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Performance-Driven Teams and Motivation

A performance-driven team is a model applied within an organization referring to a group of individuals with contemporary skills and are committed to achieving a common goal. The benefit of establishing this team in an organization is that production rates increase significantly. High-performance employees tend to share duties amongst themselves hence increasing the effectiveness of realizing the set objective. Similarly, performance-driven teams enhance customer satisfaction owing to timely delivery of ordered products or exceptional service. This essay will describe characteristics of performance-driven teams, intrinsic and extrinsic motivation and the importance of understanding these types of motivation when it comes to establishing a performance driven-team.

Characteristics of Performance-Driven Teams

The first trait of a performance-driven team is having a common purpose. Values, vision, and objectives ought to be the determinant factor amongst every individual of the identified team. These shared ideologies are what instigates decisions (LeCounte, Prieto & Phipps, 2017). In cases whereby members understand the ultimate goal, have similar priorities, and are one accord to navigate through the path of success, more time will be allocated to execution rather than questioning what the next step should be.

The second trait is open communication. Every employee desires for their voices to be heard and perspectives considered (O’Neill & Salas, 2018). However, one has to be thoughtful in deliverance to ascertain that messages are clear as well as respectful. Performance-driven teams have a habit of engaging with each other when sharing information.

The third trait is diversified contemporary skill sets. Members of this group tend to share some similarities such as backgrounds, interests, thoughts, and values (Miao & Cao, 2019). If anyone in the group possesses, mostly, technical skills, areas other than technical functions such as marketing or sales will be weak.

The fourth trait is accountability. Performance-driven teams tend to be highly disciplined (Miao & Cao, 2019). Every person feels the urge of shared responsibility in that not only one individual will consistently perform at high levels, but also the entire group. These individuals believe that if one member fails then the entire team has failed, and vice versa.

Intrinsic and Extrinsic motivation

Motivation reflects the ability to change one’s thoughts, feelings, and behavior. In broader prospects, it refers to a unique trait that allows an individual to gain a valued upshot when undertaking a defined task. There are two types of motivation: intrinsic motivation and extrinsic motivation (Legault, 2016). Intrinsic motivation points to the act of performing a certain act that is propped with an external reward. People with this type of motivation tend to do things because they are enjoyable and interesting to them, not because of any exterior incentives or pressure. On the other hand, extrinsic motivation refers to individual traits of learning new skills and perform tasks owing to external rewards or fear of being punished. In this case, a person engages in a certain task not because he/she finds it appealing or satisfying, but because there is something of value to be attained or evade something spiteful.

Importance of Understanding the Two Types of Motivation

When it comes to team performance one needs to cognize the types of motivation that every individual possesses. This is because placing individuals with intrinsic and extrinsic motivations in one group will negatively affect the rate of production. For a team to be considered high performance, it should have self-motivated members (Kuvaas et al., 2017). These individuals do not need any form of supervision or promise to deliver as it comes naturally. In retrospect, these groups have people who have intrinsic motivation. Teams that are perceived as low performance have members who require constant supervision if a certain objective is to be achieved. In most cases, these employees have extrinsic motivation.

In conclusion, the common characteristics of performance-driven teams include accountability, open communication, diversified contemporary skulls, and a common goal. As for motivation, it has been established that there to types namely: intrinsic and extrinsic motivation. Intrinsic motivation refers to the act of doing something because it is enjoyable and extrinsic motivation is the act of doing something because of external factors. Relatively, it is imperative to understand these two types of motivation when forming a performance-driven team since if these two traits are mixed in one group, the chances of underperformance become high.