Within each of our hearts, human behaviors, actions, habits, and day-to-day work ethic is driven by a powerful force known as motivation, a factor that is very often correlated to the levels of success an individual achieves. This powerful tool can influence students to study for their upcoming test, an athlete to complete the last few reps of their workout, an employee finishing a long shift, all in the name of a purpose beyond the difficulty of the moment. Sources of motivation tend to fall in two primary categories, intrinsic or extrinsic. 

For many years, educators, parents, coaches, and students of all ages collectively have brought up the point of debate: which of these two primary sources of motivation work better? Which one provides more success, more satisfaction, more longevity? While some may argue passionately in favor of one side, the reality is more complicated. 

In any setting imaginable, sources of motivation are very rarely purely external or

 internal. From a general standpoint, it is very likely that each and every person has an amount of each for everything they pursue. In the world we live in today, the prizes in our eyes are achievable alongside an exploration of passion and personal curiosity, making it possible to attain both. The complete neglect of either one of them can lead to a waste of potential success for a multitude of reasons. Intrinsic motivation is often credited for how reliable it is for longevity and satisfaction, as well as the quality of the workrate and the manner in which an individual strives for their goal. However, extrinsic motivation provides its own benefits, including initiation of interest to those who are initially struggling to find passion in a specific area, serving as a temporary boost. The key to productivity, then, isn’t to stick to the better source of motivation, but rather, it is to balance the two of them to maximize output and effectiveness. 

Before diving deep into the major discussion between intrinsic and extrinsic motivation, it’s essential to understand what these two terms mean and their effects on how we behave as individuals. According to the psychology article Intrinsic vs. Extrinsic Motivation: What’s the Difference? by Verywell Mind, intrinsic motivation refers to doing something because it is inherently interesting or enjoyable, while extrinsic motivation involves performing a task to earn a reward or avoid punishment. Intrinsic motivation stems from a more genuine perspective, normally from a desire, a passion, or a wish for growth in a specific field. On the other hand, extrinsic motivation stems from external promises of reward, or even fear of consequence such as grades in school, money from a career, praise for being an athlete, and the list goes on. These two forms of motivation are not always exclusive from one another, but they vary in the way that they influence individuals. Vihan Chelliah’s YouTube video Intrinsic Motivation and Extrinsic Motivation: Which is Better for You? builds on these distinctions by highlighting how intrinsic motivators tend to lead to long-term engagement and satisfaction. Through examples like learning the guitar for self-enjoyment versus to impress others, Chelliah emphasizes that while extrinsic motivators can offer short bursts of productivity, intrinsic ones are more sustainable and retain their effectiveness in the long-term. Together, these sources help establish the foundation of the argument: while both motivators have value, a balanced approach is most effective, especially when intrinsic motivation forms the base, as it offers more longevity, meaning, and personal satisfaction. However, there is another side of the story in regards to balancing the two out, and that depends on the environment in which the individual is pursuing their target as well as the context of the situation.

While many educators emphasize how intrinsic motivation can lead to deeper, more personal engagement with schoolwork, it is equally important to consider practical data that supports this claim. A study conducted by Adamma, Ekwutosim, and Unamba titled “Influence of Extrinsic and Intrinsic Motivation on Pupils’ Academic Performance in Mathematics” (2018) analyzed the academic performance of Nigerian primary school students and revealed that students who were intrinsically motivated outperformed their extrinsically motivated peers in mathematics assessments. These findings are significant because they bring concrete evidence to the debate, not only showing that intrinsic motivation is more sustainable, but also that it correlates directly to better academic outcomes. The study highlights that when students engage with material out of genuine interest and a desire to learn and understand, rather than for the sake of rewards, their ability to retain and apply knowledge increases dramatically. Compared to the psychology article cited earlier by Verywell Mind, which emphasized broader, practical strategies for motivation in educational spaces, Adamma and the other authors provide directly measured insight into how motivation type impacts performance. For my audience of educators, parents, and students, this suggests that fostering curiosity and internal interest in younger learners could be a more effective strategy than offering rewards or punishment. Academic growth should be rooted in enjoyment and interest rather than obligations forced upon them.

In considering the implications of both intrinsic and extrinsic motivation, it becomes clear that a balanced approach is most effective for fostering sustained engagement and success. As C. Benware and Edward L. Deci argue in their article, Quality of Learning with an Active versus Passive Motivational Set, a purely extrinsic form of motivation may provide short-term results, but it lacks the depth that intrinsic motivation offers in fostering long-term learning and personal growth. This resonates with Jordan Pruitt’s argument that while extrinsic rewards like grades or praise can initially spark interest and effort, they do not cultivate genuine, lasting engagement with the subject matter. Pruitt’s stance suggests that teachers and educators should focus on creating an environment that encourages intrinsic motivation, thus allowing students to feel personally invested in their learning, which ultimately results in better long-term outcomes.

However, there are instances where extrinsic motivators play an essential role, particularly in the initial stages of engagement. As Robert Groves discusses in his work, Intrinsic and Extrinsic Motivators for Learning, extrinsic rewards can serve as “entry points” to the learning process, offering students the initial push they need to begin their academic journey. This is not to suggest that extrinsic motivation should dominate or be relied upon long-term, but rather that it can complement intrinsic motivation by providing a short-term boost. Groves emphasizes that these extrinsic motivators should never be viewed as end goals but as temporary tools to engage learners at the start of their journey. This insightful view of motivation allows for a more flexible, strategic approach in education, where both intrinsic and extrinsic factors can be utilized to maximize long-term success.

The video Intrinsic Motivation and Extrinsic Motivation: Which is Better for You? by Vihan Chelliah provides an accessible overview of intrinsic and extrinsic motivation and reinforces  the view that there is a need for a balanced approach. Chelliah acknowledges the effectiveness of intrinsic motivation for long-term fulfillment but also notes the importance of extrinsic rewards in maintaining motivation at critical stages of one’s journey. By focusing on real-life examples and using an approachable tone, Chelliah’s video helps audiences connect with the material on a personal level, which is crucial for understanding how to implement a balanced approach in their own educational or professional challenges and goals.

Ultimately, the synthesis of these sources underscores that while intrinsic motivation is the most sustainable and effective driver of long-term engagement, extrinsic motivation, when used appropriately, can provide the necessary initial spark and direction for learners. The balance between the two ensures that motivation remains as useful as possible while also guaranteeing the most short-term and long-term success. 

While Verywell Mind’s article highlights the theoretical disadvantages of relying too heavily on external rewards, warning of the overjustification effect, where bonuses or grades can actually diminish intrinsic interest, thus having a complete downside, the Sprouts animated video “How to Stay Motivated According to Science – Instant Gratification” brings these concepts to a more realistic light with practical strategies for sustaining motivation. Verywell Mind explains that when people focus on rewards instead of the task itself, their enjoyment and internal drive can decline once those rewards are removed or over the long run, where it will slowly but surely seem less appealing. Unlike the article, which uses text-based explanations to get the message across, Sprouts uses vibrant animations and relatable narratives to show how the brain’s dopamine pathways respond to immediate gratification and why extrinsic factors alone often lead to short-lived engagement. The video then recommends balancing extrinsic triggers, like small, measurable rewards, with intrinsic goals by connecting tasks to personal values and breaking larger objectives into more meaningful, significantly smaller tasks. By doing so, Sprouts positions external motivators as “stepping stones” that can evolve into deeper internal focus and motivation. Both sources highlight the necessity of balance; Verywell Mind appeals to readers seeking concise, research-backed explanations, while Sprouts engages a more online present audience with appealing demonstrations. Together, they provide hand-in-hand perspectives on using motivation strategies that avoid the defects of a heavy reliance on extrinsic rewards and foster better, long-term engagement through intrinsic satisfaction.

  While academic research provides valuable information for understanding motivation, multimedia sources offer accessible strategies for everyday implementation. Vihan Chelliah’s YouTube video “Intrinsic Motivation and Extrinsic Motivation: Which is Better for You?” uses real-life scenarios, such as learning an instrument for personal enjoyment versus for social recognition, to illustrate how intrinsic passion can fuel sustainable effort. Chelliah recommends identifying personal interests and setting self-directed goals to maintain long-term engagement. In contrast, Sprouts’ animated video “How to Stay Motivated According to Science – Instant Gratification” dives into the neurochemistry of motivation, explaining how the brain’s dopamine pathways respond to external rewards and why habits built on instant gratification often falter once it wears off. Sprouts then proposes a hybrid approach: start with small extrinsic rewards such as tracking progress or celebrating minor achievements with the intention to trigger dopamine release, and then gradually shift focus to intrinsic satisfaction by linking tasks to one’s core values and breaking goals into meaningful steps. Unlike academic sources that analyze motivation in controlled environments, these videos equip learners, professionals, and self-starters with practical tools to apply a balanced approach daily. Both Chelliah and Sprouts emphasize that combining initial extrinsic starting points with evolving intrinsic interest yields the strongest, most resilient motivation. 

While intrinsic motivation is widely praised for its long-term effectiveness, it is essential to recognize that everything has its limits, and this is no exception, especially in environments where external pressures are prominent. Although many of the sources discussed emphasize the importance of fostering intrinsic motivation, they also acknowledge the role that extrinsic factors can play in initiating and maintaining engagement, particularly in the settings of education and the workplace. For instance, Robert Groves in “Intrinsic and Extrinsic Motivators for Learning” argues that extrinsic motivation such as grades, financial rewards, or public recognition can serve as entry points for engaging students and employees who may not yet be passionate about the task at hand. Groves suggests that once the initial spark is ignited, intrinsic motivation can take over, driving individuals to pursue mastery without constant external rewards. However, both Groves and Jordan Pruitt (in her blog post “Intrinsic vs. Extrinsic Motivation in Schools”) caution that overreliance on extrinsic rewards can undermine the development of internal drive. For example, students who are repeatedly rewarded for external reasons may come to view learning as a transactional experience, leading to a lack of engagement once the rewards are no longer offered. Despite these concerns, a proper understanding of motivation requires recognizing that extrinsic motivators are sometimes necessary and beneficial, especially in short-term scenarios or when introducing new tasks. Thus, acknowledging the limits of intrinsic motivation, especially when it is not enough to sustain interest, further supports the argument for a balanced approach that integrates both intrinsic and extrinsic strategies for the most sustainable success. 

In conclusion, the balance between intrinsic and extrinsic motivation is essential for fostering long-term success and engagement in a variety of settings, from education to personal growth. As seen in the works of experts like Robert Groves, Jordan Pruitt, Vihan Chelliah, and many others, intrinsic motivation offers the most enduring benefits by aligning actions with personal passions and values. However, it is also clear that extrinsic motivators play a valuable role in initiating engagement and maintaining momentum, especially when the desired interest or drive is not yet fully developed. The main factor is not to favor one over the other but to strategically integrate both, recognizing when each is most appropriate. By creating an environment where intrinsic motivation can thrive while still using the occasional usefulness of extrinsic rewards, individuals and institutions can optimize learning, performance, and overall well-being. Ultimately, a balanced approach ensures that motivation is not just a force to be reckoned with, but a sustainable, driving factor that leads to personal fulfillment, mastery, and lasting contentment and success.