Week 4 Lecture Flashcards
What is extrinsic motivation?
An environmentally created reason to initiate or persist in an action
What are the characteristics of extrinsic motivation?
- Quasi-needs
- Incentives vs. consequences
- Operant conditioning
What are quasi needs?
An ephemeral, SITUATIONALLY INDUCED desire that creates a tense energy to engage rather immediately and impulsively in that specific behaviour that is capable of reducing the situationally induced built-up tension
What are the characteristics of quasi-needs?
- Resemble needs, bc they affect how we think, feel, and act
- *Originate from situational demands & pressure
- *Deficiency-oriented and situationally reactive
- Strength of quasi-needs depends on situation’s pressure and demand
- Such needs tend to be socially constructed/derived
- Not “truly” essential for growth, well-being, and life
What are incentives?
- Envmtal event that ATTRACTS/REPELS a person toward/away from initiating a particular course of action
- Comes BEFORE the action
- Attractive incentives –> Approach behaviour
- Aversive incentives –> Avoidance behaviour
What are consequences?
- Comes AFTER the action
- Reinforcers: Increases future probability of action
- Punishers: Reduces future probability of action
- Rewards: Something of value that is given in exchange, but may not necessarily increase future probability of action
What are reinforcers? What are the types of reinforcers?
Reinforcers: INCREASES probability of future action
Negative reinforcer: When REMOVED after action
Positive reinforcer: When PRESENTED after action
What are punishers? What are the types of punishers?
Punishers: DECREASE probability of future action
Response cost punisher: When REMOVED after action
Aversive punisher: When PRESENTED after action
Describe extrinsic motivation.
- Compliance, easier to manage, focal outcome is predictable
- Undermines intrinsic motivation (esp. expected & tangible rewards)
- Interferes with process of learning as focus is on the external stimulus
- Reduces capacity (freq. & extent) of autonomous self-regulation (aka reward dependency)
- VERY USEFUL for tasks that are uninteresting
- Tend to focus on hedonic pleasures
Describe intrinsic motivation.
- Initiative, harder to manage, more varied outcome
- Increase engagement (behaviour, emotion, & cognition) and increase creativity
- Better learning and skills development
- Optimal functioning and effectiveness
- Better overall well-being and personal growth
- Tasks have to be (or be made) interesting
- Tend to focus on eudemonic goals
What is discrepancy? How does it work?
Discrepancy: Between ideal state and present state
Discrepancy has motivational properties
What are the types of discrepancy?
Discrepancy reduction
- Based on a feedback system that underlies corrective motivation
- Is reactive and deficiency overcoming
Discrepancy creation
- Based on a “feed-forward” system in which the person looks forward a future higher goal
- Is proactive and growth pursuing
What is the Test-Operate-Test-Exit (TOTE) model?
Test: Compare present state with ideal state
If incongruous:
Operate: Act on envmt to realise ideal state
Test: Compare present state with ideal state
If incongruous: Operate again
If congruous: Exit (Present state and ideal state are congruous)
According to Locke, what is a goal?
A future-focused cognitive representation of a desired end state
What is Locke’s Model of Goal Setting?
Goals motivate the individual by…
- Directing attention
- Regulating effort (energising function)
- Increasing persistence
- Discovering and using task-relevant knowledge
- Encouraging the development of goal-attainment strategies or action plans
Leading to task performance
How do difficult goals affect performance?
Difficult goals lead to higher performance
- Difficult goals increase EFFORT and PERSISTENCE
When do difficult goals lead to a decrease in performance?
- When ability reaches limits or commitment lapses
- Impossible goals – people begin to experience failure, performance lowers
How does goal commitment affect performance?
- Goal-performance r/s is strongest under high goal commitment
- Commitment is most impt and relevant for difficult goals
What are the factors that facilitate goal commitment?
- Important goals
2. Self-efficacy belief
What are the ways to increase importance of goal attainment?
- Make a public commitment
- Assignment by a legitimate authority
- Only if purpose of goal is given - Participative goal setting
- Offering monetary incentive
- But for difficult goals, monetary incentive can hurt performance if payment is based on goal attainment (vs. performance)
How do specific goals affect performance?
- Goals specificity – quantifiability of a goal
- Specific goals - clearly and precisely inform ppl what they have to do
- Specific goals increase ATTENTION and STRATEGIC PLANNING
How do self-congruent goals affect performance?
- Enhance intrinsic motivation, increase performance
How does feedback affect performance?
- Feedback enhances the effect of specific, difficult goals
- Timely feedback evaluate perf, produces emotional experience, and acts as a reinforcer
When does discrepancy creation occur?
Feedback shows perf is at/above goal level – felt satisfaction
When does discrepancy reduction occur?
Feedback shows perf is below goal level – felt dissatisfaction
What are SMART goals?
S- specific, M-measurable, A-attainable, R-relevant, T-time bound
What are implementation intentions?
Plans about “when, where, and how” to attain the SMART goals
How are implementation intentions applied?
In the form of “if-then” logic
- If encounter the situation, then implement the goal-striving plans, thus making goal striving a habitual behaviour
- Aid self-regulation to get started, stay on track, and resume
What are the problems with long-term goals?
A prolonged period of time in which performance goes unreinforced –> reduces goal commitment
Lack of immediate performance feedback
What is the solution for the issues with long-term goals?
Translate a long-term goal into multiple short-term goals
