Csikszentmihalyi Beyond Boredom and Anxiety
Csikszentmihalyi Beyond Boredom and Anxiety
Csikszentmihalyi Beyond Boredom and Anxiety
Csikszentmihalyi
(I
With contributions by
Isabella Csikszentmihalyi
Ronald Graef
Jean Hamilton Holcomb
Judy Hendin
John M acAloon
BEYOND
BOREDOM
AND
ANXIETY
-I-
Jossey-Bass Publishers
San Francisco Washington London 1975
rtf$"
Chapter 1
Enjoyment and
Intrinsic Motivation
In a world supposedly ruled by the pursuit of money, power,
prestige, and pleasure, it is surprising to find certain people who
sacrifice all those goals for no apparent reason: people who risk
their lives climbing rocks, who devote their lives to art, who
spend their energies playing chess. By finding out why they are
willing to give up material rewards for the elusive experience of
performing enjoyable acts, we hope to learn something that will
allow us to make everyday life more meaningful. At present,
most of the institutions that take up our time-schools, offices,
factories-are organized around the assumption that serious
work is grim and unpleasant. Because of this assumption, most
of our time is spent doing unpleasant things. By studying enjoy-
ment, we might learn how to redress this harmful situation.
To be sure, one may see the behavior of people dedicated
to the pursuit of enjoyment as useless, the result of deviant
1
2 Beyond Boredom and Anxiety
socialization toward meaningless goals. Psychologists may
account for it as sublimated variants of the pursuit of real needs
which cannot be directly satisfied. Our interest in the matter
relies on a different assumption: if we can learn more about
activities which are enjoyable in themselves, we will find clues
to a form of motivation that could become an extremely impor-
tant human resource.
The management of behavior, as presently practiced, is
based on the tacit belief that people are motivated only by
external rewards or by the fear of external punishment. The
stick and the carrot are the main tools by which people are
made to pull their weight. From the earliest months of life, chil-
dren are threatened or cajoled into conformity with parental
demands; when they go on to school, grades and symbolic pro-
motions are used to make them move along predetermined
paths. Even the concepts of identification or internalization are
based on the idea that the child is afraid of his parents or envies
their status. By the time they grow to be adults, most people
have been conditioned to respond predictably to external cues,
usually represented by the symbolic rewards of money and
status.
There is no question that this motivational system,
evolved by societies over a long period of centuries, is quite
effective. By objectifying incentives into money and status,
societies have developed a rational, universal motivational sys-
tem whereby communities can produce desired behaviors pre-
dictably and can allot precisely differentiated rewards to con-
struct a complex social hierarchy. The standardization of
external rewards, and the general acceptance of their value by
most members of society, has created the "homo economicus"
responsive to the laws of supply and demand and the "homo
sociologicus" who is kept within bounds by the network of
social controls.
The commonsense assumption is that extrinsic rewards
like money and status are basic human needs-or, in behaviorist
terms, primary reinforcers. If this were true, it would be quite
hopeless to try substituting satisfaction with one's job for exter-
nal rewards. But there are good reasons to believe that striving
Enjoyment and Intrinsic Motivation 3
for material goods is in great part a motivation that a person
learns as part of his socialization into a culture. Greed for pos-
sessions is not a universal trait. Anthropological evidence shows
that there are cultures in which material goals do not have the
importance we attribute to them (Polanyi, 1957). Even in our
society, children have to learn "the value of a dollar"; only
because every accomplishment in our culture has a dollar tag to
it do children learn to appreciate financial rewards above all
else. Other evidence that supports this view is the presence of
people, within our society, who choose to expend energy for
goals that carry no conventional material rewards. These are the
people we deal with in the present study, hoping to learn from
them the dynamics of intrinsic motivation.
But why should one worry about extrinsic rewards? If
they are successful, why try to moderate their effect with re-
course to intrinsic motives? The fact is that the ease with which
external rewards can be used conceals real dangers. When a
teacher discovers that children will work for a grade, he or she
may become less concerned with whether the work itself is
meaningful or rewarding to students. Employers who take for
granted the wisdom of external incentives may come to believe
that workers' enjoyment of the task is irrelevant. As a result,
children and workers will learn, in time, that what they have to
do is worthless in itself and that its only justification is the
grade or paycheck they get at the end. This pattern has become
so general in our culture that by now it is self-evident: what one
must do cannot be enjoyable. So we have learned to make a
distinction between "work" and "leisure": the former is what
we have to do most of the time against our desire; the latter is
what we like to do, although it is useless. We therefore feel
bored and frustrated on our jobs, and guilty when we are at
leisure. Among the consequences of such a state of affairs is the
deep-seated alienation of workers in industrial nations (Kenis-
ton, 1960; Ginzberg, 1971; Ford, 1969; Gooding, 1972; TerkeI,
1974). This conflict cannot be dismissed as just a temporary
result of affluence. Some writers seem to think that workers are
dissatisfied only when their jobs are safe; during periods of scar-
city or unemployment, people are glad enough to make a living
4 Beyond Boredom and Anxiety
even if their jobs are dull and meaningless. It is more likely that
workers threatened in their jobs will vent their frustration in
even more destructive ways. Although German workers during
the Great Depression did not agitate for job enrichment, they
were glad to take a chance on conquering the world . .
There is another serious problem with using extrinsic
rewards as the only incentive for reaching desirable goals.
Extrinsic rewards are by their nature either scarce or expensive
to attain in terms of human energy. Money and the material
possessions it can buy require the exploitation of natural re-
sources and everything we do is done in order to get
material rewards, we shall e,xhaust the planet and each other.
Admittedly, people will al'ways-n:eed possessions based on re-
sources and physical energy. The waste begins when these are
not used only to meet necessities but mainly as symbolic
rewards to compensate people for the empty drudgery of life.
At that point a vicious circle seems to begin; the more a person
complies with extrinsically rewarded roles, the less he enjoys
himself, and the more extrinsic rewards he needs. The only way
to break the circle is by making the roles themselves more
enjoyable; then the need for a quid pro quo is bound to
decrease.
The same sort of argument holds for the other main class
of extrinsic rewards, which indudes power, prestige, and
esteem. Although these are in many ways very different from
each other, they are all based on an invidious comparison be-
tween persons. There is no question that people are different
and that some deserve recognition above others in certain
respects. But status differentials tend to follow a zero-sum pat-
tern: the psychic benefits to those who get recognition are paid
for by the decreased self-respect of those who do not.
Therefore, when a social system learns to rely exclusively
on extrinsic rewards, it creates alienation among its members,
and it places a drain on material resources which eventually may
prove fatal. In the past, a more diversified set of incentives
apparently reduced the monopoly of material goals; in many
societies men seemed to enjoy thoroughly what they had to do
to make a living (Arendt, 1958; Carpenter, 1970), or they
Enjoyment and Intrinsic Motivation 5
hoped to be rewarded with eternal bliss, or they found rewards
in the approval of their peers (Weber, 1947; Polanyi, 1957).
When these other reward systems are operative, demands on the
ecology are less pressing.
The goal of this study was to begin exploring activities
that appear to contain rewards within themselves, that do not
rely on scarce material incentives-in other words, activities that
are ecologically sound. For this reason, we started to look close-
ly at such things as rock climbing, dance, chess, and basketball.
Of course, while these activities may be intrinsically rewarding
and hence ecologically beneficial, they are also unproductive. A
society could not survive long if people were exclusively in-
volved in playful pursuits. We assumed, however, that there is
no unbridgeable gap between "work" and "leisure." Hence, by
studying play one might learn how work can be made enjoy-
able, as in certain cases it clearly is. To make sure that the
bridge between the two activities does exist, we included in our
study members of a few occupations which one would expect
to be enjoyable: composers of music, surgeons, and teachers. By
understanding better what makes these leisure activities and
satisfying jobs enjoyable, we hoped that we might also learn
how to decrease dependence on extrinsic rewards in other areas
of life as well.
Because modern psychology is concerned mainly with
behavior and performance, rather than the reality of inner states
of experience, psychologists largely ignore the distinction
between extrinsic and intrinsic motivation. Because the only
scientific way to control a person's behavior is to manipulate
concrete rewards or punishments from outside the organism,
most researchers focus on the motivating effects of extrinsic
factors-pellets of food, M&M candies, tokens, or electric
shocks. They often seem to forget that behavior appears closely
dependent
cOi1ditions have necessitated the use of external rewards. Out-
side the laboratory people often have quite different reasons for
acting. They may, for instance, suddenly find great value or
meaning in a previously neutral stimulus simply because it is
important for them to create value and meaning. The impor-
6 Beyond Boredom and Anxiety
tance of inner sources of motivation may be obvious enough in
real life, but as long as they cannot be harnessed in an experi-
ment they have no chance of being generally recognized. Until
that day comes-if it comes-the accepted convention is to
believe that people behave or learn only in response to external
events.
Admittedly, some psychologists-people like Murphy
(1958), Rogers (1961), and Maslow (1962, 1965, 1971)-have
tried to return the focus of psychological investigation to the
psyche, the inner events experienced by a person. But those
researchers who are currently working on intrinsic motivation
approach the problem from a much more molecular level. They
are interested in establishing the reinforcing properties of single
stimuli (Day, Berlyne, and Hunt, 1971; Deci, 1973), or they
attempt to assess the effects of extrinsic rewards on simple,
enjoyable, experiwental tasks (Deci, 1971; Lepper, Greene, and
approaches generaITy equite
with "pleasure" (Berlyne and Madsen, 1973). But although
much behavior is motivated by physiological stimulation which
produces a positive response (Olds, 1969; Olds and others,
1972), the simple hedonistic model fails to account for a Wid1 .'
range of human action. The crucial question is why patterns 0 !
\
. stimulation which under some conditions arc neutral or eve .
aversive can suddenly become enjoyable. Rock climbing,
instance, is an activity that most people try to avoid and that
t ven committed climbers sometimes dread-when the choice of