t help but think of my 15-year-old son, Patrick. Last summer, he got his first job as a server at a nearby retirement home. Patrick sought this job because he wanted to work, and he gets along well with the elderly (ie, his grandparents). Fast-forward roughly 10 months later, and what he labeled a “summer job” is now a part-time gig after school and on some weekends.

A Surprising Response

After a recent work shift, Patrick told his dad and me that his manager gave him a “Thank You” card that contained 2 free movie tickets. This reward was based on feedback cards collected from the retirement home’s residents. He then said, “You know what? I can see myself staying at this job while in high school and college.”

Based on the timing of Patrick’s declaration, I replied, “You’re really excited about those movie tickets, huh?” I didn’t expect his answer, which was that the tickets were the icing on the cake. “I feel like I’m good at my job, I like that the manager trusts my ability to do it, and it’s cool that most of the staff help each other,” he said.

It turns out that Patrick’s reasons for wanting to remain an employee at the nursing home line up perfectly with the facilitation of intrinsic motivation, which is the focus of the cover feature. Intrinsic motivation is “the doing of an activity for its inherent satisfaction rather than for some separable consequence. When intrinsically motivated, a person is moved to act for the fun or challenge entailed rather than because of external products, pressures, or rewards.”¹ It is based on the Self-Determination Theory of Motivation, which has been supported. It is also contingent on the individual’s enjoyment/interest in what they do.

Why It Matters

Without intrinsic motivation, an extrinsic motivator, such as a staff incentive to accomplish one or more tasks, will not work.

Research shows that it’s possible to facilitate intrinsic motivation in employees by providing activities that both appeal to them and support 3 innate psychological needs: (1) competence (2) autonomy, and (3) relatedness (connection).

The facilitation of intrinsic motivation is not a new concept, yet with the current state of staff turnover, it may make sense to consider Dr. Raley’s suggestions.

Back to Patrick

Because Patrick was interested in working and he gets along well with the elderly (ie, his grandparents), he applied for the job at the nursing home (enjoyment/interest). Add the fact that his working environment met and continues to meet the 3 innate psychological needs, and it makes perfect sense that he wants to stay there. Incidentally, Patrick also doesn’t mind getting to bring home desserts and the like from the retirement home. Then, again, what 15-year-old boy would? OM

References

1. Ryan RM, Deci EL. Intrinsic and Extrinsic Motivations: Classic Definitions and New Directions. Contemp Educ Psychol. 2000;25(1):54-67. doi:10.1006/ceps.1999.1020

2. Ryan RM, Deci EL. Self-determination theory and the facilitation of intrinsic motivation, social development, and well-being. Am Psychol. 2000;55(1):68-78. doi:10.1037//0003-066x.55.1.68