The effects of “intrinsic” and “extrinsic” reinforcement contingencies on task behavior

In spite of a substantial number of observations to the contrary, some behavioral scientists have concluded that salient extrinsic reinforcers not only do not maintain or support task behavior, they decrease or extinguish it by somehow destroying or impairing "intrinsic motivation." In this study it was once again demonstrated that when behavior is sustained in a task setting in the apparent absence of salient extrinsic reinforcers, quite subtle but nevertheless palpable response-produced stimulus changes are found to be involved. Moreover, when a signaled extrinsic monetary reinforcement contingency was applied, it not only did not impair the effects of the intrinsic reinforcers, it produced a significant increase in task performance during the time the extrinsic reinforcement contingency prevailed, and it did not produce a decrement in self-reports of task attractiveness nor in performance during a discretionary period in which the contingency had been deliberately withdrawn. We conclude that there is little reason to believe that the design and implementation of effective extrinsic reinforcement contingencies will destroy one's pride in one's work, the intrinsic worth or meaningfulness of the job, or one's "intrinsic motivation" to perform it.