Intrinsic Motivation: What It Is and How It Works

Some of us used to believe that we necessarily need external rewards (like money, praise, or recognition) to stay motivated. While this approach works well for some, there’s another type of motivation, intrinsic motivation, that helps to do or reach something. When people are intrinsically motivated, they find the activity itself rewarding, and it makes a huge difference with different types of motivation. 

Studies prove that internal motivation is a powerful “engine” of learning and positive development. [1] It helps us stay engaged, pay more attention to the task, and approach it with self-determination even when challenges arise. 

In this article, we’ll talk about intrinsic and extrinsic motivation differences, how this genuine interest works, and how to promote intrinsic motivation in yourself and others.

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What is intrinsic motivation?

The American Psychological Association defines this term as “an incentive to engage in a specific activity that derives from pleasure in the activity itself rather than because of any external benefits that might be obtained.” It means that a person finds inherent satisfaction doing the task — they love the challenge, the process, the potential results, and the opportunities to grow. 

People might find such activities fulfilling and can do them because of personal interest (like hobbies) or put in a lot more effort than we’re expected to if it’s a work task.

Self-determination theory (SDT) and intrinsic motivation

When talking about internal desires, it’s essential to mention the self-determination theory by Ryan and Deci. They developed the concept of intrinsic motivation and demonstrated that people are naturally driven to grow, learn, and do activities that bring them personal satisfaction and meaning. 

We’ll turn to insights from their work further in the article and explore how this drive leads to higher engagement, better well-being, and sustained performance over time.

Intrinsic motivation vs extrinsic motivation

While human motivation may be pretty different from person to person, we can divide it into two types: intrinsic and extrinsic motivation. Let’s briefly compare them so you don’t get confused between these two terms.

Aspect	Intrinsic motivation	Extrinsic motivation
What it is	Motivation driven by inner satisfaction	Motivation driven by external rewards or pressures
Main drivers	Intrinsic motivators: curiosity, sense of purpose, strong sense of belonging	External reasons: money, grades, promotion, recognition
Focus	The activity feels rewarding	The outcomes feel rewarding
Duration	More sustainable and long-lasting	May be of a shorter duration
Quality of engagement	Deeper engagement is characterized by persistent interest	May feel less engaging and lead to minimal effort just to complete the task

Why are people extrinsically motivated? 

1. Extrinsic rewards

• Salary
• Bonuses and promotions
• Awards
• Social status 
• Praise and compliments
• Approval and validation
• Social media recognition 
• Compliments, etc.

2. Extrinsic pressures

• Deadlines
• Fear of external punishment
• Peer or social pressure
• Parental expectations
• Competition with others
• Fear of criticism, etc.

Why are people intrinsically motivated?

1. Intrinsic rewards (internal rewards)

• Enjoyment of the activity
• Inner peace
• Curiosity
• Creative expression
• Personal growth, etc.

2. Personal meaning

• Inner values
• Sense of mastery
• Connection to others or the community
• The feeling of control, etc.

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Intrinsic and extrinsic motivation similarities

While intrinsic motivation refers to inner drive, and extrinsic motivation concerns external rewards or pressures, they share some common features. Both can serve as drivers to take action or make certain decisions. They help people increase performance and stay focused on goals. 

Even more, in many cases, extrinsic and intrinsic motivation can co-exist. For instance, when doing a work task that you find particularly interesting, this is a mix of both types of motivation. 

You can feel internal motivation because the thing you’re working on is pleasant, while at the same time, you may also receive external rewards, such as salary or opportunities for promotion. This combination can strengthen overall motivation and enhance your performance.

Key characteristics of intrinsic motivation

Let’s turn to self-determination theory to understand the main aspects of intrinsically motivated behaviors. This theory suggests that humans have three basic psychological needs: autonomy, competence, and relatedness. [2] We’ll briefly discuss these key factors of internal motivation.

1. Autonomy

Perceived autonomy refers to the need to control our own lives and make choices that align with our personal values. When people have the freedom to decide how they approach tasks, their intrinsic motivation grows. It allows us to feel ownership over our actions, making us more committed to what we do.

2. Competence

This is all about our capabilities; we have to handle a certain activity. If a person has enough knowledge and skills to manage the task easily and reach the desired outcome, it’s much more likely that they will be intrinsically motivated. For example, if you learn to ride a bike and start feeling confident, you’ll enjoy riding it more and want to keep practicing. This feeling of being good at something can make you want to continue and improve.

3. Relatedness

It is an intrinsic factor that determines how deeply you feel connected to others while doing something. When a task feels meaningful for everyone’s good and brings a sense of purpose, you’ll likely feel more motivated while doing it. It’s also about the sense of belonging. If you’re working on the same project together with the team, this can also increase intrinsic motivation.

When all these factors come together, people can feel the most intrinsically motivated. This type of motivation means they enjoy what they do, stay interested, and keep going because the activity feels pleasant. 

Intrinsic motivation examples

As we’ve already compared intrinsic motivation vs extrinsic motivation, it’s still better to focus on the examples of how intrinsic motivation can show up in real life. They can help you better understand what drives people from within and how this drive manifests in different areas.

At work

• Taking on a new project to learn new skills
• Helping a colleague with the challenge they face
• Finding joy in what your company does and trying to perform even better
• Attending another workshop to deepen your knowledge in the sphere you like

In relationships

• Spending quality time with loved ones because it feels fulfilling
• Listening to a friend because you care and are curious about them
• Supporting a partner’s goals out of genuine love
• Having deep conversations to strengthen the bond with a partner

For self-improvement

• Working on emotional intelligence to better understand yourself
• Reading self-help books because you enjoy them
• Taking up a new hobby that feels fulfilling
• Engaging in self-discovery tests to learn more about your personality

In sports and fitness

• Exercising because it feels good and energizing
• Practicing yoga for inner peace
• Running because you enjoy the movement
• Playing active games with your friends for fun

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Why intrinsic motivation matters

Intrinsically motivated individuals tend to stay more committed to the task because they are focused on what truly makes sense to them and do things for their own sake. Here’s why intrinsic motivation really matters:

1. It leads to a more consistent and long-lasting drive

Intrinsically motivated behaviors don’t lean on external forces. This means you feel inspired by the task and don’t need to constantly push yourself and remind yourself why you’re doing something.

For instance, if you engage in physical activity you like, like dancing or riding a bike, you’re likely to do it regularly. It isn’t because you have to or someone expects it, but because you enjoy it and want to keep doing it.

2. It encourages deeper engagement and focus

According to self-determination research, more well-integrated forms of motivation are expected to foster higher-quality engagement. [3] As such, no one needs to force you or additionally motivate you to act — you simply do it willingly. 

On the other hand, if someone lacks intrinsic motivation, they might get constantly distracted, inattentive, or easily give up on something. Such a pattern of behavior is in human nature — people shift focus on what really matters to them.

3. It promotes creativity

When a person experiences inherent satisfaction while doing something, they feel more open to exploring new ideas. Working with intrinsic motivation means having a greater desire to do everything well, which encourages thinking outside the box. Instead of following strict rules or only aiming for rewards, people become more curious, try new solutions, and come up with fresh ideas.

4. It leads to higher-quality performance

This point might stem from the previous ones. If a person is concentrated, excited, and engaged in self-expression, it’s much more likely that they will deliver their best work. Even more, when people do activities for their own sake, they might experience the flow state. This is a state of mind where they are completely focused on what they’re doing, forget about time, and develop perfect projects.

5. Fosters well-being and mental health

Last but not least. Doing intrinsically motivated activities positively influences a person’s well-being. [4] Such behavior can lead to enhanced learning, lower stress levels, and better self-esteem if results are satisfying. Over time, these positive effects build a stronger sense of purpose and emotional balance.

How to shift from extrinsic to intrinsic motivation

First, it’s vital to note that there’s nothing wrong with extrinsic motivation. Not all tasks may be exciting or pleasant on their own, and if having extrinsic rewards pushes you to try better, it’s a workable strategy.

Second, understanding why you are extrinsically or intrinsically motivated can help guide the shift. You may start to change your focus from outside rewards to enjoying and valuing the activity itself. For example, instead of concentrating on getting a bonus or praise, try to notice what parts of the task you find most interesting. Maybe you enjoy solving problems, learning new skills, or the feeling of making progress.

With this awareness, it will be easier for you to improve in the sphere and consider extrinsic rewards as bonuses rather than the goal itself. To feel more empowered, you can set small, exciting goals, track your progress, talk to people interested in the topic, and remind yourself why it matters mainly to you.

How to increase intrinsic motivation in yourself

If you’re interested in developing intrinsic motivation for anything you’re working on, it’s vital to remember the basic psychological needs it involves. Here are some ideas on how to support them:

1. Enhance your sense of autonomy

Give yourself as much choice and control over the task as possible. It’s important to be flexible while still putting in effort. The surprising truth is that when you adjust your approach, work at a comfortable time, and focus on what feels meaningful to you, the process itself becomes much more pleasant.

2. Build your competence

Sometimes, you may like the assignment but still feel stuck, frustrated, and unable to reach the flow state. This is because you don’t see enough progress or need to constantly get distracted by things you don’t understand, which undermines intrinsic motivation. 

Thus, you might need to pay more attention to learning and research beforehand. The more capable you feel, the more enjoyable the activity becomes.

3. Strengthen relatedness

Social connections play a role in human behavior and motivation. So, if you want to get better in a certain sphere and stop being dependent on extrinsic rewards, it might be helpful to surround yourself with like-minded people who find it valuable.

For example, you’re doing research for a university assignment on climate change. At first, getting a grade might feel like a regular task. But as you dig deeper, you explore the community fighting against global warming and its consequences, thus realizing how serious the problem is. Over time, you may find yourself interested in environmental issues, start to discuss them with others, and even join student groups related to sustainability.

4. Find personal meaning

You might feel extrinsic motivation for going to the gym. You may want to meet certain expectations, feel attractive, or follow the fitness trend. But over time, the situation might change. You can begin to notice how well you feel after the workout, how it lifts your mood, and how your body becomes more energetic.

Finally, you find out that you no longer need to post a selfie every time you go to the gym, seek others’ approval, or any other kind of extrinsic motivation. In turn, you enjoy the process, like how it influences your self-esteem, and visit the gym just because you love it, without needing to prove something to someone. 

5. Bring curiosity

Intrinsic motivation examples imply that the person is genuinely interested in what they’re doing. Of course, some tasks may sound routine at first sight. Yet, you can always approach them with curiosity and look for new angles. For instance, you can make a personal challenge out of anything and find out how far it can take you.

Imagine that you’ve decided to get a master’s degree because your parents want you to. Maybe you don’t really enjoy studying that subject, but this action brings external motivation — to meet their expectations, avoid disappointment, or secure a stable job.

Instead of thinking about how tiring and boring it feels, you can focus more on how it can bring you new knowledge, connections, and opportunities. After some time, you can start approaching this decision as a chance for a better future rather than something you do just for your family to feel calm. 

How intrinsic motivation works in a workplace

According to self-determination theory, employees can experience different types of motivation regarding their work. [5] Extrinsic motivation definitely involves salary, bonuses, and the feeling of stability. This is a vital part of the work process that directly influences their willingness to put in effort and, consequently, overall performance.

Yet intrinsic motivation is also essential. Employees who feel interested in the tasks and find meaning in what they do might be more engaged and driven to perform well beyond basic expectations. They don’t think only about external rewards and pressures, including getting promoted or losing their jobs. Instead, they focus on self-determination and finding purpose in every action.

These people are ready to do more, suggest new approaches, and take the initiative to solve problems. Moreover, such employees don’t require micromanagement or constant negative extrinsic motivators. They understand how vital every task is for them and the company they’re working for, so they take ownership of their work and strive for continuous improvement.

How to encourage personal growth and foster examples of intrinsic motivation in the workplace

Of course, finding people with strong intrinsic motivation is a powerful step toward building a successful team. However, motivation needs to be supported and grown at work. Below, we highlight some simple ways to do this.

1. Bring interesting challenges

When doing the same activity daily, anyone can lose intrinsic motivation. So, even if the work is routine and repetitive, you can always add some challenge to it. For instance, you can set small goals that push employees to learn new skills or improve their performance. It shouldn’t be something that distracts from the primary process. Instead, the task can be an activity that allows them to embrace creativity and problem-solving skills.

2. Provide positive feedback

While it can refer to external motivation, regular feedback also provides a feeling, “I’m meaningful and valuable,” to the person who receives it. As a result, they get more interested in working for the company and take more initiative. Even more, it helps employees dive deeper into the company’s culture and feel a stronger connection to shared goals.

3. Encourage autonomy

Let people engage in activities the way they want. There might always be certain corporate rules and standards. Yet, the more space for creativity in problem-solving you provide, the more empowered employees feel. This freedom allows them to suggest innovative approaches and consider tasks as personal projects rather than obligations, which also boosts intrinsic motivation.

4. Provide a sense of purpose 

Providing a bigger picture helps employees understand how their work fits into the company’s mission. This makes their tasks feel connected rather than just a separable consequence of a daily routine. When people see the impact of their efforts, they notice more intrinsic motivation examples that force them to contribute and grow.

5. Offer opportunities for development

Whether it’s about appreciating mistakes and letting people fix them or providing training to learn something new, this approach can significantly enhance intrinsic motivation. This is because when people see their professional growth, they’re more likely to take pride in their work and stay committed to their roles long-term.

How Breeze can help you improve intrinsic motivation

You can also boost your intrinsic motivation with Breeze. The app allows you to build customizable routines to notice your progress and track your mood while doing the task. Thanks to a structured gratitude journal, you can stay focused on positive moments and work on your personal growth daily while recognizing how rewarding it feels.

Sources

1. Reed W. Larson, Natalie Rusk. “Chapter 5 – Intrinsic Motivation and Positive Development.” Advances in Child Development and Behavior. 2011
2. Psychology of Sport and Exercise. “Self-determination theory based instructional interventions and motivational regulations in organized physical activity: A systematic review and multivariate meta-analysis.” 2022
3. Bradshaw, Emma. (2026). “Autonomy Deeply Considered”
4. Grassinger, Robert & Landberg, Monique & Määttä, Sami & Vasalampi, Kati & Bieg, Sonja. (2024). “Interplay of intrinsic motivation and well-being at school.” Motivation and Emotion.
5. Manganelli, Lara & Landry, Anaïs & Carpentier, Joëlle & Forest, Jacques. (2017). “Self-Determination Theory Can Help You Generate Performance and Well-Being in the Workplace: A Review of the Literature. Advances in Developing Human Resources.” 2010