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While a good manager can take a lot on their shoulders, in reality, only a tad bit can be realized in the absence of a highly efficient team, in order to help them score project success. To rephrase the proverb: no manager is an island. The main attributes of a superior performing team include unified goals, solid communication and feedback, respect for individual abilities, flexibility, recognition, desire to improve, collaboration spirit, encouraging differences in opinions, mutual accountability, team trust, and finally the ability to use ideas effectively (Deckers, 2018). These attributes can not only improve the overall team performance but also improve the overall job satisfaction, confidence level and happiness of the team members.
The difference between intrinsic and extrinsic motivation is that extrinsic motivation happens when one is motivated to conduct a behavior or seize in an activity, in order to obtain a recompense or to skip the hardness of punishment while intrinsic motivation involves occupying in a behavior since it is personally satisfying; essentially, conducting a venture for its own sake and without the fancy for some external recompense. In other words, the most basic difference betwixt the two categories of motivation is that extrinsic motivation transpires from outside of the individual while intrinsic motivation transpires from within the self (Hennessey, 2000).
When it comes to the case of obtaining a high performing team, understanding the type of motivation that should be used is of great importance since each member of the team is unique and each member will have their own motivational needs. From the perspective of an efficient team manager, an in-depth understanding of team members and their motivational needs can enable the manager to categorize the team and to provide the required type of motivational support so that the performance of the team can be always kept on the higher side (Deci & Gagné, n.d.).