NRS 451 Describe the characteristics of performance-driven team

NRS 451 Describe the characteristics of performance-driven team

NRS 451 Describe the characteristics of performance-driven team

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

Click here to ORDER an A++ paper from our Verified MASTERS and DOCTORATE WRITERS NRS 451 Describe the characteristics of performance-driven team:

Characteristics of a performance-driven team include honesty, creativity, discipline, humility, and curiosity. A performance-driven team share common principals, such as shared roles, clear roles, effective communication, measurable processes and outcomes, and last but not least, leadership. They are committed to the same purpose, set of performance goals and share the same approach in which they hold themselves mutually accountable. When the team is “performance-driven”, they consistently exceed expectations and goals. Components of a performance-team are open communication, diverse, complimentary skill sets, accountability, flexibility, adaptability, and continuous learning. Skill sets are key, technical, interpersonal, and decision making. A performance driven team uses these skills to attain their goals.

Intrinsic motivation comes from within an individual. Motivation comes from enjoying what one does and brings personal satisfaction. External motivation comes from gaining an external reward, such as recognition in the workplace. 

Reference

Babiker, A., El Husseini, M., Al Nemri, A., Al Frayh, A., Al Juryyan, N., Faki, M. O., Assiri, A., Al Saadi, M., Shaikh, F., & Al Zamil, F. (2014). Health care professional development: Working as a team to improve patient care. Sudanese journal of paediatrics, 14(2), 9–16.

Harvard Business Review defines a team as “a small number of people with complementary skills who are committed to a common purpose, set of performance goals, and approach for which they hold themselves mutually accountable.”(Wang J.,2022). A performance-driven team works together towards a common purpose or goal. The team members consistently work towards exceeding expectations and goals. The members trust each other and collaborate in different ways to complete tasks. The team works through open communication, where everybody feels heard and messages are delivered with clarity and respect. The members work flexibly and adapt to rising challenges and respond by their ability to meet goals. They learn continuously from failures and successes in their work and take failures as learning opportunities rather than setbacks.

Extrinsic motivation is motivating people to perform a behavior or engage in an activity to earn a reward or avoid punishment. One engages in a behavior to get something in return or to avoid punishment and not because they enjoy it. Intrinsic motivation is when you engage in a behavior because you find it motivating. You find the behavior as a reward instead of being rewarded for a behavior you don’t find rewarding. These types of motivations are important when it comes to team performance as they help motivate the members through different methods. Extrinsic motivation can be used to motivate the workers to input their best in the result being rewarded with good pay or gift cards from work. Intrinsic motivation can be used by introducing relatable strategies to excel in the job and make the work environment more engaging which makes the team feel motivated to work and give their best and feel rewarded for the work they did. Introducing interesting projects and intrinsically supervising ongoing ones will help provide a positive response as well.

References

Cherry K. (2022, May 23). Extrinsic vs. Intrinsic Motivation: What’s the Difference? Verywellmind. https://www.verywellmind.com/differences-between-extrinsic-and-intrinsic-motivation-2795384

Wang J. (2022). What is a Performance-Driven Team? What Characteristics Do They Have? manage better. https://managebetter.com/blog/performance-driven-teams-characteristics

High-performance leadership creates effective and productive nursing teams, but developing and cultivating teams is not easy. These teams happen due to the synergy between employee engagement, employee retention, and the patient and family experience (King et al.,2020). High performance leadership promotes effective communication that is essential for the team and provides a safe environment for patients. It is important for everyone to work as a team sharing or exchanging information to ensure patient safety. High-performance teams understand the ultimate goal, making sure everyone voice is heard with each team member specialized expertise.

Autonomy for self-direction and also positive performance feedback provides opportunities for enhanced intrinsic motivation. Intrinsic is seen as the “free choice” in learning or a sense of personal fulfillment. Extrinsic motivation is the team member performance of someone engaging in a task or behavior because they hope to gain a reward, or they want to avoid punishment (Markovic, 2020). Extrinsic team members are looking for a high score, working harder for the team, not just for their own personal judgement.

Reference:

King, L.,Drake, K. (2020). Cultivating a High-Performance Nursing Team. Duquesne University, School of Nursing. Blog

Markovic, I. (2020). What is the Difference Between Extrinsic and Intrinsic Motivation? eduMe Blog.