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Rewards can undermine motivation by shifting focus from the task to the outcome from "summary" of Drive by Daniel H. Pink
When we introduce rewards into a task, we are essentially telling individuals that the goal is the reward, not the task itself. This shift in focus from the task to the outcome can actually undermine motivation. Instead of being motivated by the intrinsic enjoyment of the task, individuals become focused on obtaining the reward. This can lead to a decrease in overall interest and satisfaction in the task at hand. Furthermore, when rewards are introduced, individuals may begin to view the task as a means to an end rather than something worth doing for its own sake. This can diminish the value of the task itself and result in a decrease in overall engagement and effort. When the reward is no longer present, individuals may lose interest in the task altogether because their motivation was tied to the external reward rather than the internal satisfaction of the task itself. In addition, rewards can create a sense of pressure and expectation to perform in order to receive the reward. This can lead to increased stress and anxiety, which can further erode motivation and enjoyment of the task. Individuals may start to focus more on achieving the reward rather than on the quality of their work, resulting in a decrease in creativity and innovation.- By shifting the focus from the task to the outcome, rewards can actually hinder motivation and diminish the overall satisfaction and engagement individuals experience when completing tasks. Instead of being driven by intrinsic motivation and enjoyment, individuals become fixated on external rewards, which can have detrimental effects on their overall performance and well-being.
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