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Rewards and punishments can undermine intrinsic motivation from "summary" of Drive by Daniel H. Pink
When individuals are offered rewards for completing a task, their motivation to engage in that task may shift from intrinsic to extrinsic. This shift can be detrimental because it diminishes the individual's internal drive to excel for the sake of personal satisfaction. Instead of finding joy in the task itself, the individual begins to focus on obtaining the reward, which can lead to a decrease in overall performance and creativity. Similarly, punishments can also have a negative impact on intrinsic motivation. When individuals are threatened with punishment for not completing a task, they may feel pressured to perform out of fear rather than a genuine desire to excel. This fear-based motivation can stifle creativity and innovation as individuals become more focused on avoiding punishment rather than exploring new ideas and taking risks. In both cases, the use of rewards and punishments can create a transactional relationship between the individual and the task at hand. Rather than engaging in the task for personal fulfillment or growth, individuals begin to view the task as a means to an end – a way to obtain a reward or avoid punishment. This transactional mindset can undermine intrinsic motivation and limit the individual's potential for growth and self-actualization. To foster intrinsic motivation, it is important to focus on autonomy, mastery, and purpose. By allowing individuals the freedom to choose how they approach a task, providing opportunities for skill development and mastery, and connecting the task to a larger sense of purpose, intrinsic motivation can be nurtured and sustained. This intrinsic motivation is more likely to lead to long-term satisfaction, creativity, and innovation than extrinsic motivators such as rewards and punishments.
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