Distinct Motivational Effects of Contingent and Noncontingent Rewards

What is it about?

If we want to motivate people, should we reward them on their performance, or at a fixed flat rate? Performance-dependent rewards make us want to work harder. But if reward is guaranteed, then perhaps we don't need to waste effort. This study asked whether guaranteed rewards could nonetheless increase motivation. We compared motivation by performance-dependent vs. guranteed rewards, using a very simple measure of effort: moving the eyes as quickly as possible. This allows very precise measurement of the energy people put in. As expected, rewards that are contingent on performance are more motivatingthan guaranteed rewards. But we also found that guaranteed rewards do increase effort in their own right, even though the outcome doesn't depend on performance. So, sometimes even the mere prospect of a guaranteed reward can still motivate us to work. Everyone is different. Those people who were motivated by incentives were motivated equally by the threat of penalty. But people who are motivated by contingency are not necessarily motivated by guaranteed rewards, and vice versa. Unlike guranteed rewards, contingency increased arousal levels. Our results suggest we should distinguish two separable types of motivation, perhaps with different physiological mechanisms.

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Why is it important?

We get paid either according to our performance, or with a regular fixed salary. Both these kinds of reward seem to coexist in our world. Why is this? This study seems to provide an explanation for this - both factors are motivating, and each person may weigh the two types independently.

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