Motivation is a complex and multifaceted concept that has intrigued researchers and practitioners for decades. It plays a crucial role in human behavior and has been the subject of numerous studies and theories in the fields of psychology, organizational behavior and management. In recent years, the traditional understanding of motivation has been challenged and a new perspective has emerged, questioning the effectiveness of traditional incentive-based approaches to motivation. This essay aims to analyze the motivation puzzle, exploring the limitations of the traditional approach and proposing alternative strategies for improving motivation in the contemporary workplace. Say no to plagiarism. Get a tailor-made essay on “Why violent video games should not be banned”? Get an original essay The traditional approach to motivation relies largely on extrinsic incentives, such as monetary rewards, promotions, and performance reviews. performance. According to this approach, individuals are motivated to perform based on the prospect of receiving tangible rewards or avoiding punishment. This perspective is deeply ingrained in organizational practices, with performance-based compensation systems and incentive programs being widely adopted across various industries. However, research has shown that the effectiveness of extrinsic incentives in generating lasting motivation and performance is limited. One of the main limitations of the traditional approach to motivation is its short-term orientation. Extrinsic rewards are effective in eliciting immediate effort and compliance, but they often fail to maintain long-term motivation and engagement. In his influential TED talk, “The Puzzle of Motivation,” Dan Pink argues that extrinsic rewards can actually undermine intrinsic motivation, leading to decreased creativity and problem-solving skills. This phenomenon, known as the “overjustification effect,” highlights the paradoxical nature of extrinsic incentives in motivating individuals. Additionally, the traditional approach to motivation tends to overlook the importance of intrinsic motivation, which refers to the internal desires and interests that drive individuals to engage in an activity for its own sake. Decades of psychological research have demonstrated the powerful impact of intrinsic motivation on creativity, perseverance, and overall well-being. However, the traditional approach to motivation often neglects nurturing and harnessing intrinsic motivation, focusing instead on external rewards and punishments. In light of these limitations, there is growing recognition of the need to move toward a more holistic and intrinsic approach to motivation. An alternative strategy that has gained traction in recent years is the concept of autonomy, mastery, and purpose, as proposed by Dan Pink. This framework emphasizes the importance of providing individuals with autonomy in their work, opportunities to develop mastery of their skills, and a sense of purpose by contributing to a broader cause. Research has shown that fostering autonomy, mastery, and determination can lead to higher levels of motivation, engagement, and job satisfaction. Additionally, organizations are increasingly recognizing the value of creating a supportive and inclusive work environment that nurtures intrinsic motivation. This involves promoting a culture of psychological safety, in which individuals feel safe.