Gratification – what is it? Definition of the term

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Louise Barnett
Louise Barnett
I'm Louise Barnett, the editor at, where my days are filled with the exploration of myriad subjects that pique my curiosity and feed my ever-growing appetite for knowledge. From the latest in laser cutting technology to the timeless wisdom of yoga and meditation, my work allows me to dive deep into topics that not only fascinate me but also have the potential to improve our daily lives. I have a particular interest in how ancient practices meet modern life, leading me to explore everything from Ayurveda to minimalism and beyond. My journey has taught me the importance of balance—between innovation and tradition, action and reflection, and between the digital and the natural world. Each article I publish is a step towards understanding this balance better, hoping to inspire others along the way.

Rewards and punishments are elements of upbringing that are designed to induce certain behaviors. Among the many types of rewards and punishments, one of the most important is gratification. What is gratification? We explain in the article.

What is gratification? Definition of the term

Gratification is, in psychology, means a reward for work done or dedication to something. It can be in the form of money, things, but also recognition and respect. Rewards are designed to motivate you to continue doing something and encourage you to learn new things. They are especially important at work, where we often have to work hard to achieve success. Of course, gratification is not always in material form. We can often receive it in the form of recognition and respect from others. This is also very important because it gives us a sense that our work is meaningful and that we are appreciated.

How does gratification work?

Gratification is simply a reward to encourage a child to perform certain activities. It is one way to nurture a child. It works on the principle of “if you do what I tell you to do, you will get a reward”.

It is known that children love to get rewards, which is why gratification is so effective. When a child gets a reward, he feels happy and appreciated. The reward can be material, such as candy, but it can also be in the form of praise or recognition.

Gratification is effective because it works on the principle of reinforcement. A child who gets a reward will want to repeat the behavior because it associates it with something positive.

Remember, however, that gratification only makes sense when it is used appropriately. The reward must be appropriate to the activity performed and must not be used too often. Otherwise, the child may become disillusioned and discouraged from performing certain activities.

External and internal gratification

Recently, there has been more and more talk about the need to compensate employees not only financially, but also in the form of external gratification. Gratification is a natural phenomenon in the work environment. So it is worth considering what external gratification is and whether it is actually as important as it is said to be. External gratification is all kinds of additional rewards that employees receive in addition to their financial compensation. The most common are extra days off, participation in training, sports or cultural passes, and small gifts. It is also often a form of motivation for further professional development.

Internal gratification, i.e. praise or recognition of employees’ achievements, is also not insignificant. This is especially important nowadays, when employees are increasingly under stress and do not feel that their work is appreciated. In conclusion, external gratification and internal gratification are two different forms of employee compensation. Both are important, but internal gratification can also be a form of motivation for further professional development

Tangible and intangible gratification

As we know, material gratification is one form of compensation for work. It can take many forms, from money to extra days off. Regardless of what form gratification takes, we can distinguish between two types. The first is direct gratification, which occurs when a task is performed or a specific goal is achieved. The second is indirect gratification, which is not directly related to the task performed, but can be given as part of an incentive program or as a reward for long-term loyalty.

However, it should be remembered that material gratification is not the only form of compensation that can be used at work. Intangible gratification also plays an important role in psychology, and can take various forms, such as praise, recognition or awards. Like material gratification, intangible gratification can also be applied directly or indirectly.

Intangible gratification is particularly important for work that is not easily measurable in quantitative terms. An example of such work may be scientific work, the results of which may be difficult to determine in the short term. In such a case, intangible gratification may be more effective in motivating an employee to perform his or her duties over the long term.

In conclusion, tangible and intangible gratification are two different types of remuneration that can be used at work. Each has its own advantages and disadvantages, so it is important to choose the right type of gratification according to the nature of the work and the goals you want to achieve.

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