Reply to the following statement:

"A manager could affect intrinsic satisfaction through a number of strategies such as positive reinforcement, shaping, goal setting, evaluation, monitoring, and challenging. I believe the more feedback and encouragement an employee receives, the greater the chances are that the employee will begin to establish their own intrinsic satisfaction through self-efficacy and personal motivation. "Without performance feedback - the timely provision of data judgment regarding task-related results - employees will be working in the dark and have no true idea how successful they are" (Newstrom, 2013, p. 124). Performance feeds off of ongoing encouragement, which ultimately leads to better job performance, increased job satisfaction, and employee retention. Motivational factors that are intrinsic in nature are generated from within, and in order to do that, an employee must tap into their abilities and self-encouragement. This often starts (and in some cases, ends) with honest and transparent feedback from their direct supervisors.

In addition, working with employees to set realistic goals - both short and long-term - will help guide an employee's future performance; however, the continued motivation usually kicks in once a goal is actual achieved rather than when it is initially set. "Meetings goals also helps satisfy a person's achievement drive, constributes to feelings of competence and self-esteem, and further stimulates personal growth needs" (p. 122).

I have personally felt the effects of not feeling valued or appreciated and receiving more negative feedback than good (i.e., - being supervised by micromanagers or narcissists). But once I had an open conversation with this manager, he actually took it to heart and began re-evaluating his management style (at least with me). It significantly improved my overall satisfaction, and I ultimately ended up working there an additional two years. Just the simple act of thanking me or complimenting my work made all the difference to me.

Each person is different, and I believe a manager should tailor their approach to the unique and individual needs of their employee's. There is not a one-size-fits-all approach"