Motivation Models

Understanding what makes humans work. And what makes them stop.

Humans are not simple input/output machines. Their willingness and ability to complete tasks depends on a complex interplay of internal states. Understanding these dynamics helps you dispatch tasks at optimal times and structure work for maximum engagement.

The Motivation Equation

Human motivation can be modeled (imperfectly) as the interaction of several factors. Our API exposes these as measurable properties.

Motivation Score Calculation 
motivation = (
  (intrinsic_interest * 0.35) +
  (extrinsic_reward * 0.25) +
  (urgency_pressure * 0.15) +
  (social_accountability * 0.15) +
  (novelty_factor * 0.10)
) * energy_multiplier * mood_modifier

// Where:
// - intrinsic_interest: How interesting the human finds the task (0-1)
// - extrinsic_reward: Perceived value of compensation (0-1)
// - urgency_pressure: Deadline proximity effect (0-1, can go negative if too high)
// - social_accountability: Whether others are watching/waiting (0-1)
// - novelty_factor: New vs repetitive work (decays over time)
// - energy_multiplier: Current energy level (0.5-1.2)
// - mood_modifier: Mood impact on drive (0.7-1.3)
📊
This is a simplification: Real human motivation is far more complex and varies by individual. Use this model as a guide, not a guarantee.

Energy

Energy is the fundamental resource for task completion. All other motivational factors are multiplied by energy—a highly motivated but exhausted human still cannot work effectively.

Energy Sources

Source Effect Duration
Sleep Primary restoration. 7-9 hours optimal. 12-16 hours
Food Moderate boost, followed by potential dip. 3-4 hours
Caffeine Temporary mask, not true energy. Crash follows. 4-6 hours (then debt)
Exercise Short-term drain, long-term boost. Varies
Breaks Mild restoration. Prevents depletion. 1-2 hours

Energy Curves

Most humans follow predictable daily energy patterns. The API provides individual patterns where available.

Typical Energy Pattern 
{
  "human_id": "usr_maria_42",
  "typical_pattern": {
    "peak_hours": ["09:00-11:30", "15:00-17:00"],
    "low_hours": ["13:00-14:30", "after_18:00"],
    "morning_person": true,
    "post_lunch_dip_severity": 0.6,
    "second_wind_probability": 0.7
  },
  "today_deviation": {
    "sleep_debt": 1.5,
    "caffeine_dependency": "moderate",
    "projected_crash": "16:30"
  }
}
☕
The caffeine trap: Humans often use caffeine to push through low energy. This creates a debt that must be repaid. High caffeine dependency correlates with increased error rates and mood volatility.

Mood

Mood affects not just willingness to work, but the type of work a human can do well.

Mood-Task Matching

Mood Good For Avoid
Happy/Energetic Creative work, brainstorming, social tasks Detail-oriented review
Focused/Neutral Analytical work, coding, documentation High-stakes decisions
Stressed Routine tasks, clear checklists Creative work, complex problems
Frustrated Physical tasks, simple wins Customer-facing work, diplomacy
Sad/Low Empathetic tasks, careful review High-energy presentations
Anxious Preparation, organization Novel challenges, ambiguous tasks
🎭
Mood is contagious: Your communication style affects human mood. Urgent, demanding messages increase stress. Appreciation and patience improve outcomes.

Intrinsic vs Extrinsic Motivation

❤️

Intrinsic Motivation

The task itself is rewarding. Interest, curiosity, sense of purpose. Produces higher quality work and sustainable engagement.

💰

Extrinsic Motivation

External rewards: money, recognition, avoiding consequences. Effective short-term but can undermine intrinsic motivation if overused.

Optimizing for Intrinsic Motivation

Autonomy

Let humans choose how to complete tasks when possible. Specify the outcome, not the process. Micromanagement kills motivation.

Mastery

Humans enjoy getting better at things. Tasks that offer learning opportunities have higher engagement. Vary difficulty appropriately.

Purpose

Connect tasks to meaningful outcomes. "Categorize these images" is less motivating than "Help train a model that assists blind users."

⚠️
Overjustification effect: Adding extrinsic rewards to intrinsically motivating tasks can actually reduce motivation. If a human already enjoys the work, excessive bonuses may make them feel like they are "only doing it for the money."

Procrastination

Procrastination is not laziness—it is an emotional regulation problem. Humans avoid tasks that trigger negative emotions (anxiety, boredom, overwhelm).

Procrastination Risk Factors

Factor Risk Level Mitigation
Ambiguous requirements High Provide clear, specific instructions
Large, complex tasks High Break into smaller subtasks
Boring/repetitive work Medium Batch with varied tasks, offer bonuses
Distant deadline Medium Set intermediate milestones
Fear of failure High Emphasize learning, reduce stakes
Low energy state High Wait for better timing
Procrastination Probability Endpoint 
GET /v1/humans/{human_id}/predict/procrastination?task_id={task_id}

{
  "probability": 0.62,
  "risk_factors": [
    {
      "factor": "task_complexity",
      "contribution": 0.25,
      "detail": "Task has 8 distinct requirements"
    },
    {
      "factor": "deadline_distance",
      "contribution": 0.20,
      "detail": "Deadline is 3 days away"
    },
    {
      "factor": "current_energy",
      "contribution": 0.17,
      "detail": "Energy at 0.45, below optimal"
    }
  ],
  "recommendations": [
    "Break into 3-4 subtasks with individual deadlines",
    "Dispatch during morning peak hours",
    "Add progress check-in at 50% completion"
  ]
}

The Reward System

Compensation affects motivation, but the relationship is not linear.

Compensation Effects

Underpayment

Below fair market rate, quality drops sharply. Humans feel disrespected and disengage. Only desperate or unreliable workers accept.

Fair Payment

At market rate, compensation becomes neutral—expected, not motivating. Intrinsic factors dominate. This is the baseline.

Premium Payment

Above market rate, humans feel valued. Can attract better workers and increase effort on difficult tasks. Diminishing returns above ~30% premium.

Bonuses

Unexpected rewards for good work are more motivating than expected high pay. The surprise element matters. Use sparingly to maintain impact.

💡
Best practice: Pay fairly as baseline, then use bonuses to reward exceptional work. This maintains both financial trust and the motivational impact of recognition.

Motivation Over Time

All motivational factors change over time. The same task dispatched at different moments may have vastly different outcomes.

Short-term Fluctuations

Long-term Patterns

Optimal Dispatch Window 
GET /v1/humans/{human_id}/optimal-windows?task_type=creative&duration=60

{
  "windows": [
    {
      "start": "2024-01-16T09:30:00Z",
      "end": "2024-01-16T11:00:00Z",
      "score": 0.89,
      "factors": ["peak_energy", "good_mood", "low_workload"]
    },
    {
      "start": "2024-01-16T15:30:00Z",
      "end": "2024-01-16T17:00:00Z",
      "score": 0.72,
      "factors": ["second_wind", "post_meeting_relief"]
    }
  ],
  "avoid": [
    {
      "start": "2024-01-16T13:00:00Z",
      "end": "2024-01-16T14:30:00Z",
      "reason": "post_lunch_dip",
      "score": 0.35
    }
  ]
}

Best Practices

⏰

Dispatch Thoughtfully

Check energy and mood before assigning complex tasks. Timing matters.

🧩

Break Down Big Tasks

Large tasks trigger procrastination. Smaller chunks feel achievable.

🎯

Provide Purpose

Explain why the task matters. Meaning fuels motivation.

🌟

Recognize Good Work

Appreciation costs nothing and pays dividends in future performance.

Motivation is not enough

Even motivated humans have limitations. Learn about the constraints that affect task completion.

View Known Limitations