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There are certain differences between people that are intrinsically motivated and those that are extrinsically motivated. In order to tell whether a person is intrinsically or extrinsically motivated, it is advisable to check what pushes them towards achieving their goals. Notably, the main difference that abounds between a person who is intrinsically motivated and one that is extrinsically motivated is the fact that an intrinsically motivated person enjoys the work that one is doing (Sansone & Harackiewicz, 2000). On the other hand, an extrinsically motivated person does whatever task either because of the anticipated gain or in order to avoid punishment for not doing that task.
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An intrinsically motivated individual can be motivated through threats or encouragement. Threatening a person that is intrinsically motivated, such as a student, increases the person’s desire in the task that one is expected to achieve. Encouragement also suffices as a way of motivating an intrinsically motivated person because it makes one aware of their capabilities and challenges to perform better than expected. On the other hand, a person that is extrinsically motivated can be motivated through external rewards such as money, trips or punishment. For instance, a person working on the farm can be motivated through salary increments (Thomas, 2002).
A performance-driven team comprises of diverse members. In this context, diversity means that members have different skills and experiences. Effective communication is also a characteristic of performance-driven team as all members are free to share their ideas (Sansone & Harackiewicz, 2000). Trust is also a characteristic of performance-driven teams as people have faith in each other to carry out tasks to their completion. Finally, performance-driven teams have clear goals and expectations. Clear goals and expectations act as motivators to the team members. Without clear goals and expectations, performance-driven teams cannot deliver because members in such groups will be rudderless.
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