Servant Leadership in Practice Name Institution Instructor Course Date Servant Leadership in Practice An intrinsically motivated individual is someone who is motivated in performing certain activities because he/she has to perform the activities or due to personal benefits associated with performing the activities

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Servant Leadership in Practice
An intrinsically motivated individual is someone who is motivated in performing certain activities because he/she has to perform the activities or due to personal benefits associated with performing the activities (Huber, 2017). On the other hand, an extrinsically motivated individual is an individual who is motivated to perform certain activities due to the reward associated with the activity or to avoid the negative effects associated with not performing the activities (Huber, 2017). These behavior aspects are important for leaders to understand as they can be used when determining ways and strategies to implement to motivate and encourage their employees in achieving the organizational goals and objectives (Huber, 2017).
One way to motivate an individual who is intrinsically motivated would be to create a favorable working environment, which will encourage the employee in performing his/her roles and responsibilities in the organization (Tinkham, 2013). This will also create a job satisfaction to the individual by successfully performing his/her duties. Research has also indicated individuals to be intrinsically motivated when they get support from their organization in performing their duties in the organization (Tinkham, 2013). A way to motivate an individual who is extrinsically motivated is to set targets and measuring outcomes, which will differentiate between the performances of different individuals in the organization. High performers should be rewarded while the poor performers face consequences (Tinkham, 2013).
This will motivate individuals to increase their performance in order to get the rewards associated with high performance and prevent the negative consequences associated with poor performance (Tinkham, 2013). One characteristics of a performance-driven team include a sense of purpose, which is attributed to the shared goals and values. Since the team is focused on the same goals and objectives, there is a clear direction and purpose in the team, which can be seen by how the team makes important decisions related to the organization (Huber, 2017). Another characteristic of a performance-driven team is continuous learning. This is important in increasing knowledge due to the changing dynamics of an organizational setting (Huber, 2017). Learning is important in any organizational aspect by encouraging growth and development of the team members who in turn increase their performance in their different roles in the organization (Huber, 2017).

References
Huber, D. (2017). Leadership and nursing care management. Philadelphia: Saunders Elsevier.

Tinkham, M. (2013). Lead with Purpose: Giving Your Organization a Reason to Believe in Itself. AORN Journal. 97(4), 493-494.