However, motivation is a result of numerous factors and, as a consequence, there are several motivational theories that attempt to delineate an employee's requirements in order to thrive in the work environment. Motivation can be broken down into two categories, intrinsic and extrinsic. Ryan & Deci (2000) define intrinsic motivation as "the doing of an activity for its inherent satisfactions rather than for some separable consequence", and not because of "external prods, pressures, or rewards". These intrinsic factors motivate workers and appeal to the need for growth, self-actualization and self-realization (Burke, 1966). On the other hand, Ryan & Deci (2000) define external motivation as a "construct that pertains whenever an activity is done in order to attain some separable outcome", and so is not for its intrinsic value, but for its instrumental value. This is most typically in the form of financial promotions, an option that is not available to the company in the present scenario due to the financial crisis. Therefore, in order to buffer demotivation, other alternatives need to be imposed which either boost intrinsic motivation or which supply a worthy non-financial reward as an incentive for extrinsic motivation.