The changing face of the workplace and composition of the work force have necessitated new approaches to workplace safety that focus on motivating trainees to learn and practice safe workplace behaviors. Unfortunately, most knowledge regarding work motivation is theoretical and not directly usable by safety training professionals. The notions of intrinsic and extrinsic motivation can help safety training professionals understand industrial/corporate problems such as the decline in the work ethic and can help them prepare workers for future workplaces, which are anticipated to include more teamwork and less supervision. Research on intrinsic motivation has established the effectiveness of using goals, incentives, and feedback as reinforcers of intrinsic motivation. Research has also shown that intrinsic motivation is increased through both physiological and psychological design/redesign of jobs to include motivators. Among the various intrinsic characteristics attributed to the job that have been developed and that should be considered when safety training is an issue are the following: achievement, activity, authority, creativity, importance, independence, interest, knowledge of results, personal growth and development, promotion opportunity, recognition, responsibility, service to others, utilization, and variety. (Contains 11 references.) (MN)