Final answer:
An employee motivated by intrinsic rewards is likely to choose opportunities for education and training as they are driven by internal rewards like personal growth and satisfaction, not external incentives. Studies show that autonomy and work content are key factors in job satisfaction, and intrinsic motivation can diminish when external rewards are introduced.
Step-by-step explanation:
An employee motivated by intrinsic rewards would most likely choose ongoing opportunities for education and training. Intrinsic motivation is driven by internal rewards like personal growth, satisfaction, and the pursuit of knowledge, rather than external factors such as material incentives or financial gain. This aligns with the concept that intrinsic rewards are related to activities that provide personal satisfaction and involve a high level of personal investment and involvement, such as continuous learning and skill development.
Regarding the predictive factor of overall job satisfaction, studies suggest that factors such as autonomy and work content may be more influential than financial rewards. Autonomy refers to the ability to make independent decisions about one's work, while work content includes the actual tasks and responsibilities involved in a job.
The case of Odessa, who enjoys baking as a hobby, illustrates how intrinsic motivation can diminish when a previously enjoyable activity becomes a job. This is known as the overjustification effect, where the introduction of extrinsic rewards can lead to a reduction in intrinsic motivation for the activity.