5 years ago, at the peak of U.S. college application, I “invented” a reward system that got me through “the most stressful” period for many high school students. The system was simple: I would have a to-do list of things I need to get done by the end of the day, and every day that I got more than half done, I would reward myself with 2 episodes of F.R.I.E.N.D.S.
Awesome. It should be noted that while extrinsic rewards like watching friends is good for short-term, discipline-intensive, and task-based work, they have negative effects on project-based and long term work, hence reducing intrinsic motivation.
How do you define long term work? And what kind of negative effects do they have? Also, can't every project-based and long-term work be broken down into many short-term, intensive sprints?
Indeed project-based work is just the culmination of many task-based work. For example, a course can reletively a project-based work, with finishing each lecture and their homework a task-based work. But it seems that my characterization was wrong out of bad memory. what I meant to say was extrinsic rewards is good for task-based work, but not performance-based work. Being rewarded for just doing homework is better than being rewarded for achieving a certain score in that homework, for example. Though it would be interesting to test also the difference between task and project work.
Clark, D., Gill, D., Prowse, V., & Rush, M. (2017). R Using Goals to Motivate College Students: Theory and Evidence from Field Experiments. 58.
My argument is that how you are motivated is not as important as what you are motivated to do. -> e hiểu ý anh ở bài này là a view intrinsic motivation là "how" và extrinsic motivation là "what" đúng k? what ở đây là cái external factor anh dùng?? cuz imo extrinsic hay intrinsic đều là how, phương pháp dùng để đạt được cái mình đang aim làm (what).
Only when we accept that extrinsic motivation is “natural”, can we have the ability to design it to our favor. -> agreeee
Awesome. It should be noted that while extrinsic rewards like watching friends is good for short-term, discipline-intensive, and task-based work, they have negative effects on project-based and long term work, hence reducing intrinsic motivation.
How do you define long term work? And what kind of negative effects do they have? Also, can't every project-based and long-term work be broken down into many short-term, intensive sprints?
Indeed project-based work is just the culmination of many task-based work. For example, a course can reletively a project-based work, with finishing each lecture and their homework a task-based work. But it seems that my characterization was wrong out of bad memory. what I meant to say was extrinsic rewards is good for task-based work, but not performance-based work. Being rewarded for just doing homework is better than being rewarded for achieving a certain score in that homework, for example. Though it would be interesting to test also the difference between task and project work.
Clark, D., Gill, D., Prowse, V., & Rush, M. (2017). R Using Goals to Motivate College Students: Theory and Evidence from Field Experiments. 58.
interesting :)) maybe we should reward task-based work more?
oops i like the way you use the bicycle for illustration 😆 and the message is absolutely helpful tysm ✨✨
Share the bicycle!!
it goes without saying 😆👌
My argument is that how you are motivated is not as important as what you are motivated to do. -> e hiểu ý anh ở bài này là a view intrinsic motivation là "how" và extrinsic motivation là "what" đúng k? what ở đây là cái external factor anh dùng?? cuz imo extrinsic hay intrinsic đều là how, phương pháp dùng để đạt được cái mình đang aim làm (what).
Only when we accept that extrinsic motivation is “natural”, can we have the ability to design it to our favor. -> agreeee
Không, what là cái destination :)) là motivated để làm gì. Còn cả intrinsic vs extrinsic đều là how.