Incentive theory of motivation suggests that people are motivated by a need to obtain rewards or reinforcements. Rooted in behaviorism, this theory suggests that motivation arises from the desire to obtain rewards and avoid punishments.
Incentive theory is just one of many theories psychologists have proposed to explain human motivation. Understanding this theory can give you a better understanding of the factors that can explain the forces that drive your behavior.
An Overview of Incentive Theory
While some theories suggest that people are driven by internal forces, incentive theory proposes that it is the desire to gain rewards and avoid punishments that causes our behavior.
Incentive theory is rooted in the work of behavioral psychologist B. F. Skinner. In Skinner’s operant conditioning theory, reinforcement increases behavior while punishment decreases it.
One earlier theory known as the instinct theory suggested that behaviors were driven by innate, unlearned instincts. However, this theory lacked empirical support and couldn’t fully explain the wide range of human behaviors.
As a result, drive-reduction theory emerged. This theory suggests that individuals are motivated to reduce physiological imbalances like hunger or thirst. Like instinct theory, drive reduction theory could not account for behaviors that are not directly related to physiological needs.
Incentive theory emerged to explain how external rewards and incentives are key drivers of human behavior and motivation.
How Incentive Theory Explains Motivation
According to incentive theory, human behavior is primarily driven by the desire for external rewards or incentives. Essentially, it says that we engage in certain behaviors because we anticipate that they will lead to desirable outcomes.
Incentive theory of motivation highlights how our behavior is affected by external rewards and punishments.
The theory can be applied in various fields, including psychology, economics, business, and education. It can be a helpful way of understanding and influencing how individuals are motivated to achieve specific goals or engage in particular actions.
There are several important elements that influence how incentive theory works:
External Rewards
Incentive theory emphasizes the importance of external rewards or incentives as the primary drivers of motivation. These rewards can take various forms, such as financial incentives, praise, recognition, promotions, or other tangible and intangible benefits.
Anticipation of Pleasure or Avoidance of Pain
People are motivated to pursue behaviors that they believe will lead to pleasurable experiences or the avoidance of painful ones. For example, an individual might work diligently on a project because they anticipate receiving a bonus if they meet their targets.
Goal-Oriented Behavior
The incentive theory views motivation as goal-oriented behavior. People set goals based on the rewards or incentives they desire and then work towards achieving those goals. This process involves a cognitive evaluation of the perceived rewards and the effort required to attain them.
Individual Differences
The theory acknowledges that individuals may be motivated by different types of incentives. What one person finds rewarding or pleasurable may not be the same for another. This recognizes the diversity of human motivations and the need to tailor incentives to individuals or groups.
Types of Incentives That Can Affect Behavior
According to incentive theory, incentives can be categorized into two different types.
Positive Incentives
A positive incentive involves getting some type of desirable reward. A bonus at work and recognition for your hard work are both examples of powerful positive incentives that can influence your behaviors.
Negative Incentives
Negative incentives are undesirable or adverse punishments that might happen after you engage in a behavior. Being reprimanded at work or getting a speeding ticket are both examples of negative incentives.
Examples of How Incentive Theory Works
It can be helpful to look at a few examples of how the incentive theory of motivation can be applied in various contexts:
Motivation in the Workplace
Businesses can utilize incentive theory in the workplace to help motivate their employees and maximize productivity. This might involve offering incentives like raises or bonuses to encourage employees to be more efficient and productive.
Financial rewards can be effective, but so can non-monetary incentives. Awards, professional opportunities, skills training, and recognition are just a few incentives that employees may find motivating.
Encouraging Customers to Make Purchases
Marketers can also utilize incentives to encourage customers to buy products. Loyalty programs, coupons, discounts, and reward points are just a few examples. For example, a business might offer a “Buy one, get one half off” to encourage customers to purchase more.
Encouraging Healthy Behaviors
Incentive theory can also be used to help people adopt a healthier lifestyle. For example, people might utilize rewards to encourage themselves to exercise or eat more vegetables.
Someone training for a marathon might tell themselves they can have a certain reward after training for so many days or running for so many miles. Rewards might include a favorite treat, a special item, or even a day off for relaxation.
Motiving Students to Succeed
Teachers can utilize incentive theory to motivate students to excel in school. They can offer rewards like praise, certificates, or extra credit for good performance in class.
Students may also be motivated to excel academically to earn awards, scholarships, or admission to certain schools.
Addiction Treatment
In the context of addiction recovery, the incentive theory can be applied to motivate individuals to stay clean or sober. Support groups and treatment programs often use a system of rewards for reaching milestones in recovery.
These rewards can be a strong incentive for individuals to maintain their sobriety.
Contingency management is an approach to substance use treatment that is based on the principles of incentive theory. People with substance use issues can receive vouchers and other financial rewards in exchange for staying drug-free.
Incentive Theory and Conditioning Processes
Incentive theory is closely linked to the behavioral school of psychology. According to behaviorism, all human behavior can be understood through conditioning processes.
In operant conditioning, rewards and punishments are used to increase or decrease behavior.
Incentive theory fits within the operant framework, suggesting that people are motivated to behave in ways that maximize rewards and minimize punishments.
Incentive theory can also play an important role in behavioral strategies for changing behavior. Using incentives can help people make behavior changes more effectively.
Criticisms and Problems With Incentive Theory
While the incentive theory can be helpful in explaining some aspects of motivation, that does not mean that it is without criticism. A few key criticisms and limitations associated with this theory include:
It Oversimplifies Behavior
One of the main criticisms of the incentive theory is that it can oversimplify human motivation by reducing it simply to rewards and punishments. The reality is that human motivation is complex. It’s also influenced by a variety of factors, including emotions, social and cultural influences, and personal values.
Focusing just on maximizing rewards and avoiding punishments does not adequately account for the richness and nuances of human motivation.
It Ignores Intrinsic Motivation
The incentive theory focuses on extrinsic motivation, which means that it may not adequately address intrinsic motivation, which is the internal desire to engage in an activity for its own sake.
Intrinsic motivation is an important aspect of human behavior, and the theory can downplay its significance.
The overjustification effect involves external rewards reducing intrinsic motivation for a particular activity. If people are initially intrinsically motivated to perform a task, introducing extrinsic rewards may lead them to view the activity as a means to an end rather than something enjoyable in itself.
Research suggests that tangible rewards can decrease intrinsic motivation when tasks are simple, and responses are initially good. Interestingly, this same effect didn’t apply to health behaviors. Evidence suggests that incentivizing health-related behaviors does not necessarily undermine motivation.
It Neglects Long-Term Goals
Incentive-based motivation often encourages people to focus on short-term goals and rewards, which can lead to neglect of long-term, more meaningful objectives. Individuals may become overly fixated on immediate gratification and fail to consider the broader implications of their actions.
In some cases, individuals may become so fixated on obtaining incentives that they lose sight of their actions’ larger goals or purposes. This can lead to what is known as “goal displacement,” where the incentive becomes the primary focus rather than the intended outcome or mission.
How to Use Incentive Theory in Your Own Life
While incentive theory can have its limitations, incentives can be used effectively to improve your motivation. A few strategies when using incentives include:
Identify Your Goals
The first step is to define your goals clearly. Having a clear target in mind is the first step, whether it’s a personal, professional, or educational goal.
Break Goals into Smaller Steps
Divide your larger goals into smaller, more manageable tasks or milestones. This makes tracking progress easier and setting up incentives along the way. It also ensures that you don’t get overwhelmed, keep making progress, and don’t lose sight of your long-term goals.
Choose Appropriate Incentives
Select incentives that are meaningful and motivating to you personally. What one person finds rewarding, another may not.
Consider tangible rewards (e.g., treats, gifts, or small purchases) and intangible rewards (e.g., self-praise, relaxation time, or a sense of accomplishment).
Create a Reward System
Establish a reward system where you specify what you’ll receive for reaching certain milestones. For example, if your goal is to exercise regularly, you might reward yourself with a special treat or a relaxing bath after completing a certain number of workouts.
Set a Timeline
Assign specific deadlines to your goals and milestones. This creates a sense of urgency and helps you stay on track. Ensure that the timeline is realistic and achievable.
Monitor Your Progress
Regularly track your progress towards your goals. Use tools like to-do lists, calendars, or apps to keep yourself accountable and ensure you’re making consistent progress.
Adjust as Needed
Be flexible and open to adjusting your incentives and goals as circumstances change. If a particular incentive isn’t motivating you as expected, it may be time to try something different. A particular reward may become less satisfying over time, so you might need to change things up to keep your motivation fresh.
Use Positive Reinforcement
Focus on positive reinforcement rather than punitive measures. Instead of punishing yourself for not achieving a goal, reward yourself for meeting or exceeding expectations. Punishment is more likely to make you feel bad about yourself and decrease your motivation.
Share Your Goals
Enlisting social support can be a great way to boost motivation and stay on track. Share your goals and incentives with a trusted friend, family member, or mentor. Having someone to provide support, encouragement, and accountability can enhance your motivation.
Visualize Success
Visualization can be a powerful motivational tool. Spend some time imagining the positive outcomes and rewards of achieving your goals. This can boost your motivation and determination. Make a virtual vision board and save it as your lock screen on your phone so you always have a reminder of your goals.
Keep a Progress Journal
Maintain a journal where you record your progress, accomplishments, and the rewards you’ve received. Reflect on how the incentives are motivating you and helping you reach your goals. This can be a great way to spot patterns and notice when you might need to adjust your plans.
Review and Reflect
Periodically review your goals and incentives to ensure they align with your priorities and desires. Adjust them if necessary to stay motivated.
Celebrate Achievements
Celebrate your successes, no matter how small. Acknowledge your accomplishments and enjoy the rewards you’ve earned. This reinforces the connection between effort and positive outcomes.
The Bottom Line
Remember that while incentives can be powerful motivators, they should be balanced with other forms of motivation, such as intrinsic motivation and a genuine interest in your goals. It’s also important to be cautious not to over-rely on external incentives. A well-rounded approach to motivation often incorporates a mix of intrinsic and extrinsic factors to help you stay on course and achieve your objectives.
Research has shown that while intrinsic motivation can be powerful, people often underestimate their ability to motivate themselves without external rewards. So, if you are struggling to achieve a goal, don’t be afraid to use external motivators.
Sources:
Kuratomi K, Johnsen L, Kitagami S, Hatano A, Murayama K. People underestimate their capability to motivate themselves without performance-based extrinsic incentives. Motiv Emot. 2023;47(4):509-523. doi:10.1007/s11031-022-09996-5
Luciana M, Collins PF. Incentive motivation, cognitive control, and the adolescent brain: Is It time for a paradigm shift? Child Dev Perspect. 2012;6(4):392-399. doi:10.1111/j.1750-8606.2012.00252.x
Promberger M, Marteau TM. When do financial incentives reduce intrinsic motivation? comparing behaviors studied in psychological and economic literatures [published correction appears in Health Psychol. 2013 Nov;32(11):1148]. Health Psychol. 2013;32(9):950-957. doi:10.1037/a0032727
Renninger KA, Hidi SE. The Cambridge Handbook of Motivation and Learning. Cambridge University Press; 2019.
Silverman K, Jarvis BP, Jessel J, Lopez AA. Incentives and motivation. Transl Issues Psychol Sci. 2016;2(2):97-100. doi:10.1037/tps0000073