Table of ContentsIntroductionGeneral Theory of MotivationIntrinsic and Extrinsic Motivation in Different SectorsMotivation FactorsIntrinsic FactorsResults of Reviewed JournalsConclusionsIntroductionMotivation has described a huge administrative problem for a considerable period, worker engagement has generally been distinguished in recent times with the aim of developing prevalence in the business field and the board of directors is reviewing it. This audit would interface with ideas for inspiration and engagement of workers in various divisions. The survey was created to better understand how association supervisors perceive the impact of outside inspiration and characteristic on the work environment. Say no to plagiarism. Get a tailor-made essay on “Why violent video games should not be banned”?Get the original essayConcept of MotivationMotivation refers to the reasons behind behavior. Motivation is the energy that drives employees to perform a certain action; motivation will strengthen employees' willingness to work and, in turn, increase the efficiency and competence of the organization. Motivated employees are more ambitious, innovative, creative and more persistent in achieving desired goals, which implies that a motivated workforce will work more efficiently. Authentically motivated employees demonstrate greater interest, enthusiasm, and confidence in their work and their organization. . This typically results in higher performance, perseverance, and creativity compared to employees with the same level of perceived competence. (Ryan and Deci, 2000) Over the past decades, different theoretical models have been developed and are still discussed. In fact, none of them has managed to become a universal theory applicable to all human beings and in particular to all types of employees. Individuals are too complex in their behavior and attitudes for a single theory to explain these behaviors. Despite the existing complexity of human beings and their attitudes, four different approaches characterize the general framework of theoretical theories of motivation. These are Maslow's Hierarchy of Needs Theory, Equity Theory, Expectancy Theory, Vroom's Original Theory, Two-Factor Theory, and Self-Determination Theory . remains the most cited theoretical theory of motivation today. Maslow became famous for his theoretical model of the pyramid of needs. The categories are physiological needs (e.g. eating, drinking, basic needs for self-regulation of the human body), safety needs (e.g. basic protection from the environment, stability and explainability of daily life), needs social (e.g. friends, family, partner, having a full role in a social group), self-esteem needs or individual needs (e.g. prestige, reputation, success in all senses of the word) and finally the stage of self-realization (the absolute maximum of what a specific individual can achieve in their life) (Viorel, Aurel, Virgil & Stefania, 2009).Maslow describes the pyramid as a linear process. According to his theory, an individual will not strive to reach the next stage until the previous stage is satisfied. Different levels describe different human needs that need to be met. Adam's Equity Theory [Process Theory] Describes that employees (as a specific form like human beings in general) compare the ratio between their input (their work effort) andthe result they receive. of their employer. At the same time, the theory states that when looking at their own ratio, employees compare their ratio to that of other employees. Balance inputs and outputs fairly. Vroom's Expectancy Theory: "The expectancy hypothesis holds that individuals are persuaded to continue in a way that produces what they want. mixtures of expected outcomes" (Kreitner & Kinicki, 1989)Vroom is characterized as the abstract, enthusiastic value that an individual distributes to a specific outcome. As its definition indicates, an outcome is clearly valuable whether or not the individual desires to achieve a particular outcome. (Ramlall, 2004). Effort, performance and desired results are linked to the person's motivation. Therefore, the conclusions are as follows: the higher the expectation of a positively valenced outcome, the higher an individual's motivation to act appropriately in order to achieve the desired outcome. Herzberg's Two-Factor Theory: In Herzberg's theory, hygiene factors are extrinsic motivators that are not directly related to the content of the job itself. When all possible hygiene factors are met, the employee will feel treated appropriately. On the other hand, Herzberg's theory describes intrinsic stimuli called motivators. If these factors are satisfied positively, the employee will experience a high level of intrinsic motivation. (Ramlall, 2004)Intrinsic and Extrinsic Motivation in Different SectorsOne of the fundamental distinctions that can be made between extrinsic and intrinsic motivation is that while extrinsic motivation is driven by forces external to an individual, intrinsic motivation is driven by internal forces. and within this individual. Intrinsic and extrinsic motivation influence employees' intentions regarding activities and behaviors. In our review, we explore how managers across industries perceive the influence of intrinsic and extrinsic motivators on employee engagement. PoliciesTraining and Career DevelopmentCompensationWork EnvironmentManagers, Motivation and Employee at Work:There are certain aspects that managers need to consider while motivating their employees. Managers in all organizations should also be careful in attributing the cause of low performance to low employee motivation, and the cause of high performance to high employee motivation. One of the main challenges managers face is how to encourage employees to contribute to their work and the organization. It is important for managers to treat all employees equally and with courtesy, politeness, respect and dignity in order to promote interpersonal justice as defined in organizational justice. Motivation and employees in the workplace: This review shows that extrinsic and intrinsic motivators have had an impact on the employee's work. Intrinsic and extrinsic motivation, we can distinguish the nature of the motivation factors chosen in order to study how the influence of these intrinsic and extrinsic motivation factors on employee performance is perceived by managers. Findings from Reviewed Reviews It suggested that individuals employed in the private sector are motivated by advancement opportunities, autonomy, high monetary rewards and status, and are less concerned with importance and contribution to their work . In contrast, for public sector employees, research suggests that motivation lies primarily in job stability, security.