Final answer:
Teresa Amabile has determined that the main motivators for employees revolve around intrinsic factors, particularly those relating to the content of their work, such as variety, difficulty, and clarity. Verbal praise, an intangible reward, can enhance intrinsic motivation, whereas financial motives have a nuanced impact. Autonomy is also significant but to a lesser degree than work-content factors.
Step-by-step explanation:
Teresa Amabile identifies several primary factors that act as true motivators for workers in the workplace. These motivators can be broadly categorized under intrinsic motivation and include aspects of work content like variety, difficulty level, and role clarity. Research suggests that these work-content factors are more predictive of overall job satisfaction than physical factors such as financial rewards. Additionally, intangible rewards like verbal praise have been found to have positive effects on intrinsic motivation, especially when compared to tangible rewards like money.
Certain extrinsic motivators can also play a role, although their impact may vary depending on whether they are expected or unexpected by the individual. Interestingly, an individual's autonomy in their role is an important consideration for motivation and is tied closely with job satisfaction. Nonetheless, the work-content factor remains crucial for enduring job contentment and motivation within the workplace.