We all wish that our motivation were an unlimited resource we could access whenever needed, but unfortunately, motivation doesn’t work like that. However, don’t write motivation off just yet, not until you’ve looked into your motivational factors, which I’ll help you do in this article.
What Are Motivational Factors?
First, some background. Motivation, although fickle, can be very important, such as when trying to learn a new language. Motivation helps create a more positive environment in which to give the learner the drive they need (Ebata, 2008).
According to Hussin, Maarof, and D’Cruz (2001), Gardner and Lambert introduced the concept of instrumental and integrative motivation in 1972. In the context they proposed it, instrumental motivation is a person’s desire to learn a language for utilitarian purposes. For example, travel, enjoyment, or studying.
Whereas integrative motivation is about learning a language to integrate into a community. For example, moving to a new country and learning to speak the local language.
Gardner and Tremblay (1994) commented on how individual differences and situational factors can influence motivation, such as in the form of our intrinsic/extrinsic motivation.
Intrinsic motivation comes from within us. It’s about performing an activity for its inherent satisfaction, interest, or enjoyment, rather than for an external reward. For example, wanting to learn to draw because it’s something you’ve always wanted to do. Extrinsic motivation, on the other hand, is driven by external rewards or consequences. For example, we work harder to try to get a promotion or to avoid losing our jobs.
Instrumental motivation in language learning is basically made up of the intrinsic/extrinsic motivational factors (Hussin, Maarof, and D’Cruz, 2001).
According to Nickerson (2025), Herzberg’s two-factor theory argues that two factors influence job satisfaction. Motivators and hygiene factors. In this context, motivators are things like a sense of achievement and recognition, which then lead to higher job satisfaction and motivation.
Hygiene factors, which aren’t about actual hygiene, are things like salary and working conditions, which work as a prevention of dissatisfaction, but won’t necessarily function as a motivator. Both of these factors create a productive work environment, but only one factor guarantees an increase in motivation.
This is supported by a study by Kontodimopoulos, Paleologou, and Niakas (2009), which found that their highest-ranked motivational factors were achievements, meaning, appreciation, and respect. These scored higher than hygiene factors, such as salary. This study was done using nurses and doctors as participants.
As someone in a health profession role, it’s my connection to the work and the meaning that brings me that’s more important than the money. That said, I’ve been poor for far too long now.
However, a study by Aworemi, Abdul-Azeez, and Durowoju (2011) found that good working conditions, how interesting the work is, and good pay are key factors in employee motivation. But I guess that’s where our individual differences come in. If we value money, then our salaries will be more important to us. If we value meaning in our work, then that meaning will be one of our strongest motivational factors.
Other noted studies have found that motivation can come from four places when it comes to learning. These are: the reasons for learning, the desire to attain the learning goal, a positive attitude towards the learning situation, and effortful behaviour (Hussin, Maarof, and D’Cruz, 2001).
According to Chuented, Puranitee, Pakakasama, and Meepanya (2023), grit is important for our success and our overall wellbeing. In this context, grit is our ongoing dedication and effort towards achieving the goals we set for ourselves. It is our enthusiasm and tenacity. All of which makes grit another one of our internal motivational factors.
Other motivational factors worth considering are our attitudes, beliefs about self, our goals, our involvement, the support we have, and our personal attributes (Hussin, Maarof, and D’Cruz, 2001).
Motivational factors, such as those that are achievement-oriented, fit nicely with self-actualisation pushed by humanistic approaches. Achieving and the drive to become what we’re capable of becoming, and to surpass ourselves and others, are motivating (Kontodimopoulos, Paleologou, and Niakas, 2009). This is different from unhealthy comparisons.
Common Motivational Factors
Although motivational factors will vary depending on the person and the situation, there are still some common ones that appear.
Recognition and appreciation
Feeling valued for one’s contributions and effort can make all the difference. There’s nothing worse than working hard in your job and getting no appreciation for that work. Or worse, that recognition going to the wrong person.
Opportunities for growth and advancement
Not only is it good for our health to have the chance to learn new skills, but taking on more responsibility and being able to progress in a career or personal pursuit is very rewarding.
Meaning
As humans, we often need to feel that what we do has meaning. This sense of meaning can come from work, our hobbies, our families, etc., but that feeling of having meaning and purpose really makes a difference. Too often, I’ve had clients who are struggling with depression because they feel they lack meaning and purpose.
This is supported by Tak, Curlin, and Yoon (2017), who found that intrinsic motivational factors in physician wellbeing were associated with satisfaction, meaning, and commitment. Whereas extrinsic motivational factors, such as income, weren’t associated with those same wellbeing criteria.
Autonomy and empowerment
We can’t control everything in our lives, but having a sense of control and choice over our actions and decisions can be a motivational factor that is often overlooked, especially when it comes to children. A lot of acting up and distress in children comes from feeling they have no control.
The company we’re in, and keep
Having a positive, supportive, and respectful work environment goes a long way, as does having a social support network that is positive, supportive, and respectful.
How Can We Tap Into Our Motivational Factors For Success
Figuring yourself out
Taking time to sit down and work out our motivational factors, whether they’re internal, external, or a combination of the two, and looking for our personal motivational factors will make success far more likely. Especially if we do this with each goal we set for ourselves. This is also a good journaling exercise. We can then remind ourselves of these motivational factors when needed.
Leverage
Once we have an understanding of our personal motivational factors, we can then work out how to leverage them for motivation to increase our odds of success. Again, this is a good journaling exercise. Then we can create an environment that supports our motivational factors.
If a sense of purpose is an important motivational factor, then figure out how to inject that into our work, hobbies, and goals. For example, if we want to get fitter, and a sense of purpose is a big motivator for us, then training for a charity fun run might be the best way to tap into that. This will allow us to leverage that motivational factor and achieve that goal at the same time.
Goal setting
To help us tap into our motivational factors, like our grit (Chuented, Puranitee, Pakakasama, and Meepanya, 2023), setting goals for ourselves is important. This is also a way to leverage our motivational factors. This will give us a clear idea of what we’re aiming for, will make it easier to work towards that target, and will give us a sense of achievement when we reach it. SMART goals can be great for this.
Summary
Motivational factors are the internal and external forces that drive us to take action, pursue goals, and maintain effort. Understanding these factors is crucial in various contexts, from personal development to workplace productivity.
But most importantly, making these personal motivational factors a key part of what we want to do is a recipe for success. If we forget them or lose sight of those personal motivational factors, then we’re likely to see procrastination making itself at home. I don’t know why, but I’m picturing this as a cat coming to sit on our lap and taking a nap, and then us feeling unwilling to wake it up.
As always, leave your feedback in the comments section below. Also, please share your experiences with motivational factors in the comments section below as well. Don’t forget, if you want to stay up-to-date with my blog, you can sign up for my newsletter below. Alternatively, click the red bell icon in the bottom right corner to get push notifications for new articles.
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References
Aworemi, J. R., Abdul-Azeez, I. A., & Durowoju, S. T. (2011). An empirical study of the motivational factors of employees in Nigeria. International Journal of Economics and Finance, 3(5), 227-233. Retrieved from https://pdfs.semanticscholar.org/4da2/df5424f9e902f5c05bbca225f83aec8b95b5.pdf and https://web.archive.org/web/20170706120255id_/http://ccsenet.org/journal/index.php/ijef/article/viewFile/12336/8644.
Chuented, P., Puranitee, P., Pakakasama, S., & Meepanya, S. (2023). Factors affecting residents’ internal motivation, grit, and well-being. BMC Medical Education, 23(1), 779. Retrieved from https://link.springer.com/content/pdf/10.1186/s12909-023-04679-2.pdf.
Ebata, M. (2008). Motivation factors. In 42nd TESOL Convention in New York: Dream and reality (p. 21-22). Retrieved from https://tesol-ukraine.at.ua/_ld/0/2_Newsletter2008w.pdf#page=21.
Gardner, R. C., & Tremblay, P. F. (1994). On motivation, research agendas, and theoretical frameworks¹. The Modern Language Journal, 78(3), 359-368. Retrieved from https://www.researchgate.net/profile/Paul-Tremblay-2/publication/228045777_On_Motivation_Research_Agendas_and_Theoretical_Frameworks1/links/5eb1ff14a6fdcc7050ad5a10/On-Motivation-Research-Agendas-and-Theoretical-Frameworks1.pdf and https://www.researchgate.net/publication/228045777_On_Motivation_Research_Agendas_and_Theoretical_Frameworks1.
Hussin, S., Maarof, N., & D’Cruz, J. V. (2001). Sustaining an interest in learning English and increasing the motivation to learn English: An enrichment program. The Internet TESL Journal, 7(5), 1-7. Retrieved from http://iteslj.org/Techniques/Hussin-Motivation.
Kontodimopoulos, N., Paleologou, V., & Niakas, D. (2009). Identifying important motivational factors for professionals in Greek hospitals. BMC Health Services Research, 9, 1-11. Retrieved from https://link.springer.com/content/pdf/10.1186/1472-6963-9-164.pdf.
Nickerson, C. (2025, April). Herzberg’s Two-Factor Theory of Motivation-Hygiene. Simply Psychology. Retrieved from https://www.simplypsychology.org/herzbergs-two-factor-theory.html.
Tak, H. J., Curlin, F. A., & Yoon, J. D. (2017). Association of intrinsic motivating factors and markers of physician well-being: a national physician survey. Journal of General Internal Medicine, 32, 739-746. Retrieved from https://link.springer.com/content/pdf/10.1007/s11606-017-3997-y.pdf.
