Intrinsic rewards are not modeled. Financial rewards are associated with the need for employees to achieve greater success, recognition, sense of responsibility, influence and development than other individuals. The above requirements are a strong motivator and counteract that. Every employee has different needs and desires. Appreciating tremendous appreciation and gratitude is enough to inspire all of us because appreciating the value of giving to someone touches their soul and gives vigor to keep trying. Appreciating or being appreciated regardless of age or where has only a thousand meanings. Skinner (1969) reveals that reward is a reinforcer. Strengthen Here the meaning is that of the value-related aspects that influence an individual's needs. However, Wether states that reward is what an individual receives in exchange for a particular job. It is the responsibility of an organization or institution to provide compensation and benefits to employees or students commensurate with its workforce. The importance of rewards and benefits is in fact undeniable. If the employee or student is not satisfied with the compensation and benefits provided, it will lead to the existence of problems such as absenteeism, high job turnover rate, decline in productivity and lack of seriousness in carrying out the work. Praise has a high value of appreciation and can be an effective motivator as long as it is reasonable and sincere. Even though praise had a cost, management rarely used it as an effective motivator. According to Maslow's hierarchy of needs, appreciation and love are very important to show our appreciation for our work. Praise should be continuous and it should be kept in mind that compliments too often or at......middle of paper......designed to make the living dream come true. Therefore, to ensure success in achieving these goals, appreciation is important. If lack of appreciation is given to employees, there will be a decline in organizational productivity boost. If recognition were given, the workers themselves would feel appreciated if their well-being was not compromised. Employers should not underestimate the well-being of workers. Employees who are satisfied with the compensation and benefits given to them will not cause any problems for the employer. Instead, they will continue to work diligently and the productivity of indirect labor will certainly increase. So it is clear here that intrinsic rewards are important in parallel to extrinsic reward. Perhaps workers see extrinsic rewards as more significant from a monetary perspective, in fact intrinsic rewards are more important as a reward for the future.