This refers to motivation that comes from the likelihood and/or expectation of an external reward or punishment. A promotion or a demotion is a good example of these because someone else has power in the decision making.

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Within extrinsic motivation, there are two subcategories of motivation: autonomous, or self controlled, behaviors and controlled workplace behaviors. Within each of these, there are two, even more specific subcategories

Two types of extrinsic motivation

Peters, P., Jan Blomme, R. (2019). Forget about ‘the ideal worker’: A theoretical contribution to the debate on flexible workplace designs, work/life conflict, and opportunities for gender equality. Business Horizons.


Forget about ‘the ideal worker’: A theoretical contribution to the debate on flexible workplace designs, work/life conflict, and opportunities for gender equality. 

This refers to the motivation for someone to reach a goal, but the reward is not immediate. The reward is inevitable, and stands as a source of motivation, but it may not come for a while. This is a moderate type of autonomous motivation


Identified regulation autonomous regulation


Integrated motivation refers to when someone does something because it aligns with personal beliefs. An example of this would be when someone goes to church even if they do not always experience joy from it. Their beliefs align with the church and that is enough to motivate them.


Integrated motivation within autonomous behavior

Introjected regulated motivation is the motivation that someone gets in order to avoid guilt or feelings of negative personal emotions. Inversely, this type of motivation can arise when someone wants to have feelings of pride. These positive feelings can be motivation to complete the work.


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