[judofyr]

That's a good example, but there's many factors at play here. For instance:

- Loss aversion

- Trust (i.e. the manager believes in you): When we hear the word "bonus" we often think "that's something that happens 10% of the days". However, when the manager is giving you the money at the beginning of the day they're saying "I think you can do this today. I might as well give it you already." The manager very clearly shows that they believe in you, and they probably know what they're doing.

- The prize is visible: We know from many examples that humans become more motivated when they can physically see their prize. One part of this trick is that you have the note in your pocket. Maybe you even take it out a few times during the day.

There's a few ways to test what factor is most important. For instance, you would expect the trust-factor to fade over time because you'll realize that the manager gives you the note regardless of their faith/belief in that you can make it (there's nothing special about "this day" or "this employee"). You could also replace the $100 note with a more neutral coupon that says "$100 bonus". This makes the prize less visible, but we should still value it as $100. Or maybe there's a checkbox on a sheet inside the office which says "Tick off if bonus not reached". If the effect goes away, then the visibility-factor is stronger than the loss-aversion-factor.

This is my main beef with the pop culture around "loss aversion" (and other psychological terms): There's so many interesting things to discuss around it, but we so badly want to combine everything into one simple buzz word.