extrinsically

简明释义

英[ɪkˈstrɪn.zɪ.kli]美[ɛkˈstrɪŋ.zɪ.kli]

adv. 非本质地；非固有地

英英释义

单词用法

同义词

反义词

例句

1.It is something intrinsic and something we can't gain extrinsically, meaning we won't find self worth from external factors. Here are some things you can do to increase your feeling of self worth.

它是一种内在的东西，并不是通过一些外部因素能获得的，通过以下方式你可以增强自身的自我价值感。

2.It is something intrinsic and something we can't gain extrinsically, meaning we won't find self worth from external factors. Here are some things you can do to increase your feeling of self worth.

它是一种内在的东西，并不是通过一些外部因素能获得的，通过以下方式你可以增强自身的自我价值感。

3.Some might manage their own data, as TestCase does; others might benefit from dependency inversion, where their configuration is established extrinsically.

有些可能管理自己的数据，如TestCase；有些可能得益于依赖性倒置(dependencyinversion)，在外部建立配置。

4.So I desire to engage an exercise and I value exercise extrinsically, not for its own, sake but as a means to something beyond it.

所以我运动，是因为我看重它的外在价值，而不是它本身，是把它作为达成另一目的一种方式。

5.It is something intrinsic and something we can't gain extrinsically, meaning we won't find self worth from external factors.

它是一种内在的东西，并不是通过一些外部因素就能获得的。

6.Extrinsically oriented students are inclined to put forth the minimal amount of effort necessary to get the maximal reward.

具有外在动机的学习者倾向于以最小的努力去获得最大的嘉奖。

7.An extrinsically valuable activity is a means to an external goal; its value lies in achieving that goal.

外部价值取向的活动是达成外部目标的一个方式，其价值在于获得该目标。

8.An act doesn't have to be enjoyable when the end result is extrinsically reinforcing.

一个行动并不一定是令人愉快的，而是最终的结果得到了外在的强化。

9.I desire to engage in exercise and I value exercise extrinsically, not for its own sake, but as a means to something beyond it.

我喜欢锻炼并看重其外在价值，并不是因为锻炼本身，而是把它作为达到一些目的的手段。

10.I desire to engage in exercise and I value exercise extrinsically .

我渴望参与锻炼，我看重锻炼的外在价值。

11.The motivation to succeed can be driven extrinsically by external rewards such as money and recognition.

成功的动力可以由外部奖励如金钱和认可来驱动，称为外在的。

12.Some students are motivated extrinsically by grades rather than a genuine interest in learning.

一些学生的动力是由成绩驱动的，而不是对学习的真正兴趣，这被称为外在的。

13.In many workplaces, employees are extrinsically rewarded with bonuses for meeting their targets.

在许多工作场所，员工因达成目标而获得奖金，这是一种外在的奖励。

14.The athlete trained extrinsically for the trophy and fame that came with winning the championship.

这位运动员为了赢得冠军而训练，追求的是奖杯和名声，这是一种外在的动机。

15.While intrinsic motivation is important, some tasks require extrinsically driven incentives to encourage participation.

虽然内在动机很重要，但某些任务需要通过外在的激励来鼓励参与。

作文

In today's fast-paced world, the motivations behind human behavior can often be categorized into two distinct types: intrinsic and extrinsic. While intrinsic motivation arises from within an individual, driven by personal satisfaction or interest, extrinsically motivated behaviors are influenced by external factors such as rewards, recognition, or social pressure. Understanding these motivations is crucial, especially in educational and professional settings, where the balance between intrinsic and extrinsically driven actions can significantly impact performance and satisfaction. Take, for example, a student who studies hard for an exam. If the student is motivated by a genuine interest in the subject matter and the desire to learn, this represents intrinsic motivation. Conversely, if the student is studying primarily to receive a good grade, earn praise from teachers and parents, or secure a scholarship, then their motivation is extrinsically driven. This distinction is important because while extrinsically motivated behaviors can lead to short-term success, they may not foster long-term engagement or a love for learning. In the workplace, the dynamics of motivation play a similar role. Employees may work diligently to meet deadlines and achieve targets because they want to earn bonuses, promotions, or recognition from their peers. These are examples of extrinsically motivated behaviors. While such incentives can enhance productivity, they can also create a culture where employees feel pressured to perform solely for external validation rather than for personal fulfillment or passion for their work. This can lead to burnout and job dissatisfaction over time. Moreover, relying too heavily on extrinsic rewards can undermine intrinsic motivation. Research has shown that when people are rewarded for activities they already enjoy, their intrinsic interest in those activities may diminish. For instance, if a child who loves drawing is constantly praised only when they produce a 'good' piece of art, they may start to draw less for the joy of it and more for the approval of others. This shift can stifle creativity and personal expression, highlighting the need for a balanced approach to motivation. To cultivate a healthy environment—whether in schools or workplaces—it is essential to recognize the value of both intrinsic and extrinsically motivated behaviors. Educators and managers can encourage intrinsic motivation by fostering a sense of autonomy, providing meaningful feedback, and creating opportunities for individuals to pursue their interests. For instance, allowing students to choose their projects or giving employees the freedom to explore innovative ideas can enhance their intrinsic motivation. On the other hand, extrinsic rewards, when used judiciously, can complement intrinsic motivation. Recognizing achievements through awards, bonuses, or public acknowledgment can boost morale and provide additional motivation without overshadowing the intrinsic joy of the task. The key lies in striking the right balance—using extrinsically driven incentives to enhance, rather than replace, intrinsic motivation. In conclusion, while extrinsically motivated behaviors can drive short-term success and achievement, it is the intrinsic motivations that foster long-lasting engagement, creativity, and satisfaction. By understanding and leveraging both types of motivation, we can create environments that not only encourage success but also nurture a genuine love for learning and personal growth. Ultimately, the goal should be to inspire individuals to pursue their passions, not just for external rewards, but for the intrinsic joy that comes from mastery and exploration.

在当今快节奏的世界中，人类行为背后的动机通常可以分为两种不同类型：内在动机和外在动机。内在动机源于个体内部，由个人的满足感或兴趣驱动，而extrinsically动机则受到外部因素的影响，例如奖励、认可或社会压力。了解这些动机至关重要，尤其是在教育和职业环境中，内在与extrinsically驱动的行为之间的平衡可以显著影响表现和满意度。 以一名为考试而努力学习的学生为例。如果学生是出于对学科内容的真正兴趣和学习的渴望而努力学习，这代表了内在动机。相反，如果学生主要是为了获得好成绩、赢得老师和父母的赞扬或确保奖学金而学习，那么他们的动机就是extrinsically驱动的。这种区别很重要，因为虽然extrinsically驱动的行为可以导致短期成功，但它们可能不会促进长期的参与或对学习的热爱。 在职场上，动机的动态扮演着类似的角色。员工可能努力工作以按时完成任务并实现目标，因为他们想要赚取奖金、晋升或获得同事的认可。这些都是extrinsically驱动的行为示例。虽然这种激励可以提高生产力，但也可能造成一种文化，使员工感到被迫仅仅为了外部认可而表现，而不是为了个人的满足或对工作的热情。这可能导致随着时间的推移而产生的倦怠和工作不满。 此外，过于依赖extrinsic奖励可能会削弱内在动机。研究表明，当人们因他们已经喜欢的活动而获得奖励时，他们对这些活动的内在兴趣可能会减弱。例如，如果一个喜欢画画的孩子只有在创作出“好”的艺术作品时才不断受到赞扬，他们可能会开始减少出于乐趣而画画的次数，而更多地为了他人的认可而画画。这种转变可能会抑制创造力和个人表达，突显出对动机采取平衡方法的必要性。 为了培养一个健康的环境——无论是在学校还是职场，识别内在和extrinsically驱动行为的价值至关重要。教育工作者和管理者可以通过培养自主感、提供有意义的反馈以及创造个人追求兴趣的机会来鼓励内在动机。例如，允许学生选择自己的项目或给予员工探索创新想法的自由可以增强他们的内在动机。 另一方面，当适度使用时，extrinsic奖励可以补充内在动机。通过奖励、奖金或公开表彰来认可成就可以提升士气，并提供额外的动机，而不会掩盖任务的内在乐趣。关键在于找到正确的平衡——利用extrinsically驱动的激励来增强，而不是取代内在动机。 总之，虽然extrinsically驱动的行为可以推动短期成功和成就，但正是内在动机促进了持久的参与、创造力和满足感。通过理解和利用这两种类型的动机，我们可以创造出不仅鼓励成功，而且培养对学习和个人成长的真正热爱的环境。最终，目标应该是激励个人追求他们的热情，不仅仅是为了外部奖励，而是为了从掌握和探索中获得的内在快乐。