The relationship between reward and motivation is one of the most fundamental questions in organizational research. Self-determination theory (SDT) acknowledges that performance-contingent rewards are motivational but suggests that these highly contingent rewards undermine better quality (autonomous) motivation because they thwart the satisfaction of individuals’ basic psychological needs. Through fieldbased empirical studies, these theoretical assumptions were tested and correlation between emergence of dynamic organization structures based on social, asynchronous and synchronous communication and collaboration patterns based on six factors of rewards: agreeability, acceptability, rewards & recognition, quest for knowledge, fear factor and social power.
