Employees play a key role in any organization by directly impacting the output and productivity of the organization. It is significant for the human resource department professionals to understand the dynamic nature of employee motivation and employee commitment to be able to put up measures for rewarding and punishing employees according to their deeds to boost their productivity. This is because the needs and personalities of employees differ, not every employee in an organization reacts the same way to established mechanisms (Kearney, 2018) . By understanding this dynamic nature of motivation, HRM professionals can adapt and tailor these measures to fit the demands of a particular workforce, implement the measures and establish systems to track the progress of the measures to establish their effectiveness.
Extrinsic motivation entails external factors that influence employees to act towards the fulfillment of a work task or goal. These are punishments and rewards of their actions. It is important for HRM professional to understand the complex nature of employee personalities to be able to establish the correct factors to motivate or punish them for their actions as far as their work commitments are concerned (Kuvaas et al. 2017) . Intrinsic motivation, in contrast, is a motivation that comes from within the employees. This is mostly the case when the nature of their work environment excites them to work. It is crucial for the HRM team to understand this so that it finds ways of implementing and pushing for work environments that are satisfying, fulfilling and enjoyable. This could be through flexible work schedules, effective welfares and organizations to listen to the challenges and opinion of the workers, and a caring HR team that is mindful of the employees' wellbeing (Olafsen, Halvari, Forest, & Deci, 2015) . Either way, it is essential for the HRM team to establish such an environment to continue motivating the employees.
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References
Olafsen, A. H., Halvari, H., Forest, J., & Deci, E. L. (2015). Show them the money? The role of pay, managerial need support, and justice in a self‐determination theory model of intrinsic work motivation. Scandinavian journal of psychology , 56 (4), 447-457.
Kearney, R. (2018). Public sector performance: management, motivation, and measurement . Routledge.
Kuvaas, B., Buch, R., Weibel, A., Dysvik, A., & Nerstad, C. G. (2017). Do intrinsic and extrinsic motivation relate differently to employee outcomes? Journal of Economic Psychology , 61 , 244-258.
