Each individual is influenced by intrinsic and extrinsic factors. Some workers are naturally more motivated by internal factors than others. It is essential to understand each individual in a selected workplace to determine how best to motivate workers to maintain productivity levels. An individual who is highly self-motivated will benefit most when managers successfully convey that the productivity goals that must be met are of use to them personally. Additionally, a highly motivated individual might be more easily encouraged to increase production when he has a say in the goals that must be met.

Those workers who are not naturally self-motivated require a higher degree of external motivation from managers. This often takes the form of rewards and recognition. However, workers who are intrinsically motivated, or easily motivated by the satisfaction they receive from a job well done, sometimes actually experience a decline in motivation and productivity when external motivational strategies are overused, according to the Los Angeles Business Journal.

Incentive strategies attain varying degrees of success in increasing productivity, depending on the individual and the workplace environment. Incentives can be successful in selected workplaces where employees must complete mundane tasks. However, according to a 2010 PBS interview, studies have found that incentives often decrease motivation, especially in workplaces where employees must complete "creative conceptual tasks." For example, artists who work for the sheer joy of the art tend to be more productive than those whose work has been incentive. According to Daniel Pink, author of "Drive," which examines what motivates employees in the modern workplace, "To succeed in today's global economy, it's the fire within that must be lit."

One of the most effective strategies for increasing productivity is