Push and Pull Theory of Motivation

Motivation is a fundamental aspect of human behaviour, driving us to take action and achieve our goals. It is a critical factor in human behaviour and organizational performance. Motivation follows a cycle: key components include activation of a need/drive, persistence, intensity, and termination, all influenced by individual, social, and situational factors. This cyclic process responds to continuous demands from within and outside ourselves.

To understand motivation, a wide range of empirical research & various theories have been derived and researched for various decades including Maslow’s Hierarchy of Needs,  Herzberg’s Two-Factor Theory, McClelland’s Need for Achievement Theory, Push and Pull Theory of motivation and so on. This article, primarily will focus on the push and pull theory of motivation offering a framework to understand how motivated behaviours are a complex interplay of both internal & external factors. By exploring the interplay between these two types of motivation, one can gain insights into how to harness them effectively. 

Push and Pull Theory  

The push and pull theory of motivation, initially developed in migration studies (Lee, 1966), has been adapted to fields like consumer behaviour and organizational psychology. It offers a framework to comprehend the factors shaping human behaviour and decision-making processes. This model suggests that people are motivated by both internal forces (push factors) and external attractions (pull factors) simultaneously.

Push Motivation is a behaviour where an individual forces themselves to complete a task to satisfy a need or achieve a goal. This type of motivation is driven by external factors, such as avoiding negative outcomes or meeting the expectations of others. The key characteristic of push motivation is that it stems from a desire to avoid something undesirable, rather than a natural inclination towards the task at hand. While push motivation can be effective in the short term, it may not be sustainable in the long run. It can lead to burnout, resentment, or a lack of intrinsic satisfaction.

Pull Motivation in contrast, is a behaviour where an individual feels naturally drawn towards an activity. This type of motivation is driven by internal factors, such as the pursuit of positive outcomes or the inherent enjoyment of the task itself. Pull motivation is often more sustainable than push motivation, as it taps into an individual’s intrinsic desires and interests. When people are motivated by pull factors, they are more likely to experience a sense of fulfilment and engagement in their activities, leading to better long-term outcomes. 

Examples  

Some examples of push motivation include: 

• Staying up late to accomplish the project assigned, even when you do not find the job enjoyable, doing it only to not let down your boss. 
• Long hours of studying with no interest in the specific subject area, just aimed at improving academic grades to have a good social image and being liked by teachers and parents.  
• Athletes break their records as they desire to win and avoid losing.

Some examples of pull motivation include: 

• A real fan going to the concert of their favourite band is pulled by their genuine love for music.  
• A consumer looking at shoes in a store window is compelled by their desire for personal expression or self-indulgence 
• An art learner paints because he loves it, and is passionate about it not because he has to, but due to an unending urge towards it. 

Cinema Special (An example from our everyday cinema world) 

In the movie 3 Idiots, Rancho had a genuine love for machines and learning, he is an example of pull motivation. His enrolment in an engineering college is out of his intrinsic will and passion towards the subject. Whereas for Farhan, it was due to his parental pressure to avoid any negative consequences (‘Sharma ji kya bologe’). He is an example of push motivation.

His passion lay in wildlife photography and not engineering. So, can we conclude that pull motivation leads to more satisfaction, happiness and contentment than push motivation? If that’s so why not choose pull motivation over push motivation in every situation? 

Balancing Push and Pull Motivation 

While the push motivation and the pull motivation represent different & opposing forces, they are not mutually exclusive. The best strategy usually involves a blend of these two forms of motivation. For instance, a student may initially be pushed to study for an exam out of fear of failure or poor grades. However, as they delve into the material, they may start to feel a natural pull towards the subject, driven by growing interest or a sense of accomplishment.

Experts recommend using a combination of push and pull factors to achieve your goals most effectively. Setting clear goals and focusing on the positive incentives that pull you towards them tends to be more sustainable than relying solely on push factors. However, there may be times when push motivation is necessary to overcome inertia or overcome a challenging obstacle. 

Implications for Personal and Professional Development 

Understanding the pull-push theory can be quite significant for both personal and professional development. For example, in the workplace managers could employ both push and pull factors to motivate employees. By setting clear expectations and consequences (push factors), as well as fostering a sense of purpose, autonomy, and recognition (pull factors), they can create a more committed and productive workforce. Even teachers in education use an amalgamation of motivation that pulls or pushes students.

They can establish high hopes along with external incentives (push factor) while at the same time promoting individual satisfaction from learning through intrinsic motivations (pull factor). Additionally, at a personal level, individuals may apply this theory in setting personal goals or engaging in self-development activities. By identifying both external pressures that compel action and internal desires that draw them towards their goals, individuals can achieve more balanced and sustainable personal growth.

Research findings  

Push and pull motivations have been empirically understood to explain various domains of human behaviour. In goal-directed behaviour, push factors are described as aversion motivation, while pull factors are described as attraction motivation (Elliot, 2006). Push factors at work involve deadlines which are extrinsic incentives, whereas personal achievements represent intrinsic motivators as pull factors (Ryan & Deci, 2000).

In interpersonal relations, avoiding loneliness counts as a push factor in the social context, while the pursuit of intimacy counts as a pull factor in this same context (Baumeister & Leary, 1995). Push factors of education include avoidance of failure and the corresponding pull factor is intellectual curiosity  (Vallerand et al., 1992). In terms of habits, push forces may consist of averting health risks and conversely, well-being can be seen as a pull force (Wood & Rünger, 2016). In the decision-making process, risk aversion aligns with push factors but opportunity-seeking matches with the latter category known as pulls (Kahneman & Tversky, 1979).

A wide range of studies has been under this area to understand migrations, consumer behaviour and travelling from the very start. A recent study carried out by Katsikari et al. (2020) aimed to determine the relationships between specific push (e.g., knowledge, adventure,  escape) and pull factors such as culture; sports; nature; and luxury – influencing social media content attractiveness to potential tourists, focuses on how various travel motivations relate to distinct types of content on social media platforms, serves as a good example to understand the application of theory better. In the study, respondents were classified into four groups according to their motives for travelling. The research investigated these segments’ responses to various social media content types related to tourism.

Findings showed that; 

• Knowledge/Intellectual travellers are attracted to cultural and historical content.
• Sports enthusiasts prefer content showcasing activities and sports. 
• Novelty/Adventure seekers are drawn to activities, sports, and nature-related content.
• Escape/Entertainment seekers value safety and luxury content. 

Take Away

In conclusion, the push and pull theory of motivation is a valuable framework that helps us understand how external and internal forces interact to influence our behaviours &  further shape them. By leveraging both push and pull factors, individuals and organizations can foster a more engaged, motivated, and fulfilled approach to achieving their goals. 

FAQs  

1. What is the Push and Pull theory of motivation? 

The push and pull theory describes two types of motivational forces. Push factors are internal drives that motivate behaviour to avoid negative outcomes. Pull factors are external incentives that attract individuals towards positive outcomes.  

2. How do push and pull factors differ in the workplace?  

Push factors in work settings often include deadlines, evaluations, or potential disciplinary action. Pull factors typically involve personal achievement, recognition, or skill development opportunities.  

3. Can push and pull factors coexist? 

Yes, push and pull factors often work together. For example, a student might be motivated to study by both the fear of failing (push) and the desire to excel (pull).  

4. How can understanding Push and Pull factors improve motivation strategies? 

Recognizing both types of factors allows for more balanced motivational approaches. It helps in designing strategies that address both the avoidance of negative outcomes and the pursuit of positive goals, potentially leading to more effective and sustainable motivation.