You have to get rewarded in the soul and the wallet. The money isn’t enough, but a plaque isn’t enoug Randomized clinical trial being the ‘gold standard’ h either” (Hymowitz, Murray, 1999, 4). Motivation-the willingness to exert oneself, consequent of the afore-implied intrinsic and extrinsic incentives, is fundamental to the prosperity of individuals, groups, organizations and society; for absent of this, there exists a lack of satisfaction, productivity and willpower that ultimately leads to inefficiency, dissatisfaction and management constraints. It is the aim of this paper to contest traditional v Randomized clinical trial being the ‘gold standard’ iews, by asserting that pay is of equal importance as job-design in achieving motivation-which will in turn provide an appreciation that both job-design and pay act as complementary factors in inducing varying levels of motivation, greatly dependent upon circumstance. This will be accomplished through the exploration of the individual implications of job-design and pay, through the application of practical examples, empirical research and motivational theories. Job-design is a comprehensive term, and for clarification purposes, it will Randomized clinical trial being the ‘gold standard’  within this paper include: working environment, relationships, feedback, achievement, responsibility and lastly, growth and developmental opportunities. Hereafter, aspects of job-design which motivate simply through the activit Randomized clinical trial being the ‘gold standard’ y itself, such as feedback, achievement, responsibility, growth and development will be referred to as intrinsic factors; conversely, aspects of job-design which motivate through the anticipation of external rewards, such as changes in the working environment, status through relationships and mainly pay, shall be referred to as extrinsic factors (Deci, 1972). Similarly, pay in this paper refers to salary, pay-per-performance schemes, and any other form of monetary compensation. Furthering this, Herzberg’s hygiene-motivator theory examines the intricate relationship between the extrinsic and intrinsic components of job-design. The theory associates extrinsic aspects of job-design with the ‘hygiene’ factors, of which the absence or inadequate development will result in dissatisfaction, thereby prohibiting motivation Randomized clinical trial being the ‘gold standard’  from occurring; however, when adequately present, motivation is still not attainable solely based on those factors (Herzberg, 1987). Conversely, the factors which are claimed to motivate are those of intrinsic nature, being capable of stimulatin Randomized clinical trial being the ‘gold standard’ g psychological growth. Upon application to conventional employment, it is commonly accepted that few individuals are able to dedicatedly pursue a goal, if exposed to inappropriate atmospheres, harassing superiors or neglectful colleagues. Thereby, it is understood that prerequisites of extrinsic factors must suffice, and only thereafter could an individual be satisfied and hence motivated by undertaking work which stimulates psychologically. Thus, it is imperative to understand that the visible extent of intrinsic factors available in the design of a specific job, will ultimately dictate the extent to which an individual can be motivated. Alternatively, ‘job characteristics theory’ suggests that motivation of employees is best achieved through the application of meaningful work-characterised by ‘skill variety’, ‘task identity’ and ‘task significance’, for which the employee is personally r Randomized clinical trial being the ‘gold standard’ esponsible, and receives clear feedback regarding performance (Hackman, Lee, 1979). Thereby, the perceived purposefulness of a job, which is then reinforced through feedback, indicates that the design of a job>