what are the references that supports the following - Your view of Pay for Performance (P4P) appears to be based on the conviction that employees are primarily motivated by extrinsic rewardslike money and power. This is a prevalent perspective because these material benefits are frequently interpreted as being directly related to an employee's performance and value to the organization. Pay for Performance (P4P) is often seen as a primary motivator for employees, as it directly rewards their efforts. However, P4P can have both positive and negative impacts on a company. On the positive side, it can increase productivity and efficiency, while on the negative side, it can lead to unhealthy competition and lower quality work. Companies should consider other forms of motivation, such as intrinsic rewards and extrinsic rewards, when implementing P4P systems