It is important to realize that motivation can be both intrinsic and extrinsic (Richardson, 2011). Intrinsic motivation is driven by enjoyment and interests in the actions needed for the achievement of a specific goal without necessarily depending on the external pressures and rewards (Richardson, 2011). Extrinsic motivation refer to the type of motivation that requires external factors such as money. The threat of demotion in an organization can also act as an extrinsic motivation (Richardson, 2011). It is, therefore, essential to know that intrinsic is the engagement in an activity for personal satisfaction and not because of the consequence of that action — people who are intrinsically motivated act out of fun and not due to external pressures. However, an outward person acts out of the hope to gain an external reward. An intrinsic person engages in activity since it is a sign of enjoyment.

Motivating a person who is intrinsically motivated involves a simple act of appealing to their goals as well as ambitions (Ramirez-Andreotta, Tapper, Clough, Carrera & Sandhaus, 2019). Remember intrinsically motivated people enjoy what they experience, and that is what they consider as a sense of fulfillment. It is, therefore, vital to nominate such people for an act of recognition to make their accomplishment visible to other people. It makes them feel more validated for their hard work. However, it is easy to motivate extrinsically motivated person by things like cash reward because that is what drives their motivation.

The characteristics of the performance-driven team include the act of being aware of other people’s strengths and weaknesses (Ramirez-Andreotta et al., 2019). It is the best way to recognize the importance of each player on the team. With the ability to identify the weaknesses and strengths of a team member, it is possible to know the areas of flaws that need improvement as well as the regions doing ok. A high performing team knows all members of the team pretty well and includes all members of the team in the decision-making process. A performance drive teams also possess a shared responsibility to collectively work towards the realization of a common goal of the team.

References

Ramirez-Andreotta, M. D., Tapper, A., Clough, D., Carrera, J. S., & Sandhaus, S. (2019). Understanding the Intrinsic and Extrinsic Motivations Associated with Community Gardening to Improve Environmental Public Health Prevention and Intervention. International journal of environmental research and public health, 16(3), 494.

Richardson, M. (2011). Working as a high performing team. Retrieved on March 15, 2019, from https://www.nursingtimes.net/roles/nurse-managers/working-as-a-high-performing-team/5039208.