Motivation is a complex and multifaceted concept that has intrigued scholars and practitioners for decades. It plays a crucial role in guiding 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 limits of the traditional approach and proposing alternative strategies to improve motivation in the contemporary workplace. Say no to plagiarism. Get a tailor-made essay on "Why Violent Video Games Shouldn't Be Banned"? Get an Original Essay The traditional approach to motivation has been largely based on extrinsic incentives, such as monetary rewards, promotions, and performance evaluations. According to this approach, individuals are motivated to act based on the prospect of receiving tangible rewards or avoiding punishment. This perspective has been deeply ingrained in organizational practices, with performance-based compensation systems and incentive programs widely adopted across various industries. However, research has shown that the effectiveness of extrinsic incentives in promoting motivation and sustained performance is limited. One of the main limitations of the traditional approach to motivation is its short-term focus. Extrinsic rewards are effective at eliciting immediate commitment and compliance, but often fail to sustain long-term motivation and commitment. 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. Furthermore, 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 research in psychology have demonstrated the powerful impact of intrinsic motivation on creativity, perseverance, and overall well-being. However, the traditional approach to motivation often neglects to cultivate and leverage intrinsic motivation, instead focusing on external rewards and punishments. In light of these limitations, there is growing recognition of the need to move towards 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 in contributing to a larger cause. Research has shown that promoting autonomy, mastery and purpose can lead to higher levels of motivation, engagement and job satisfaction. Additionally, organizations are increasingly recognizing the value of creating an inclusive and supportive work environment that fuels intrinsic motivation. This includes promoting a culture of psychological safety, where people feel comfortable taking risks, expressing their ideas and challenging the status quo. Research by Amy Edmondson, a professor at Harvard Business School, has demonstrated the link between psychological safety and.