Difference between Intrinsically Motivated and Extrinsically Motivated Individuals
A person who is intrinsically motivated is driven by his/her goals, objectives, and desires, whereas rewards apart from achievements motivate an extrinsically motivated person (Huber, 2013). Some of the extrinsic motivations include job promotion and financial gains.
How to Motivate Intrinsically Motivated and Extrinsically Motivated Persons
Motivating intrinsically motivated individuals is different from motivating extrinsically motivated individuals. In the case of extrinsically motivated individuals, I would set goals and targets for the individuals and then measure their outcomes. In the cases of the achievers, I would reward them. However, in the case of individuals who underperformed, I would engage them in training activities to ensure that they achieve their goals.
In the cases of intrinsically motivated employees, I would create terms and conditions for the employees that would always keep the employees turned when doing their jobs. I would also appeal to their individual goals when motivating them. Additional, I would ensure that if the person gets enjoyment from achieving their personal goals, he or she is nominated in the list of the best employees of the month and be seen by all the other employees so as they can feel appreciated by the other employees in the workplace.
Characteristics of a Performance-Driven Team
The first characteristic of a performance driven team is clear understanding relationship between all the employees in the team. The team members understand the flaws and strengths of each other, and of the whole team. Knowing the individual strengths of each employee ensures that the team properly utilizes the strength to achieve its set goals and objectives. Understanding the weaknesses of the team allows the team to hire other personnel who are strong in those areas. In performance driven team, conflicts are solved in a positive way, and every employee in the firm is involved in the decision-making process (De Waal, 2006). Leadership roles are also distributed fairly in such teams.
References
De Waal, A. (2006). The characteristics of a high performance organization. Business Strategy Series, 8(3), 1-10
Huber, D. L. (2013). Leadership and nursing care management (5th ed.). United States: Saunders/Elsevier.
