The aim of this study is to understand the impact of the introduction of an extrinsic motivator on the motivation of staff, on staff collegiality, and on staff attitudes toward
service to clients. An important aspect of the study is that the motivational effect of an extrinsic reward is examined in an organisation made up of two “units” in which the staff of one unit are eligible to receive a performance bonus while staff of the other unit are not. The organisation in question provides services for people with disabilities. A Lifestyles unit provides training in life-skills for people with intellectual disabilities while
an Employment unit finds employment for disabled people. The Employment unit was faced with a changed funding model introduced by the Australian Federal Government.