I'm with all of the people suggesting you ask them what motivates them. You can set up an anonymous survey (a la SurveyMonkey or using Google Docs) where they can provide their feedback if you want it en masse (and not to seam like an interrogation).

I would suggest asking questions, not just giving them the "what motivates you" question. Things like:
* What kind of office benefits are you most interested in (massages, breakfast/lunch/dinner, gym access, childcare, etc)
* What kind of workspace benefits are you most interested in (access to more closed-door offices for conferences/meetings/private conversations, 2+ monitors, etc)
* What kind of flexibility benefits are you most interested in (remote access, work from home days, flexible in-office hours, FedEx/20% time projects, etc)
* If offered, which of the following rewards would interest you the most (project-based bonuses, quarterly bonuses, time off, more office/workspace/flexibility benefits, etc)
* What type of review system are you most interested in (peer review, quarterly goals, management review, etc)
* How satisfied are you with the current review system, current benefits, etc
* What would you improve about the current review system, current benefits, etc

Most of those don't have one-off answers, they may be a ranking type thing where people are MOST motivated by something but would also be interested in something else.

As a manager of a team, it benefits you (or whoever their manager is) to motivate each team member individually, as their interests and motivators will NOT all be the same. The survey or data you gather will tell you how satisfied people are and give you an idea of some commonalities among your team members (like someone said, if the massages are totally useless, get rid of them).

good luck!

I do not think this is unique to women.

Back when I was in college, studying Chemical Engineering, there were countless people in the department who really had *no clue* about how things actually worked, couldn't apply what they learned, and without a formula to solve the problem for them were absolutely lost. They couldn't visualize the problem, they couldn't visualize the solution, and they will make crappy engineers. But, you know what? They got good grades (similar to the situation you posed above -- they could do extra credit, adequate on tests, and get by), got internships, and then got decent jobs post- graduation (or went on to graduate programs). These people pissed me off to no end, regardless of their gender.

I think over time the scene will change -- she might get the internship now, but I doubt her project manager will go out of their way to give her a rave review. You might get a "lower class" internship, but if you've got a great reference out of it, have decent grades, and get into your first job, you'll forget about her. I doubt she'll go far in IT anyway. Just like all of those MCSEs who don't know WTF they are talking about and think they can get any IT job with those four letters.