The type of extrinsic motivation may make a difference. “Syner- gistic extrinsic motivators,” including certain types of reward, recognition, and feedback, do not necessarily undermine intrinsic motivation; indeed, they may actually enhance some aspects of performance. These outcomes can result from reward, recognition, and feedback that either confirm competence or provide important information on how to improve performance; these are called infor- mational extrinsic motivators}’^ Positive outcomes can also result from reward, recognition, and feedback that directly increase the person’s involvement in the work itself; these are called enabling extrinsic motivators. For example, if a high tech firm recognizes outstanding performance by approving the allocation of additional technical resources to its engineers, the effects on intrinsic motivation are likely to be positive. On the other hand, constraint on how work can be done, as well as other types of reward, recognition, and feedback, will be detri- mental to intrinsic motivation and performance. These “non-synergistic extrinsic motivators,” which are controlling extrinsic motivators, may never combine posi- tively with intrinsic motivation, because they undermine a person’s sense of self- determination.^^ The engineer who works under stringent controls on how to approach a project, or for whom rewards signify attempts to control his behav- ior, will likely evidence decreased intrinsic motivation and creativity.
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