INTRINSIC VERSUS EXTRINSIC REWARDS: RESOLVING THE CONTROVERSY.

The article focuses on a research, which empirically test assumptions that incentive or intrinsic rewards or extrinsic rewards are primary determinants of job satisfaction and productivity. It is evident by now that neither position is all right nor all wrong, but that a third strategy is warranted. The results suggest that what is needed is a contingency approach that takes into consideration the needs of the workers, the characteristics of their work environment, and the requirements of the organization. An organizational reward system based solely on money as the motivator, or at the other extreme intrinsic motivation through job enrichment, is not likely to lead to an optimum utilization of human resources. It clearly shows that what constitutes a meaningful work experience is a composite of many things-chief among them security and self-actualization, which is realized through well-designed jobs that provide job holders the opportunity to be autonomous, demonstrate competence, further develop capabilities, and experience feelings of self-fulfillment and worthwhile accomplishment.