They acknowledge both tactical and adaptive performance and create conditions so workers can identify whether or not they are meeting performance criteria.

They foster play by empowering their teams with adaptive goals, they set a clear vision to create a ...

A tactical performance goal is requiring workers to achieve a metric the organization has set to measure performance.

An adaptive goal is asking employees to test new strategies regardless of the outcome to discover the best way to reach company objectives...

Regarding work, play is the freedom to experiment, contemplate, and continuously improve processes to achieve a larger objective.

Purpose is the second-highest motivator. People need to identify with their company’s primary objective and see how they make ...

• They are people who show up for the money. They increase the size of a group but don’t increase productivity.  They are created when people don’t see the value of their work, their individual contributions can’t be determined, and they don’t know the other people in the grou...

Direct motives ( they drive performance)

• Play: It occurs when you’re engaging in an activity simply because you enjoy doing it.
• Purpose: you do an activity because you value the outcome of the activity
• Potential: you do...

• Money might be the reason we accept a new position or promotion, but after the initial action, it doesn’t motivate us to do better work.
• Emotional pressure like the potential for prestigious promotions or recognition doesn’t motivate better work.

• In a community, we have common values and responsibilities because of our interdependence and common goals. For a community to be healthy, its members must feel like citizens or responsible, contributing members.
• Citizenship is an adaptive performance behavio...