Part2 [10] Case Study All motivation comes from within, whether it is triggered by rewards or endeavors that enhance one's self-image or simply comes from motivating activities that we engage in for no reward other than the enjoyment these activities bring us. Realizing this makes the topic of employee motivation quite intimidating for people, managers, leaders, and human resources (employees) professionals alike. But organizations that provide their members with meaningful, engaging work not only contribute to the growth of their bottom line but also create a sense of liveliness and fulfillment that echoes across their organizational cultures and their employees' personal lives. . . Motivation in the workplace has been traditionally understood in terms of rewards, be it in the form of compensation, benefits, perks, awards, or career progression. In his book Pink implies that greatness and nearsightedness are incompatible, and several deadly flaws of rewards are soon to follow (2009). He found that anticipating rewards often have negative consequences and tends to: 1 Be demotivating Decrease performance. Encourage cheating Increase Competition Decrease creativity Foster short term thinking (Pink, 2009) Source: https://positivepsychology.com/improving-motivation-at-work/ adapted for the project After reading the theory and study of Daniel Pink, now answer the following questions related to employee motivation in the workplace. . MacBook Pro is and 18 % & $ 4 E 5 o 6 1 7 V V8 199 9 90 2. According to the author, motivating employees would not always result in a positive outcome. Select three disadvantages of motivation and discuss how it will negatively affect the work environment. [6] 3. Identify the stakeholders mentioned in the reader. Mention whether they are internal or external stakeholders. Also explain how setting objectives of keeping the worker motivated would affect these stakeholders. [3]