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Motivation 1.0: survival Motivation 2.0 :r ewards basedMotivation 3.0 we need to create

Exppectatiostatus and security.

KITA was used by Herzberg to explain why managers don't motivate employees. He demonstrated that employees are not motivated by being kicked (figuratively speaking), or by being given more money or benefits, a comfortable environment or reducing time spent at work. These elements were called 'hygiene factors' by Herzberg because they concern the co... See more

consider nontangibel rewards - praise and positive feedback are much less corrosive than cash and trophies

There are three drivers- external - biological - intrinsic

Sawyer Effect as “practices that can either turn play into work or work into play,” after Tom Sawyer, who tricked his friends into painting a fence for him by convincing them it was fun

the starting point - the baseline rewards should be enough and fair - the salary , wages, benefits. Without a healthy baseline, motivation of any sort is difficult and often impossible. (FAIR keyword is important here)

self determination theory - DEci and and Ryan people have three innate psychological needs : autonomy relatedness and competence, When they have that they feel motivated happy and productive,

The zen of compensation: for the type I people, compensate them fairly and more than average and take the money of the table.