Describe the characteristics of performance driven teams NRS 451
Describe the characteristics of performance driven teams NRS 451
Topic 3 DQ 2
Describe the characteristics of performance-driven team. Describe the difference between intrinsic and extrinsic motivation and explain why it is important in understanding the types of motivation when it comes to team performance.
REPLY TO DISCUSSION
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Dependable teamwork and collaboration are required to plan and deliver safe, high-quality care across organizational, departmental, technical, and cultural boundaries (Rosen et al., 2018). In order to deliver effective driven performance that meets and exceeds expectations as well as continuously improves itself through continuing education and innovation, a performance-driven team demonstrates many characteristic qualities like open communication, trust, and mutual respect (Thomas, 2018). A performance-driven team in healthcare would work to provide the best possible treatment without sacrificing the needs of the patients. A performance-driven team is driven by both innate and external incentives.
Intrinsic motivation refers to the driving forces behind a team member’s desire to give his or her best effort. Personal job satisfaction, professional advancement, a competitive spirit, and skill-building initiatives can all be powerful motivators for self-driven intrinsic motivation. Extrinsic motivation results from external pressure or a reward system that is used to push members of a team to achieve goals. This can be caused by a variety of things, including promotions for good work, and the anxiety of facing consequences like losing your job for poor performance or being demoted from your existing position due to poor performance.
Leadership and management should carefully maintain a balance between internal and extrinsic motivators for the best possible team performance on a performance-driven team. Employee stress and burnout can result from excessive extrinsic motivation generated by negative pressure. Positive reinforcement that is offered or accomplished too quickly, with little effort, might make workers feel relaxed and unmotivated to continue working on improving themselves. Intrinsic rewards (recognition) are frequently less significant for nurses in the absence of extrinsic rewards (money, promotions, and fringe benefits) (Negussie, 2012). The correct amount of tension would keep the team pushing for further accomplishments without going too far or endangering patient safety. Maslow’s hierarchy of wants, including a sense of belonging, esteem, and self-actualization, would be optimally satisfied by the combination, which would inspire the performance-driven team to promote change and successful outcomes inside the firm.
A performance-driven team is one that is composed of a skilled specialized team that is goal-oriented and produces excellent results. The difference between intrinsic and extrinsic motivation is that intrinsic motivation is personalized because you gain benefits for yourself by completing a task, whereas extrinsic motivation is completing a task to avoid penalties as well as to receive rewards (Thomas, 2018). This is critical to understand when working with a team because you must use the appropriate motivation to push your team. If you use an extrinsic approach on an intrinsic team, they will not perform as well, and vice versa if an extrinsic approach is used on an intrinsic team.
References:
Demissie, N., & Demissie, A. (2013, March 23). Relationship between leadership styles of nurse managers and nurses’ job satisfaction in Jimma University Specialized Hospital. Ethiopian journal of health sciences. Retrieved from https://pubmed.ncbi.nlm.nih.gov/23559838/
Rosen, M. A., DiazGranados, D., Dietz, A. S., Benishek, B. E., Thompson, D., Pronovost, P. J., & Weaver , S. J. (2018, May). Teamwork in healthcare: Key discoveries enabling safer, high-quality care. The American psychologist. Retrieved from https://pubmed.ncbi.nlm.nih.gov/29792459/
Thomas, J. S. (2018). Applying Servant Leadership in Practice. Nursing Leadership & Management: Leading and serving. Retrieved from https://lc.gcumedia.com/nrs451vn/nursing-leadership-and-management-leading-and-serving/v2.1/#/chapter/3
