In many cases,intrinsic motivators have a more long-term effect on the attitudes of salespeople than extrinsic motivators do.

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Intrinsic motivators, such as a sense of purpose, accomplishment, or enjoyment, are often more powerful drivers of long-term attitudes and behavior than extrinsic motivators like money, rewards, or recognition. While external incentives may provide a short-term boost, they are less likely to create sustained engagement or a genuine commitment to the job or company. Research has shown that employees who are intrinsically motivated are more likely to be happy, productive, and loyal over time, while those who rely primarily on extrinsic rewards may be more prone to burnout, turnover, or a focus on short-term gains at the expense of long-term success. Consequently, many organizations are shifting their approach to motivational strategies to prioritize intrinsic factors that promote meaning, autonomy, and personal growth, alongside traditional incentives and bonuses.

In Many Cases,intrinsic Motivators Have a More Long-Term Effect on the Attitudes