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Motivation and reward are two essential elements in the workplace that are closely related to one another. Motivation refers to the driving force that influences individuals to act towards achieving their goals, while rewards are the benefits that individuals receive in response to their actions. In the workplace, the relationship between motivation and reward is crucial, as it affects the productivity, performance, and job satisfaction of employees.

Theories of motivation, such as Maslow's Hierarchy of Needs and McClelland's Human Motivation Theory, suggest that individuals are motivated by different factors. Maslow's theory proposes that individuals have a hierarchy of needs that must be met in a specific order, starting with physiological needs, safety needs, love and belonging needs, esteem needs, and self-actualization needs. In contrast, McClelland's theory focuses on three needs: the need for achievement, the need for affiliation, and the need for power.

The relationship between motivation and reward is often seen in the context of extrinsic and intrinsic rewards. Extrinsic rewards refer to external rewards such as pay raises, bonuses, and promotions, while intrinsic rewards refer to internal rewards such as job satisfaction, pride in work, and personal growth. Extrinsic rewards are often used to motivate employees to achieve specific goals, while intrinsic rewards are seen as the result of achieving those goals.

While Maslow's theory emphasizes the importance of satisfying the basic physiological and safety needs of employees, McClelland's theory emphasizes the importance of providing opportunities for employees to fulfil their need for achievement. This means that in order to motivate employees, managers must offer rewards that are aligned with the needs of their employees. For example, an employee who values achievement may be motivated by a promotion or recognition for their accomplishments, while an employee who values affiliation may be motivated by team-building activities or social events.

The relationship between motivation and reward can also be seen in the context of goal setting. Goal setting is an essential aspect of motivation in the workplace, as it provides employees with a clear understanding of what is expected of them and what they need to achieve. The SMART (Specific, Measurable, Attainable, Relevant, and Time-bound) goal-setting framework is often used in business to set achievable goals and motivate employees to work towards achieving them.

When setting goals, it is important to provide employees with incentives or rewards for achieving them. This could be in the form of bonuses, promotions, or recognition for their achievements. By linking rewards to goal achievement, managers can motivate employees to work towards specific objectives and increase their job satisfaction.

However, the relationship between motivation and reward is not always straightforward. Excessive rewards can lead to a phenomenon known as "motivational crowding out," where employees become less motivated to achieve a goal when the reward is too large or excessive. In contrast, the absence of rewards or failure to acknowledge employee achievements can lead to demotivation and reduced job satisfaction.

In conclusion, motivation and reward are essential elements in the workplace that are closely linked to one another. Theories of motivation, such as Maslow's Hierarchy of Needs and McClelland's Human Motivation Theory, highlight the importance of aligning rewards with the needs of employees to motivate them. Additionally, goal setting is an essential aspect of motivation in the workplace, and rewards can be used to motivate employees to work towards specific objectives. However, the relationship between motivation and reward is complex, and excessive rewards or the absence of rewards can lead to reduced motivation and job satisfaction. Therefore, it is important for managers to carefully consider the rewards they offer and how they link them to employee achievements.