Intrinsic and Extrinsic Motivation

Intrinsic and Extrinsic Motivation
An intrinsically motivated individual is different from an extrinsically motivated one in a variety of ways. Firstly, while an inherently motivated person performs an act since it naturally satisfies them, an extrinsically motivated individual acts in a particular manner because that action results in a separable consequence or result. For instance, while an intrinsically motivated person will sleep because it is enjoyable, an extrinsically motivated individual will sleep since this action will lead to a reward or enable them to avoid an unfortunate incident. Secondly, an intrinsically motivated individual focuses on fulfilling their interests, whereas an extrinsically motivated is goal driven (Orvis et al., 2018). Therefore, while an inherently motivated individual is driven by forces within himself or herself, an extrinsically motivated person is guided by external forces.
Furthermore, since an intrinsically motivated person is different from their extrinsically motivated counterpart, motivating them will require different approaches. Thus, to stimulate these two individuals, one will need to prove to the intrinsically motivated person why an activity is for their best interest and at the same time, motivate an extrinsically motivated individual by showing the rewards or negative implications that arise from an action. For example, I would inspire an intrinsically motivated person by revealing to them why engaging in exercise is enjoyable and satisfying, but motivate an extrinsically motivated person by convincing them why exercise will help them avoid lifestyle diseases.

Finally, aside from staying motivated, some of the traits of a performance-driven team include setting goals, planning, maintaining proper communication and relations within the group, solving problems, managing conflict, and setting clear roles for each team member, among others (Taneja, Sewell & Pryor, 2012). All these characteristics act as the fuel to drive the team to achieve high performance.

References
Orvis, J., Sturges, D., Tysinger, P. D., Riggins, K., & Landge, S. (2018). A Culture of Extrinsically Motivated Students: Chemistry. Journal of the Scholarship of Teaching and Learning, 18(1), 43. doi:10.14434/josotl.v18i1.21427
Taneja, S., Sewell, S., & Pryor, M. G. (n.d.). High Performance Executive Teams. American Journal of Management, 12(2/3), 11-20.