False

First, for individuals to obtain rewards they must achieve designated levels of performance.Performance is a function of motivation as well as other factors, such as personality, general cognitive ability, emotional intelligence, understanding of the task, and chance.Perceptions of expectancy and instrumentality (expectancy theory)influence motivation.Individuals direct their effort toward a particular first-level outcome (expectancy)and increase the amount and persistence of effort to the extent that they believe it will result in second-level outcomes (instrumentality).Goal setting theory indicates that specific and challenging goals that people are committed to, as well as feedback about progress toward goal attainment, will have a positive effect on motivation.Goal specificity should also strengthen both expectancy and instrumentality connections.Motivation will be translated into good performance if the worker has the levels of general cognitive ability and emotional intelligence relevant to the job, and if the worker understands the task.If these conditions are not met, high motivation will not result in good performance.Second, a particular level of performance will be followed by certain outcomes.To the extent that performance is followed by outcomes that fulfill individual needs (need theory)and are positively valent second-level outcomes (expectancy theory), they can be considered rewards for good performance.In general, the connection between performance and the occurrence of intrinsic rewards should be strong and reliable because such rewards are self-administered.On the other hand, the connection between performance and extrinsic rewards might be much less reliable because the occurrence of such rewards depends on the actions of management.Third, to the extent that the rewards fulfill individual needs (need theory), they will be motivational.However, in accordance with self-determination theory, intrinsic rewards will influence autonomous motivation, while extrinsic rewards will influence controlled motivation.In addition, the rewards that individuals receive are also the outcomes of equity theory and will be used by individuals to form perceptions of equity.Perceptions of equity also influence motivation and job satisfaction.According to equity theory, individuals in a state of equity have high job satisfaction.Individuals who are in a state of inequity experience job dissatisfaction.In addition, good performance leads to job satisfaction if that performance is rewarded, and job satisfaction in turn leads to good performance.

True

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E

A