Empowerment and Engagement: The Role of Autonomy and Feedback in Fostering Employee Motivation

This article examines the interplay between non-financial factors and employee motivation within contemporary workplaces. Guided by a primary research question exploring how intrinsic motivational elements impact employee enthusiasm and productivity, the study leverages a qualitative research approach, analyzing responses from 53 participants through thematic analysis. The core hypothesis postulated that employees who are integrally involved in decision-making, receive constructive feedback, and enjoy autonomy in task management exhibit higher motivation levels. The empirical evidence confirms this hypothesis, echoing the theoretical perspectives of renowned scholars like Daniel Pink and aligning with Self-Determination Theory’s emphasis on autonomy, competence, and relatedness. The research demonstrates that the motivational power of autonomy and meaningful feedback far surpasses that of extrinsic rewards, reshaping managerial approaches and highlighting the necessity for cultivating a supportive and empowering workplace culture. By integrating these intrinsic motivators, organizations can elevate employee engagement and overall workplace satisfaction