List at least 3 of the factors that affect the ability of rewards to motivate individuals or teams to high performance.

There are 6 total factors:
1.Availability. For rewards to reinforce desired performance, they must be available. Too little of a desired reward is no reward at all. For example, pay increases are often highly desired but unavailable.
2. Timeliness. Like performance feedback, rewards should be given in a timely manner. A reward’s motivating potential is reduced to the extent that it is separated in time from the performance it is intended to reinforce.
3. Performance contingency. Rewards should be closely linked with particular performances. If a goal is met, the reward is given. The clearer the link between goal achievement and rewards, the better able rewards are to motivate desired behavior.
4. Durability. Some rewards last longer than others. Intrinsic rewards, such as
increased autonomy, challenge, and accountability, tend to last longer than extrinsic rewards, such as a gift card to a restaurant.
5. Equity. Employees’ motivation to perform is improved when they believe that the reward policies of their organization are fair and equitable.
6. Visibility. To promote a reward program, leaders must ensure that rewards are visible throughout an organization. Visible rewards, such as assignments to important committees or promotion to a new job, send signals to employees that rewards are available, timely, and based on performance.