Final answer:
The idea that Latin American managers believe employees are motivated by intrinsic factors needs specific research to support it, but intrinsic motivation is when the drive comes from within, unlike extrinsic motivation which is influenced by external rewards.
Step-by-step explanation:
The belief that Latin American managers have a stronger inclination towards the idea that their employees are driven by intrinsic motivation is not straightforwardly labeled true or false without specific research to back the claim. For example, the idea that a businessman believes hard work is its own reward is an illustration of intrinsic motivation—as noted where it's mentioned that intrinsic motivation comes from within the individual, contrasting with extrinsic motivation which comes from external factors.
In contrast, if we consider Carl who mows his neighbor's yard for $20 as cited in exercise 4, this would be an example of extrinsic motivation since he is being financially compensated for his service.
Regarding job satisfaction, the most strongly predictive factor is not solely financial rewards, but a combination of factors including personality, autonomy, and work content. These aspects can contribute significantly to how satisfied an individual is with their job.