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)

Any intrinsic reward should be unexpected and offered only after the task is complete. in other words where if then rewards are a mistake, shift to now that rewards.

Not getting an expected reward is a punishment

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

Exppectatiostatus and security.

Dan Ariely research in India Madurai, when the task called for rudimentary cognitive skills, larger rewards led to poorer performance. but as ing as the task involved only mechanical skill, bonuses worked as they would be expected the higher the pay, the better the performance

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

DECI - replicates a test on humans - solving puzzles . the group that external motivations for solving puzzles spend less time on solving puzzles,

Monkey test@ Harlow - Monkeys are solving puzzles and they engage well. When there are external motivation they make more errors .