Final answer:
The claim that extrinsic rewards include challenging projects, autonomy, recognition, and opportunity for additional training is false. Extrinsic rewards are typically tangible, like money, while intrinsic rewards come from internal factors like personal growth. These types of rewards and their effects on motivation can significantly impact job satisfaction.
Step-by-step explanation:
The statement that extrinsic rewards include challenging projects, autonomy, recognition, and opportunity for additional training is false. Extrinsic rewards are often external incentives like money, bonuses, and other tangible rewards. Intrinsic rewards, on the other hand, are internal to the individual and can include personal development, autonomy, and the joy of performing a task well.
Regarding overall job satisfaction, research suggests that multiple factors contribute to it, such as personality, financial rewards, autonomy, and work content. However, autonomy and work content are often seen as intrinsic motivators and are highly predictive of job satisfaction. The expectation and presentation of extrinsic rewards can also influence an individual's motivation and potentially reduce intrinsic motivation if the rewards are expected.
The phenomenon where intrinsic motivation is diminished when extrinsic rewards are given is known as the overjustification effect. This can be seen in the scenario where someone like Odessa, who initially bakes for enjoyment, may experience decreased motivation to bake in her free time once it becomes her job and she receives payment for it. However, studies also suggest that extrinsic rewards such as praise may increase intrinsic motivation in some cases.
For Carl, mowing the yard for $20 is an example of an extrinsic motivation because it is an external reward that compels him to perform the task.