The overjustification effect is a psychological phenomenon that has been the object of study and interest in the field of psychology. It refers to the situation in which a person decreases their intrinsic motivation to perform a specific task, as a result of receiving an external reward for doing it. This raises important questions about how people can be motivated effectively, both in educational and work settings, and how intrinsic motivation can be encouraged rather than undermined. In this article, we will further explore what the overjustification effect is, how it manifests in different contexts, and what implications it has for people's motivation.
Origins of the concept
The concept of overjustification originated from research carried out in the field of social psychology and self-determination theory. In the 1970s, psychologists began investigating how people's intrinsic motivation was affected by external rewards, such as money, prizes, or praise. Edward Deci and Richard Ryan, two prominent psychologists in this field, were pioneers in the study of self-determination and intrinsic motivation.
Deci and Ryan proposed Self-Determination Theory, which maintains that people have a innate need to feel competent, autonomous and related to others. According to this theory, intrinsic motivation arises when a person engages in an activity for the simple pleasure and satisfaction of doing it, without the need for external rewards. On the other hand, extrinsic motivation refers to performing a task to obtain an external reward or avoid punishment.
Classic experiment: Study by Lepper, Greene and Nisbett (1973)
One of the classic studies illustrating the overjustification effect was conducted by psychologists Mark Lepper, David Greene, and Richard Nisbett in 1973. In this experiment, children were divided into three different groups:
- Reward group: Children were promised a reward if they drew with markers over a period of time.
- Interest group: Children were told to draw with markers because they liked to do so.
- Control group: They were not given any special instructions on why to draw with markers.
The results showed that children in the reward group tended to spend less time drawing with markers compared to those in the interest group and the control group. This finding suggests that the introduction of an external reward decreased children's intrinsic motivation to draw, supporting the idea of the overjustification effect.
Manifestations of the overjustification effect
The Overjustification effect can manifest itself in different ways in various situations. Some of the common situations in which this phenomenon is observed are:
In the educational field
In the educational context, the excessive use of external rewards, such as grades, prizes or praise , can lead to the overjustification effect. When students are constantly motivated by good grades or rewards rather than a genuine interest in learning and exploring, their intrinsic motivation can be compromised. This can lead to a superficial focus on learning and less persistence in the face of academic challenges.
In the workplace
In the workplace, over-reliance on financial incentives or External rewards to motivate employees can also lead to the overjustification effect. When employees feel that their only motivation to work is money or material rewards, their commitment and job satisfaction can decrease. Additionally, they may experience a sense of loss of control over their work and a decrease in their creativity and productivity.
On the personal level
On a personal level, the overjustification effect can influence in the motivation of people to carry out recreational, sports or artistic activities. For example, if someone starts playing a sport because they enjoy the activity itself, but then is pressured to participate in competitions or receive awards, their intrinsic motivation may be affected. This can lead to a decrease in enjoyment of the activity and less persistence in the practice in the long term.
Implications for motivation
The overjustification effect raises important implications for motivation. motivation of people in different areas of their lives. By understanding this phenomenon, educators, business leaders, and psychology professionals can take steps to foster intrinsic motivation and avoid undermining it with inappropriate external rewards. Some of the key implications are:
Promotion of autonomy
To promote intrinsic motivation, it is essential to promote autonomy and self-determination in people. Giving them the opportunity to make decisions and take responsibility for their actions can increase their sense of control and commitment to the tasks they perform. This can strengthen your intrinsic motivation and personal satisfaction rather than relying on external rewards.
Value the process over the outcome
Focus on the process of learning or work, rather than only on the final results or external rewards, can help preserve people's intrinsic motivation. By recognizing and appreciating people's effort, creativity, and perseverance, you provide them with internal encouragement to keep going, even in challenging situations.
Promoting meaningful work
Offering people meaningful and relevant tasks that align with their interests, values, and abilities can increase their intrinsic motivation. When people perceive that a task has a meaningful purpose and provides them with the opportunity for personal growth, they are more likely to commit to it intrinsically, without depending exclusively on external rewards.
Conclusions
In conclusion, the overjustification effect is a psychological phenomenon that highlights the complex relationship between external rewards and intrinsic motivation. Through studies and experiments, psychologists have shown that the introduction of rewards can undermine people's intrinsic motivation in various situations. It is essential that educators, employers and individuals themselves understand this phenomenon to promote lasting and meaningful motivation in the educational, work and personal spheres. By encouraging autonomy, valuing process over outcome, and promoting meaningful tasks, people's intrinsic motivation can be cultivated and maintained over time.