Question

Kenneth Thomas identifies four key rewards that increase an individual's intrinsic motivation; they are

a. sense of choice, sense of competence, sense of meaningfulness, sense of progress.
b. sense of justice, sense of competence, sense of meaningfulness, sense of progress.
c. sense of choice, sense of competence, sense of meaningfulness, sense of task.
d. sense of choice, sense of competence, sense of meaningfulness, sense of justice.
e. sense of choice, sense of judgment, sense of meaningfulness, sense of progress.

Answer 1

a. sense of choice, sense of competence, sense of meaningfulness, sense of progress.

Kenneth Thomas identifies the four key rewards that increase intrinsic motivation as sense of choice, sense of competence, sense of meaningfulness, and sense of progress. These elements play an essential role in fostering a person's internal desire to engage in an activity for its inherent satisfaction rather than external rewards.

Step-by-step explanation:

Kenneth Thomas identifies four key rewards that increase an individual’s intrinsic motivation; they are sense of choice, sense of competence, sense of meaningfulness, and sense of progress.

These elements contribute to a person’s internal desire to engage in a task for the satisfaction it brings rather than for an extrinsic reward. Intrinsic motivation can be affected by a variety of factors including the nature of the task, the environment in which it is performed, the style of feedback received, and the level of autonomy a person experiences.

For instance, take Odessa’s experience in the bakery, which signifies the overjustification effect where intrinsic motivation is lessened when extrinsic motivation is offered, leading to a possible decrease in engagement with the activity when external rewards are not present.

Educational examples further illustrate the point; Hakim’s differing experiences in his law courses show that intrinsic motivation can be higher in environments that foster respect, collaboration, choice, and deemphasize external evaluations. External reinforcements such as tangible rewards may negatively impact intrinsic motivation, while intangible rewards like praise could potentially bolster it.

Research suggests that the mixture of intrinsic and extrinsic motivators and the overall motivation of an individual can vary based on many factors, including whether rewards are expected or come as a surprise, and how much control an individual has over their work or learning environment.