Quiz – understand extrinsic motivation

Learning & Understanding questions help you test your grasp of key APM concepts. They often require careful thinking, not just recalling facts. Some questions describe real situations so you can apply what you have learned.

Which of the following best captures the distinction between introjected and identified regulation?

Learning & Understanding questions help you test your grasp of key APM concepts. They often require careful thinking, not just recalling facts. Some questions describe real situations so you can apply what you have learned.

A team lead implements a monthly recognition system. Over time, team members start focusing more on being noticed than collaborating. What type of extrinsic motivation is most likely at play?

Learning & Understanding questions help you test your grasp of key APM concepts. They often require careful thinking, not just recalling facts. Some questions describe real situations so you can apply what you have learned.

Which of the following statements about extrinsic motivation is most accurate?

Learning & Understanding questions help you test your grasp of key APM concepts. They often require careful thinking, not just recalling facts. Some questions describe real situations so you can apply what you have learned.

An employee consistently volunteers for a compliance task because “it’s part of being a professional.” What type of extrinsic motivation best describes this behavior?

Reflection questions invite you to connect the topic to your own work experience. There are no wrong answers. It is a moment to pause, think critically, and gain personal insight.

Reflect on a time when you felt motivated by something external at work. Which type of regulation (external, introjected, identified, integrated) best describes your motivation, and why?

Assess & Act questions ask you to evaluate a situation and think about what you would do. There is no single right answer. The goal is to recognize patterns and consider practical action.

Which of the following extrinsic motivators do you observe in your team?

☑ Public recognition during stand-ups
☑ Compliance driven by fear of underperformance
☑ Tasks linked to shared values
☑ Autonomy in goal-setting conversations
☑ Performance targets discussed only during annual reviews

→ Based on your selections, how would you describe the motivational climate in your team? Where might small adjustments make extrinsic motivators more meaningful or autonomy-supportive?

Challenge & Debate open-ended questions are meant to stretch your thinking. You are invited to take a stance, weigh the pros and cons, and consider different viewpoints. Again, there are no wrong answers, only thoughtful ones.

“If motivation isn’t intrinsic, it’s manipulation.” Do you agree or disagree? Why or why not?