Intrinsic vs Extrinic motivation
“Several years ago, I read an op-ed in The New York Times that described a study of 10,000 West Point cadets who were followed up for up to 14 years. They were asked as first-year cadets to describe their career goals.
Those who cited goals intrinsic to being an outstanding officer- developing excellence as a leader and communicator, earning the respect of the troops under their command- went on at much higher rates to earn commissions as officers, extend their service beyond the five-year minimum, gain early promotion to higher ranks, and report a high degree of satisfaction with their Army service.
Those who cited extrinsic goals -earning promotions and gaining status- were less likely to earn commissions and early promotions, or report a high-level satisfaction, leading them to terminate their service after the minimum five-year period at higher rates.”
If your goal is to incremental, patient, continual learning and development in critical skills and core competencies and you allow recognition, promotions, and financial rewards to be a natural result of the excellence you attain at core competencies. – you will be far more likely to experience success and satisfaction, and perhaps even attain eminence, in your field.
(P.444) -Terry Laughlin
Food for thought for you all.
davidsonhang View All →
Davidson Hang is currently in Sales at Cheetah Digital which is a Marketing technology company located in NYC.
Davidson is an avid networker, personal growth- life and business coach.
He loves spreading the love and regularly helps people create and design the life they want for themselves.
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