Intrinsic Motivation: Definition, Examples, & Theory

By Jillian Weeks, Ph.D.
​Reviewed by Tchiki Davis, M.A., Ph.D.
Understanding intrinsic motivation can help with learning, work, and behavioral change. Learn about intrinsic motivation and how to leverage this theory.
*This page may include affiliate links; that means we earn from qualifying purchases of products.
Each day, we make hundreds of choices to take certain actions—brushing our teeth, finishing that report for work, going for a jog. What drives us to act, what keeps us driven to pursue an endeavor through challenges, and how can understanding these drivers impact our behavior for the better?
The simple answer is motivation. To be motivated is to be moved to do something: to feel a need or inspiration to act that propels the individual forward. You’ve certainly heard of motivation as a broad concept, but understanding the intricacies of intrinsic motivation can help you harness its power to change behavior, accomplish tasks, improve your mental health, and more. 

In this article, we’ll discuss concepts and theories behind intrinsic motivation, highlight some examples and benefits, and introduce ways to leverage intrinsic motivation in several areas of life.
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What Is Intrinsic Motivation? (A Definition)

Intrinsic Motivation vs. Extrinsic Motivation

To understand intrinsic motivation, it’s helpful to place it in contrast with extrinsic motivation. Intrinsic motivation is the drive to pursue an action because it is inherently enjoyable or interesting to the individual. Conversely, extrinsic motivation refers to doing something based on external rewards or outcomes associated with that action (Ryan & Deci, 2000a). While intrinsic motivation exploits natural human curiosity to explore, seek novelty and fun, and satisfy other internal rewards, extrinsic motivation is impacted by external and social factors. A child might be intrinsically motivated to play the piano because she enjoys it, but could also be extrinsically motivated if she receives a treat from her parents each time she learns a new scale. Both intrinsic and extrinsic motivators can be unique to the individual, as people have varied interests and values. Additionally, intrinsic motivation can change over the course of one’s life as interests and abilities evolve.

This video provides a great overview of intrinsic and extrinsic motivation and how they can influence behavior:

Video: Extrinsic vs. Intrinsic Motivation ​

Examples of Intrinsic Motivation

To understand intrinsic vs. extrinsic motivation, here are some situational examples of each: 
  • Intrinsic Motivation - For her 40th birthday, Louise decided to run a marathon for the first time. She loves how exhilarating it feels to run long distances and can’t wait to prove to herself that she’s able to complete the race, no matter how long it takes. 
  • Extrinsic Motivation - Zimo plays on his high school football team. He doesn’t really like to play pickup games with his friends, but the team is on track to win another championship, and the whole town is counting on them. 
  • Intrinsic Motivation - Gloria is learning Spanish at her local community center, but isn’t being graded or receiving credits. It feels good to start recognizing Spanish words in passing, and it makes her feel connected to her Colombian heritage. 
  • Extrinsic Motivation - A coworker complimented Jorge’s handmade ceramic coffee mug. He’s been making more of them to sell and is even taking custom orders. The extra income is helpful because his husband has been wanting to renovate the kitchen but money is tight.

Intrinsic Motivation Theory

Much of the extensive early research on intrinsic vs. extrinsic motivation was done in the 1970s and 1980s by Edward Deci and Richard Ryan, two psychologists interested in personality and behavioral self-regulation. In 1985, their book Intrinsic Motivation and Self-Determination in Human Behavior formally introduced self-determination theory. Self-determination theory was largely focused on factors that impact a sense of control over one’s own life and understanding motivations and choices made without the influence of outside distractions or pressures (Deci & Ryan, 1985). 

The body of research on Self-determination theory since its inception has focused on the kinds of social and cultural conditions and factors that can foster or inhibit healthy psychological development, self-regulation, and well-being. In other words, what makes people engaged and energized in their daily lives and what holds them back? As you can imagine, understanding intrinsic motivation was a major pillar of work under the theory. A subtheory of Self-determination theory known as Basic Psychological Need Theory conceptualizes three main innate psychological needs that, when fulfilled, promote greater self-motivation and satisfaction. In turn, when these needs are undermined or challenged, individuals are less internally motivated and their well-being decreases (Ryan & Deci, 2000b). 

Innate Psychological Needs for Intrinsic Motivation
  • Autonomy - The need for autonomy is a need for perceived control over your own life and actions—the sense that your behavior and choices are self-determined. This is perhaps the most fundamental of the three psychological needs for intrinsic motivation, as an activity that fulfills the other two needs below (but is driven by external control or influence) is inherently not self-motivated. However, autonomy is deeper than just a sense of control; it is also concerned with a sense of personal integrity and authenticity. Actions that fulfill the need for autonomy are felt as taken in line with one’s “true” self, while those that do not can cause feelings of pressure and conflict. 
  • Competence - The need for competence is associated with feelings of mastery and self-efficacy. If you like to cook, for example, you’re probably motivated to continue doing so by the fact that it enables you to make a good meal. Feeling capable and effective in an activity is indeed satisfying and can serve as a remedy to feelings of failure or inadequacy in another area. Interestingly, people demonstrate a greater motivation to succeed in a competence-supportive task, or something they’re capable of doing, after experiencing competence frustration in a more challenging task (Fang et al., 2018). This might sound familiar, as a “comeback” after a competitive loss is a classic motivational story. This increased motivation after failure can even extend to non-competitive activities, illustrating the powerful internal desire for feelings of competence (Meng et al., 2021). 
  • Relatedness - Relatedness, or connection, is a third driver in intrinsic motivation. Relatedness helps individuals to internalize the values of the context or activity in which they are acting and generate a sense of purpose based on this connection. Because of the need to maintain social connections with others and foster a sense of belongingness, we are motivated to act in a way that aligns with these relationships (Leary & Baumeister, 1995). For instance, someone might feel a renewed sense of purpose at work after connecting with some colleagues on a deeper level or realizing the positive impact their project has had on their community. By fulfilling this deep need to belong and act with purpose for interpersonal connections, these developments can increase intrinsic motivation for work activity.

Benefits of Intrinsic Motivation

So we’ve discussed the definition of intrinsic motivation and some of the theory behind it, but why does it matter? From an evolutionary standpoint, it matters a lot. Being driven to seek novelty, be curious, and explore just for the sake of doing so is critical for human development. It makes us ready to learn about the world and develop skills without the explicit need for external rewards (Gottfriend, 1983). Additionally, curiosity itself seems to be rewarding. 

One study used fMRI imaging to observe participants’ brain activity while reading trivia questions. The individuals’ level of curiosity when reading questions correlated positively with activity in caudate regions of the brain which have previously been linked to reward anticipation. The study also found that participants were willing to exchange resources for trivia answers when they were more curious, showing that information exchange has reward value when people are in a curious state (Kang et al., 2009). 

However, intrinsic motivation plays a major role in every stage of your life beyond just childhood development. Intrinsic motivation is generally considered to be more durable in the long term than extrinsic motivation because it supports a sense of personal energy and vitality rather than stagnating or depleting it (Ryan & Deci, 2008). 

You’ve most likely heard the phrase, “find a job you love and you’ll never work a day in your life.” While that adage probably isn’t 100% true for anyone, it does reflect the advantage of having intrinsic motivation on your side: When doing a job that makes you feel satisfied, capable, and connected, you’re motivated to clock in by more than just the promise of a paycheck. Intrinsic motivation can also influence the positive effects of other behaviors. One longitudinal study found that the stress-relieving effects of physical activity in young adults were only observed in those who had high intrinsic motivation for exercise (Meyer, Grob, & Gerber, 2001).

Intrinsic Motivation in the Classroom

Much of the research on intrinsic motivation has been conducted in the context of education. Intrinsic vs. extrinsic motivators can have a massive impact on how children learn and how they feel about school. Curiosity itself has powerful effects on learning. In the trivia study by Kang & colleagues described previously, researchers also found that higher curiosity in an initial trivia reading session was positively correlated with recall of surprising answers 1 to 2 weeks later (Kang et al., 2009). 

By promoting curiosity in the classroom and allowing students to explore topics they’re genuinely interested in, educators may see better learning outcomes. Introducing opportunities for autonomy rather than controlling students’ activity can also increase their motivation and engagement. Some examples include letting students select a book from a reading list, choose a creative way to demonstrate their understanding of a topic, or pursue play options of their choice during recess. Satisfying the three innate needs for intrinsic motivation can also promote classroom outcomes. 

For example, higher levels of teacher relatedness and connection predicted intrinsic motivation for reading in first-grade students. Interestingly, the students’ self-concept for reading, encompassing their own feelings of competence, impacted the relationship between intrinsic motivation and ultimate achievement in reading. Students who felt connected to their teachers were more intrinsically motivated, but that intrinsic motivation led to higher reading achievement only in students who saw themselves as capable readers (Guay et al., 2019).

Intrinsic Motivation & Student Success

A great deal of research on self-determination theory in education has focused on the relative effectiveness of intrinsic motivation vs. external rewards or consequences in promoting student success. It’s important to acknowledge that not every aspect of school is immediately rewarding, fun, or interesting for all students, so identifying effective sources of extrinsic motivation is important to perpetuate learning behaviors. 

Rewards or potential punishments can work in the short term to motivate behavior, but they are unlikely to facilitate lasting change, especially if rewards or consequences do not continue (Niemiec & Ryan, 2009). For example, offering a chocolate bar to a child if they can name all fifty states may motivate them to memorize them furiously, but will not make them more likely to study for their next quiz if there isn’t a treat at stake. 

This TED Talk from Beth Hennessey, a professor of psychology at Wellesley College, explores the link between creativity and intrinsic motivation and how it can be fostered in an educational setting:

Video: Cultivating Intrinsic Motivation and Creativity in the Classroom

Intrinsic Motivation in the Workplace

As in the classroom, much of what we’re expected to do at work isn’t explicitly satisfying or enjoyable. While any job does have the inherent extrinsic motivation of a paycheck behind it, fostering intrinsic motivation in the workplace can reduce employee burnout and turnover, increasing productivity (Kim, 2018).

Here are some ideas for harnessing intrinsic motivation in the workplace: 
  • Increasing autonomy by decreasing control over flexible elements such as work style or schedules
  • Nurturing competence by highlighting areas where employees succeed, trusting their abilities rather than micromanaging, and facilitating continuing education or professional development opportunities that allow employees to build new skills
  • Fostering relatedness by helping employees feel more positively connected to their work, contribute to collective efforts, and set goals that are personally important to them

Intrinsic Motivation Questions

Now that we’ve discussed the theory behind understanding intrinsic motivation and how it impacts various settings and contexts, here are some questions you can use to reflect on intrinsic motivation to reach goals or pursue new activities in your own life:
  • Why is this important to me? 
  • Am I working at this because I’m seeking an external reward or trying to avoid a negative outcome? 
  • What elements of the situation are in my control? 
  • Is there another way to achieve this goal that I would find more interesting or satisfying?

Articles Related to Intrinsic Motivation

​Want to learn more? Check out these articles:

Books Related to Intrinsic Motivation

If you’d like to keep learning more, here are a few books that you might be interested in.

Final Thoughts on Intrinsic Motivation

No matter your age or occupation, intrinsic motivation has likely powered many undertakings throughout your life: spending hours perfecting your three-pointer, learning to make a perfect Baked Alaska, or studying for that big exam to bring you one step closer to becoming a doctor. Not everything is intrinsically motivating, but reflecting on what motivates you and finding ways to leverage intrinsic motivation whenever possible can make for a more enriching and vibrant life.

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