Compare cognitive and arousal theory of motivation.

The arousal theory of motivation suggests that people take certain actions to either decrease or increase levels of arousal.

When arousal levels get too low, for example, a person might watch an exciting movie or go for a jog. When arousal levels get too high, on the other hand, a person would probably look for ways to relax such as meditating or reading a book.

According to this theory, we are motivated to maintain an optimal level of arousal, although this level can vary based on the individual or the situation.

Cognitive Theory of Motivation Emphasizes thinking and perceptual interpretation

Certain behaviors - certain goals, so we develop cognitive expectancies that motivate us to exhibit these behaviors Example: Would you study for an exam or go to a movie?

Our behavior is the result of our expectations of achieving goals and the value that those goals have for us. We are motivated to maximize the value of our behavior and choices.

Moving from simple conditioning to the realm of behavior controlled by thoughts, the cognitive theory of motivation proposes that our expectations guide our behavior. You'll behave in ways that you think will produce a desirable outcome. Cognitive theory, the creation of University of Rochester psychologists Ed Deci and Richard Ryan, proposed that we have two types of motivation: Intrinsic and extrinsic. Intrinsic motivation is what drives us to fulfill our inner potential and interests. Your intrinsic motivation is your desire to express your true self in your behavior, whether it's work or leisure. What's more, when you are driven by intrinsic motivation, you feel that you are determining the outcomes of your efforts. Extrinsic motivation, by contrast, is your desire to achieve tangible rewards such as money or the glory that come with status and recognition. Deci and Ryan developed the counter-intuitive proposal that people who receive extrinsic rewards for behaviors that they find intrinsically satisfying become less creative and productive. This has the picturesque name of " motivational crowding out (link is external)." The extrinsic rewards of money, fame, and recognition crowd out the intrinsic satisfaction that you experience from doing something because you really like to do it. The motivational crowding out idea has some obvious flaws. Managers could use this theory to pay workers less or deny them promotions. " Why should we pay you more (or at all)? " You'll be less creative and productive! This problem led to a revision in the theory which is called...