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The former are incentives that "reward creating the most value in society," while the latter "motivate employees to do the wrong things." Beneficial incentives are characteristic of prosperous societies; perverse incentives are found in societies, including Communist societies that suffer from poverty, waste, and corruption.
In addition to the extrinsic rewards employees receive from positive trait expression, employees gain intrinsic satisfaction from work environments that provide opportunities for trait expression. Essentially according to Trait activation theory, individuals are happier and can perform better in employment environments where they feel rewarded ...
The former are those "manifested by his observed behaviour, including preferences possibly based on erroneous factual beliefs, [clarification needed] or on careless logical analysis, or on strong emotions that at the moment greatly hinder rational choice"; whereas the latter are "the preferences he would have if he had all the relevant factual ...
Employees need to make formal and informal oral and written presentations to various audiences in many different jobs in the work force. An individual's performance can also be assessed in terms of effort , either day to day, or when there are extraordinary circumstances.
The happiest employees only take one-tenth the sick leave of their least happy colleagues as they are in better physical and psychological health than their colleagues. Furthermore, happier employees display a higher level of loyalty, as they tend to stay for far longer periods in their organizations.
It might also be costly for employees to shift companies every day looking for better alternatives. Similarly, it may be costly for companies to find new suppliers daily. Thus, firms engage in a long-term contract with their employees or a long-term contract with suppliers to minimize the cost or maximize the value of property rights.
Employee clarity of job expectations – "If expectations are not clear and basic materials and equipment are not provided, negative emotions such as boredom or resentment may result, and the employee may then become focused on surviving more than thinking about how he can help the organization succeed."
An alternative motivation theory to Maslow's hierarchy of needs is the motivator-hygiene (Herzberg's) theory. While Maslow's hierarchy implies the addition or removal of the same need stimuli will enhance or detract from the employee's satisfaction, Herzberg's findings indicate that factors garnering job satisfaction are separate from factors leading to poor job satisfaction and employee turnover.