According to Cherry & Jacob (2017), “most researchers will  agree that motivation is complex and involves a combination of  extrinsic, or external, rewards, such as money, benefits, and working  conditions, in addition to intrinsic, or internal, needs for  recognition, self-esteem, and self-actualization” (p. 306).  Those that are extrinsically motivated are motivated by external  rewards, while those who are intrinsically motivated are motivated by  internal factors. To motivate someone who is extrinsically motivated,  offering external rewards, such as offering a reward after achieving  certain goals could be beneficial. For example, there are bonuses  offered in some offices when staff achieve certain defined outcomes.  To motivate someone who is intrinsically motivated, motivation comes  from within the individual. Promoting an environment where that person  feels appreciated and heard is particularly important, to meet needs  for recognition, self-esteem, and self-actualization (Cherry &  Jacob, 2017). This can be done by stating appreciation and thanks for  tasks completed and done well.
             According to Huber (2014), “common purpose, agreed-on  performance goals or results-driven structure, competent members, a  common approach for the work, complementary skills, collaborative  relationships, mutual accountability, standards of expertise,  problem-solving and decision-making skills, and interpersonal  skills” are all characteristics of good and effective teams (p.  126). To be performance-driven, teams must have each of these  characteristics and execute the required tasks to achieve the desired  results. Their focus will be on their performance as team, meaning  each of these characteristics need to be executed at a high level.
Cherry, B., & Jacob, S. (2017). Contemporary    nursing: Issues, trends, & management (7th Ed.). St. Louis,  Missouri: Saunders Elsevier.

Huber, D.L. (2014). Leadership and nursing care  management (5th Ed.). St. Louis, Missouri: Saunders Elsevier.

Comment # 2:

Intrinsic and extrinsic motivation are inherently different.  Intrinsic motivation comes from the desire within the person to  perform at a high level for the sake of doing well (Cherry, 2018).  Most intrinsically motivated individuals enjoy doing things well and  enjoy a job well done for no other reason outside of themselves.  Extrinsic motivation comes from outside factors such as gaining a  reward or avoiding a punishment. Most of these individuals are only  motivated by what they will get if they perform a certain task such as  a pay check at work or avoiding a speeding ticket by driving the speed limit.
In the workplace, it is beneficial for nursing leaders to understand  what motivates their staff from an intrinsic versus extrinsic  perspective. Intrinsically motivated employees would respond best from  praise for a job well done from their supervisors. They typically  would need little more than a verbal recognition or a handwritten  thank you card to feel appreciated and to continue their high  performance. Extrinsically motivated individuals would need something  more than the “pat on the back” to feel appreciated. These  employees would prefer to be given something more tangible such as  financial rewards like a performance bonus, gift cards, raises, better  shifts, etc. These types of rewards are typically more difficult to  give out in many healthcare organizations, but it is an important  point to be aware of as a leader, manager or supervisor.
The best performance driven teams share characteristics of both  intrinsic and extrinsic motivation. Each team member would value both  intrinsic motivations, so they can feel the satisfaction of their  contribution to the team as well as the extrinsic rewards that  typically come with high performance. Most high performing teams blend  the two together very well to get the most out of each individual contribution.
Cherry, K. (2018, October 19). Extrinsic vs. Intrinsic Motivation:  What’s the Difference? Retrieved January 2, 2018, from