ABSTRACT
Sometimes, we believe that money drives commitment. If that is true, how do you explain how well-paid individuals remain unengaged even to the point of undermining leaders and their colleagues? When we focus solely on extrinsic rewards, we miss opportunities to show authentic appreciation. This does not mean that extrinsic motivators cannot contribute to employee satisfaction or engagement when used judiciously. But an overuse of sticks and carrots creates, at best, compliance. I can comply and never engage.
