Usually, upon observing the extrinsically motivated employees, even the intrinsically motivated people may start to improvise on their perfection for attaining such extrinsic benefits.
A manager should understand the types of motivation he should employ according to the personality of the employee and behave accordingly.
The same differences can be tabulated in Appendix 1. (Quinn. S., 2010)
The point where intrinsic and extrinsic motivations get exchanged is the ultimate place for job satisfaction and performance. However, this goal can never be explained arbitrarily. It has to be explained in terms of processes which have been enumerated in the following theories:
Maslow’s Need Hierarchy: Every human being has 5 levels of needs, one superior to the other as explained in Appendix 2:
It is the tendency of every individual to try and satisfy the needs from the bottom of the triangle to the top. Once the physiological needs get satisfied, he moves on to the security oriented needs and so on. As he starts moving higher up, the extrinsic rewards for which he was earlier motivated should be accompanied by his intrinsic motivation to achieve job satisfaction and performance. There is a natural tendency to move up and down the triangle continuously according to the circumstances.
Herzberg’s theory of hygiene and motivation: Factors of hygiene contribute to the extrinsic motivation and constitute of work conveniences like good relationships with peers, supervisors, salary etc.