Have you ever noticed your enthusiasm for a beloved hobby wane after it becomes a paid gig? Or perhaps a child's joy in reading diminishes once they start earning rewards for each book completed? This perplexing phenomenon is known as the overjustification effect, and it offers a crucial insight into human motivation. The question of why does overjustification effect occur lies at the heart of understanding how external incentives can, paradoxically, undermine our deepest, most authentic drives.
At Routinova, we believe in cultivating sustainable motivation that fuels genuine passion. Understanding the overjustification effect is key to protecting our intrinsic drive, whether in our careers, hobbies, or personal growth. Let's explore the psychology behind this intriguing concept and learn how to foster lasting engagement.
Understanding the Overjustification Effect
The overjustification effect describes a psychological phenomenon where offering an external reward for an activity that someone already enjoys intrinsically diminishes their inherent motivation to perform that action. Essentially, what was once done for the sheer joy of it can become a chore once an external incentive is introduced. Consider a passionate artist who loves to paint. If they suddenly start receiving significant payment for every piece, their internal desire to paint for pleasure might decrease, shifting their focus to the reward itself.
This concept highlights the critical distinction between intrinsic motivation and extrinsic motivation. Intrinsic motivation stems from internal satisfaction--doing an activity for its inherent enjoyment, interest, or challenge. Extrinsic motivation, conversely, is driven by external factors like money, praise, grades, or avoiding punishment. The overjustification effect occurs when an extrinsic reward overshadows an existing intrinsic motivation, causing the individual to attribute their participation to the reward rather than their personal interest.
The Psychology Behind Diminished Drive
Researchers have extensively studied why external rewards can have this counterintuitive impact. Several theories attempt to explain why does overjustification effect erode our internal drive:
Shifting Focus: From Joy to Reward
One primary explanation is that people tend to pay more attention to external rewards than to their inherent enjoyment of an activity (Morris et al., 2022). When a reward is introduced, the activity's perceived purpose shifts from an enjoyable end in itself to a means to an end--the reward. This cognitive reorientation makes individuals believe their participation is due to the external incentive, not their internal appreciation.
The Perception of Coercion
Another perspective suggests that external reinforcement can be viewed as a coercive force. If people feel they are being "bribed" or pressured into performing a behavior, they may assume they are doing it solely for this external reinforcement, rather than out of their own free will. This feeling of being controlled can detract from the sense of autonomy crucial for intrinsic motivation.
Cognitive Evaluation Theory and Autonomy
The Cognitive Evaluation Theory (CET) offers a more comprehensive explanation. CET posits that extrinsic motivation decreases a person's autonomy, which is one of the necessary components of intrinsic motivation (Riley, 2016). According to self-determination theory, three fundamental psychological needs must be met for individuals to feel intrinsically motivated (Martella & Riekki, 2018):
- Autonomy: The freedom to make choices and feel like the origin of one's actions, free from external constraints.
- Competence: The need to feel capable and effective in one's interactions with the environment.
- Relatedness: The need to feel connected to others and experience a sense of belonging.
When an external reward is introduced, especially one that is controlling, it can undermine an individual's sense of autonomy, leading them to feel less in control of their actions and thus less intrinsically motivated. This is precisely why does overjustification effect pose a challenge to educators, managers, and parents who rely on rewards.
Pioneering Research and Key Discoveries
The overjustification effect was first systematically demonstrated in the early 1970s, paving the way for a deeper understanding of human motivation.
Deci's Groundbreaking Experiments (1970s)
Edward Deci, a professor of psychology at the University of Rochester, conducted a series of experiments that provided the initial empirical evidence for the overjustification effect (Deci, 1971). In one study, college students worked on a puzzle. During the first session, no reward was given. In the second, half the group was offered $1 for completing the puzzle within a time limit, while the other half received no reward. In the third session, no rewards were offered to either group.
Deci observed that during an eight-minute free-choice period in each session, the group that received money in the second session spent less time on the puzzle in the third session (when no money was offered) compared to the control group. This suggested that once external rewards were introduced and then removed, subjects experienced a reduction in their intrinsic motivation.
Interestingly, Deci's third experiment showed a different outcome with verbal reinforcement. When a group received positive feedback on their efforts (verbal reinforcement) during the second session instead of money, their time spent on the puzzle during the free-choice period actually increased slightly, while the control group's time diminished. This suggested that verbal praise and positive feedback can increase intrinsic motivation, unlike financial rewards.
Lepper's "Good Player" Awards
Another well-known study by Mark Lepper observed the overjustification effect in children (Lepper, n.d.). Children were invited to draw pictures with magic markers. One group was promised a "good player" award for their drawings, acting as the extrinsic motivation. Another group drew without any promise of a reward. Afterward, when given a choice, the children who had agreed to receive an award displayed significantly less interest and put less effort into their drawings than those who drew simply for the fun of it. This vividly illustrated how the promise of a reward could diminish a child's natural enjoyment of an activity.
Performance-Contingent Rewards
Further research has refined our understanding, indicating that not all extrinsic rewards are detrimental. If an extrinsic reinforcement is dependent upon doing something well, rather than just doing it, the behavior is less influenced by the overjustification effect (Cerasoli et al., 2014). For instance, being rewarded with a bonus for *exceeding* sales targets (performance-contingent) might not diminish intrinsic motivation as much as being paid simply for *showing up* to work. This is because performance-contingent rewards can signal competence, which aligns with one of the needs for intrinsic motivation.
Real-World Impacts and Practical Applications
The overjustification effect has profound implications for how we motivate ourselves and others in various aspects of life. Understanding why does overjustification effect manifests in different contexts can help us make more informed decisions about rewards and incentives.
Common Examples of the Overjustification Effect
- The Hobbyist Turned Professional: A software developer who loves coding side projects for personal challenge starts a new job where they're paid to code similar projects. Over time, their passion for personal, unpaid projects diminishes, as coding now feels like work, even outside of office hours.
- Volunteer Burnout: A community volunteer who dedicates hours to organizing local events finds their enthusiasm waning after the organization starts offering a small stipend for their time. What was once a selfless act of community spirit now feels like a low-paying job, reducing their sense of altruistic motivation.
- Academic Incentives: A parent offers their child money for good grades. The child, who previously enjoyed learning for its own sake, now focuses solely on the monetary reward, potentially losing interest in subjects without a direct financial incentive.
Mitigating the Effect
While we may not be able to completely reverse the overjustification effect, we can employ strategies to minimize its negative impact:
- Reserve Rewards for Mundane Tasks: Apply extrinsic motivation to activities that are inherently less enjoyable or more mundane. For example, paying a child to do chores might be effective without diminishing intrinsic motivation for a beloved hobby.
- Maintain Separate Spheres: Consciously keep some activities as pure hobbies, doing them simply for enjoyment and not for any external reward. This helps preserve the intrinsic joy associated with them.
- Focus on Informative Feedback: Instead of controlling rewards, prioritize verbal reinforcements and positive feedback that acknowledge competence and effort. As Deci's experiments showed, supportive feedback can enhance intrinsic motivation by satisfying the need for competence.
This understanding of why does overjustification effect can guide us toward more effective and sustainable motivational strategies, fostering genuine engagement rather than temporary compliance.
Cultivating Sustainable Motivation
Recognizing why does overjustification effect diminishes passion is the first step toward preserving our intrinsic drive. For individuals, this means being mindful of how we introduce rewards into our lives and distinguishing between activities we do for joy and those we do for gain.
For parents, educators, and managers, the lesson is clear: while extrinsic rewards can be useful for initiating behaviors or for tasks that lack inherent appeal, they should be used judiciously for activities where intrinsic motivation is desired. Prioritizing autonomy, competence, and relatedness--the core tenets of self-determination theory--will foster environments where individuals feel empowered, capable, and connected, leading to deeper, more enduring engagement and satisfaction.
Ultimately, true fulfillment often comes not from what we get, but from the inherent joy and meaning we find in what we do. By understanding and respecting the delicate balance of motivation, we can cultivate a life rich in genuine passion and purpose.
