例如，Dropbox这样的公司结合了有形和无形的因素。这些理论被观察到有助于公司实现增长(Song et al. 2015)。外在动机被认为是由有形因素发展而来的因素。它们被用作有形的因素来保持公司员工的积极性。内在动机可以定义为使公司员工对员工和工作环境产生情感依恋的激励因素。公司必须在内在动机和外在动机之间取得平衡(Ferris et al. 2015, par 342)。公司的管理者和组织试图创造一种模式，将这些激励因素结合起来，以满足公司的生产力目标。这是一个需要考虑的微妙而复杂的过程。这些已在下面详细说明。
For example, a company such as Dropbox uses a combination of tangible and intangible factors. These theories are observed to be aiding the company to reach growth (Song et al. 2015). The extrinsic motivation is considered to be the factors that are developed from the tangible factors. They are used as tangible factors to keep the employees of the company motivated. The intrinsic motivation can be defined as the motivating factors that are used to make the employees of the company feel emotionally attached to the people and the work environment. It is imperative for the companies to strike a balance between the intrinsic and extrinsic motivation (Ferris et al. 2015, par 342). The managers and the organization of the companies tries to create a paradigm that incorporate these factors of motivation to meet the productivity goals of the company. This is a nuanced and intricate process that needs to be considered. These have been detailed in the following.
It can be observed that there is a change made to the company policy that is regarding the meeting of employee needs. It is evident that the company undertakes a lot of efforts. Maslow first postulated the theory that motivated the employees at the workplace that would depend on the satisfaction of the needs of the people. These are needed from the order of hierarchy from lower level and the higher level of needs. The hierarchy is ranked from basic requirements needed for the survival and for the self-actualization growth of the employees. Professor Erderfer is known to have refined Maslow’s 5 needs hierarchy theory and he created a new theory of needs with only three groupings. The need for the employees to achieve, gain power and for them to lead friendship within the groups is alluded to be important factors. That is needed for the growth of the employees. The company also uses the theory of frequent goal reviews for each of its employee to change the practices of the company.