INTRODUCTION1.1 BackgroundThe role of the Ministry of Works and its agencies such as the Public Works Department (PWD) in the construction sector, undoubtedly vital in aspects of Malaysia's infrastructure development and has a role substantial in ensuring that the nation's infrastructural development is on track, in line with the wants and needs of the people. This is because the construction sector has been a supporter of the growth of the Malaysian economy and has been able to make significant contributions to the gross domestic product (GDP) as stated in the 10th Malaysia Plan and National Transformation Programme. Based on the Prime Minister's message, every public servant is the main agent of transformation between the people and the government. Therefore, it is that of responsibility and trust that the employee works for the implementation of the mandate. Being civil servants and officials with disabilities, the image and quality of government services reporting to the Ministry of Works are directly towards officials with disabilities in the organization. Therefore, to ensure that the services provided are of high quality and meet customer expectations, the performance of officials should be addressed accordingly. In organizational behavior, the performance of officials is the core value of the organization. This performance guides an organization along the path to success. Poor performance of officials has many implications ranging from reduced productivity, reduced service volumes, customer dissatisfaction and lack of departmental foresight to diminished competitive advantage. Non-performing officials are accountable to the organization towards achieving goals and objectives. There are numerous causes of poor performance. Although... halfway through the document... and it goes beyond the satisfaction derived from the work itself. Ojokuku (2007) explained that intrinsic motivation includes interesting work, challenge, recognition, responsibility, growth, achievement, and self-realization. In other words, motivation comes from the pleasure an individual derives from the task itself or the sense of satisfaction in completing a task. According to Ryan & Deci (2000), intrinsic motivation is defined as performing an activity for its intrinsic satisfaction rather than for some separable consequences. When intrinsically motivated, a person is driven to act for the enjoyment or challenge involved rather than because of external products, pressures, or rewards. However, intrinsic motivation does not mean that a person will not seek rewards. It simply means that such external rewards are not enough to keep a person motivated.