Analysis of Intrinsically and Extrinsically Motivated Individuals - Essay Sample

Introduction

Every workplace requires a motivation to drive a team towards the achievement of designated goals and objectives. However, every motivational technique depends on personal attributes for there is the existence of either intrinsically or extrinsically motivated individuals. The difference between these two types of people is that intrinsically motivated people wholeheartedly engage in a given activity for personal achievement, reward or progress without necessarily requiring an external stimulus (Kearney, 2018). But for extrinsically motivated ones, they involve an action to obtain an award or avoid punishment, and where the external stimulus is removed, the individual can no longer engage in it. As seen in this essay, understanding the differences between intrinsically motivated and extrinsically motivated individuals contributes to a performance-driven team in healthcare.

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I will motivate an intrinsic person differently from an extrinsic one. For an intrinsically-motivated person I will employ stimulation by setting up conditions that if the individual achieves them, the person will feel satisfied (Kearney, 2018). For instance, I will also stipulate conditions for career advancement of members after attainment of given work experience; hence, such type of people will be motivated by their career advancement (Shoraj & Llaci, 2015). Nevertheless, working with intrinsic motivation in healthcare is a difficult task and will require a supplement from extrinsic motivation.

On the other hand, I will motivate an intrinsic person by setting up individual and team goals with the expected outcomes after which a reward is provided to the ones who have achieved the set goals. Consequently, I will include consequences for an underperformer to remind it of the expectations. The best reward for an underperformer is training which will enhance its skills towards the achievement of the organizational vision (Shoraj & Llaci, 2015). The prizes for extrinsic motivation include monetary gratitude, recognition, vacation trips, paid off-day among others. This type of motivation is not the best since it creates a rift between performers and underperformers

A performance driven-team includes employees that embrace teamwork, enjoy collaborating with other team members as well as sharing of knowledge for the achievement of organizational goals. A performance driven team usually has the following characteristics; they are a team with trust among themselves, with high confidence in working with another for the achievement of organizational goals (Kearney, 2018). They effectively communicate with one another and embrace interpersonal conflict resolution mechanisms for a favorable working environment for performance. Equally, the team usually respects the significance of each member, from high-rank to low-rank, while disagreement is perceived as an opportunity to change organizational culture and remove obstacles of underperformance (Shoraj & Llaci, 2015).

Conclusion

Conclusively, a nursing practice should often consider motivation as a force of enhancing work performance. Also, they should realize that a combination of intrinsic and extrinsic motivation from a basis of a performance-driven team.

References

Kearney, R. (2018). Public Sector Performance. Taylor & Francis Group. doi: 10.4324/9780429497964

Shoraj, D., & Llaci, S. (2015). Motivation and Its Impact on Organizational Effectiveness in Albanian Businesses. SAGE Open, 5(2), 215824401558222. doi: 10.1177/2158244015582229