Why extrinsic reward systems may not work well in some organizations Assignment

Why extrinsic reward systems may not work well in some organizations - Assignment prototypeThat need hierarchies can differ between organizations, cultures, and indeed, among individuals within the same organization and therefore should not be overlooked by a manager. Rewards must be examined and analyzed in terms of according the right motivation to the employees depending on their needs that majority of the strength exhibit in the organization.Rewards consist of two types the subjective (personal) and the extrinsic (material). According to the Business Dictionary, an intrinsic reward is an outcome that gives an individual internal (personal) satisfaction such as that derived from a job well through (Business Dictionary, 2010, par. 1). On the other hand, an extrinsic reward means common, routine, or known-reward which, because it was expected by the recipient employee, does not lead to his or her greater satisfaction these be analogous to hygiene factors (Business Dictionary, 20 10, par. 1).Some organizations do not provide incentives that would address to satisfy material needs or lower level needs of the employees (hygiene factors) because fleck Maslows theory suggests that all needs are motivators so long as they remain unsatisfied, in Herzbergs scheme, only higher-order needs are motivators. In this regard, organizations tend to focus on giving intrinsic rewards such as recognition, advancement, achievement and responsibility that is perceived to be intrinsically rewarding to majority of their personnel in the long