TEDx Talks - Are rewards genuinely rewarding? | Yasmin El-Kaffash Chesaru | TEDxBSB Shunyi Youth
The video begins with an anecdote about a student who initially hugged friends for a reward but later did so out of genuine desire, illustrating the difference between external and internal motivation. External motivation involves doing something for a reward, like working overtime for a raise, while internal motivation is driven by personal satisfaction. The incentive theory and operant conditioning by BF Skinner are discussed, emphasizing that tasks can become habitual even without rewards. However, the video warns against becoming dependent on rewards, as it can lead to a lack of motivation without them. The video also explores the impact of awards on students, using an example of two students with different academic performances. It highlights how awards can demotivate students who don't receive them, despite their efforts. The conclusion suggests that while rewards can recognize effort, they shouldn't define personal worth or capabilities. It's important to reduce their control over our lives and ensure that rewards for some don't become punishments for others.
Key Points:
- External motivation is driven by rewards, while internal motivation is driven by personal satisfaction.
- Incentive theory and operant conditioning suggest tasks can become habitual without rewards.
- Dependence on rewards can lead to a lack of motivation without them.
- Awards can demotivate students who don't receive them, despite their efforts.
- Rewards should not define personal worth and should be managed to avoid punishing others.
Details:
1. 🌅 Morning Routine and Motivation
- A student developed a morning routine that involved hugging friends before approaching the teacher for a sticker.
- Initially, the teacher consistently denied the sticker request, maintaining a firm stance.
- Despite the repeated refusals, the student's persistence was notable, showcasing a strong initial motivation.
- Over time, the student's persistence waned but eventually resumed the routine without the expectation of a reward, indicating a shift in motivation from external to internal satisfaction.
2. 🔍 Understanding Motivation: Internal vs External
- External motivation is driven by the desire to receive a tangible reward or avoid a punishment, such as working overtime for a pay raise.
- Internal motivation occurs when actions are driven by personal satisfaction or the intrinsic value of the activity itself, without expecting any external reward.
- Distinguishing between internal and external motivation can influence how individuals approach tasks and set goals, potentially impacting performance and satisfaction.
- For example, an employee may stay late at work to earn a bonus (external motivation) or because they find the project personally fulfilling (internal motivation).
- Understanding these motivations can help in tailoring strategies that align with personal or organizational goals, enhancing productivity and satisfaction.
3. 🎯 Incentive Theory and Operant Conditioning Explained
- Incentive Theory involves performing actions to receive rewards. It suggests that individuals are motivated to perform tasks when they anticipate an external reward, such as money or praise.
- Operant Conditioning, developed by B.F. Skinner, emphasizes the role of reinforcement and punishment in shaping behavior. Actions are performed to gain positive reinforcement or avoid negative consequences.
- An example of Operant Conditioning is a child cleaning a table to receive chocolate. Over time, the behavior can become habitual, reducing the need for rewards, which shows the transition from extrinsic to intrinsic motivation.
4. 🔄 When Rewards Become the Norm
- The normalization of rewards can lead to a dependency where individuals feel unable to complete tasks without an incentive. For example, when employees become accustomed to bonuses for completing projects, they may lose motivation to work on projects without such incentives.
- This dependency on rewards may reduce intrinsic motivation, making it difficult for people to engage in tasks that do not offer immediate rewards. A study showed that students who were frequently rewarded for completing homework struggled to maintain the same level of effort when rewards were removed.
5. 🎓 Evaluating Student Success: A Tale of Two Students
- Student X consistently achieved A grades throughout the year, demonstrating stable high performance.
- Student Y exhibited remarkable improvement, transitioning from D's and F's to high B's by the end of the year.
- Awards based solely on final grades may overlook students like Student Y, who show significant progress.
- Recognizing improvement is crucial for motivating students to sustain their efforts, even if they do not achieve top grades.
- Educational institutions should balance recognition between consistent high achievers and significant improvers to maintain motivation across the student body.
- Implementing a dual recognition system can help schools acknowledge both consistent excellence and notable progress, thereby fostering a more inclusive and motivating environment for all students.
6. 🏆 The Broader Impact of Rewards and Awards
- Awards can create a sense of inadequacy among students who do not receive them, suggesting their best efforts may not be sufficient.
- While rewards and awards can recognize effort and encourage the pursuit of talents, they should not be seen as defining personal worth or intelligence.
- Awards highlight one group but inherently exclude others, leading to an imbalance in recognition.
- Reducing the control that awards have over individuals' lives can encourage them to pursue new opportunities without fear of failure.
- It's crucial to distribute rewards in a way that they do not become a punishment for those who do not receive them.
- A balanced approach to awards can foster a more inclusive environment, recognizing diverse achievements and encouraging broader participation.