Below is the original question please read the original discussion question.  After you will find two separate responses to that question.

Pink builds a case and comes up with some interesting insights about the value of intrinsic motivation. He argues that  ROWE is important as it raises the idea that goals must be achieved through people and leadership that relies heavily on intrinsic rewards to motivate employees. 

However, some scholars claim that ROWE cannot be optimal without the presence of trust and  effective F2F communication. 

Here is one example:


Do you think that extrinsic motivation is becoming less important in organizations? 

Shifting away from the binary  either/or approaches (intrinsic vs extrinsic): Can you build a case in favor of both/and approaches such as  SITUATIONAL MOTIVATION? (Review Belasen & Belasen, 2017, Motivational Gaps).

Response 1:

Pink raises many good points while discussing the importance of a Results Only Work Environment. The ROWE method relies heavily on intrinsic rewards when taking in to consideration the employee. An employee in this system has the freedom to come and go from the workplace, work from home, take days off without notice, and skip meetings. If work is completed by a certain deadline, their task is complete. Transformational leadership appears to be the better fit for this type that has loose boundaries, has employees that are intrinsically motivated, and values creativity (Belasen,Eisenberg,Rutigliano(2013)).


A workplace with more value on intrinsic motivation can be seen in the creative field. A creative piece such as an article, a journal, book, artwork, computer programs, music can all be considered areas where an individual/team are putting out their “art”. Passion in one’s work can clearly be seen in any of the before mentioned items. The ROWE method allows for freedom without influence which can benefit employees in these creative fields.


Problems can arise within a ROWE system when collaboration is needed between different departments that are trying to coordinate a project with many pieces involved. A company not working together like a well-oiled machine runs the risk of inefficiency which may lead to the loss of business (Hill).


Intrinsic values need to be better integrated into companies to give employees a sense of purpose beyond a paycheck. Intrinsic values can include encouraging an employee to master his/her area of business, recognition company-wide for a successful project venture, achieving a competitive advantage against competitors. Middle managers are viewed as primarily motivated by extrinsic motivation by leadership. This hurts their reputation among leaders because results are garnered only when a monetary reward or something of the like is being dangled in front of them (Belasen, A. & Belasen, A. (2017)). Bonuses, paychecks, raises, and rewards are essential to a company. A balance between being rewarded with external motivators, is just as important as internal motivators.


Belasen, A., Eisenberg, B., & Rutigliano, K. (2013). Manage to Lead, Lead to Manage: Integrating Transformational Leadership with Transactional Management. In Michele Paludi (Ed.), Managing, Leading, and Developing Employees (pp. 21-41). Santa Barbara, CA: Praeger.


Belasen, A. & Belasen, A. (2017).  Strengthening the Middle Line: Overcoming Motivational Gaps, Supporting Promising Managers.  Academy of Management, Management Education & Development Proceedings.


Hill, Melinda. (n.d.). The Disadvantages of a Results-Oriented Work Environment. Small Business – Retrieved from

Response 2:

Pink certainly builds a case around ways in which intrinsic motivation works in situations requiring creative problem solving. I work in an environment that requires intrinsic motivation, as employees are not held to a task oriented job description. They are required to think and process information to develop solutions that are both creative and innovative. In turn the employees understand their impact on the business, and can build personal goals and success metrics.



However,  there are parts of the business that are very extrinsically motivated, based on metrics and numbers associated with success. As Pink stated clearly in making his case, when there are KPI’s or Quota metrics tied to performance, and the bottom line of the company, there is less room for creative thinking. In my opinion, in a sales or operational environment this is true. I have seen when tests have been done with regards to modifying a commissions structure or lightening metrics to be less dollar or number driven, and the results were fewer sales or a decrease in growth. No, with additional testing time, would this change? Possibly, but our business model does not allow for an extended test that does not reflect potential of success.


What I need is for you to do is to respond to each response to the question. Response should cite all references. So there should be a response to response 1 and a response to response 2.

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