Describe the characteristics of performance-driven team.
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.
example#1 leyda
Healthcare organizations are meeting higher demands now more than ever; thus, they set performance goals that must be accomplished. A performance-driven team possesses several qualities to be effective. The team must have open communication such that “conflict is surfaced and resolved routinely” (Neumann, n.d). The team members must have mutual trust and respect to function in shared leadership roles. The members of a performance-driven team “assume leadership roles depending on the task at hand and the needs of the group” (Neumann, n.d). The group must be self-motivated and motivate one another to achieve goals.
The different types of motivation are intrinsic and extrinsic motivation. Intrinsic motivation is the desire to engage in behavior that arises from within the individual because it is naturally satisfying (Cherry, 2019). On the opposite end of the spectrum is extrinsic motivation. Extrinsic motivation is the drive to participate in an activity or behavior to earn a reward or avoid punishment. Consequently, an individual derives no satisfaction in the activity itself but rather satisfaction in receiving the prize (Putra et al., 2018). It is essential to know the difference in types of motivation because everyone is motivated by different things. When their results drive a team, encouragement may be needed to keep them focused until it is accomplished. Some members strive when incentives such as bonuses, recognition, or trophies are offered. Others genuinely enjoy the work and process and do not need extra motivation. Each member is unique, so knowing the types of motivation can assist the performance of the individual members, which will result in more outstanding performance.
References
Cherry, K. (2019). Understanding Intrinsic Motivation. https://www.verywellmind.com/what-is-intrinsic-motivation-2795385#what-is-intrinsic-motivation
Neumann, A. (n.d). 8 Characteristics of High-Performance Teams. http://www.neumannleadership.com/blog/2014/9/11/8-characteristics-of-high-performance-teams
Putra, E. D., Cho, S., & Liu, J. (2018). Extrinsic and intrinsic motivation on work engagement in the hospitality industry: Test of motivation crowding theory. Tourism and Hospitality Research, 17(2), 228-241. https://doi.org/10.1177/1467358415613393
example #2 kendall
According to an article I found on performance-driven teams, some characteristics of this type of team include:
- A common purpose: When team members understand each other and aligned themselves with a common purpose, it helps to navigate the execution of a plan to achieve the goal. Sharing a common purpose means that everyone involve has the same goals and objectives.
- Specific performance goals: This helps performance because the goals are clear and established. It will decrease time guessing what comes next or why they are doing something. I feel like this goes along with a common purpose in a way.
- Open communication: Team members are not scared to share their own thoughts, ideas, and feelings with the group. Everyone’s perspective matters equally, and leadership supports engagement within the team.
- Accountability: There is a responsibility to the group. The team members all feel it. They want to excel and are all held accountable to do so.
- Diverse skill sets: You want team members to have different skill sets so every area is strong. If everyone in the group was good at placing catheters and nothing else- would it be a good nursing unit? No.
- Flexible and adaptable: Team members are not resistant to change. They are able to overcome their internal fears and ultimately cause little resistance in the group.
- Continuous learning: If team members are continuous learners, there is always ways to improve and expand the team.
Intrinsic motivation: Motivation that comes from inside the person: Being motivated by mastery, love, connection, learning or meaning.
Extrinsic motivation: Motivation that comes from factors not within the person: Being motivated out of fear of failure, being motivated for money or gold stars, points or rewards, fear of punishment.
These are important to understand because a leader should know what motivates their team. By understanding the difference, the nurse leader or manager can also have a better idea of who works for them and what motivates them. It could be helpful when trying to make changes on the unit. The leader/manager will have an idea of how to approach change depending on what kind of motivation staff has. It can also be beneficial to know when hiring new staff to join a team. Intrinsic motivation is shown to yield higher performance. When interviewing a protentional employee, the manager can ask what motivates them. If they know the difference between intrinsic and extrinsic motivation, they can try and decipher which type the interviewee is. They know that it would be best to hire someone who has intrinsic motivation because it yields higher performance.
Reference:
GANDOLFI, F.; STONE, S. Leadership, Leadership Styles, and Servant Leadership. Journal of Management Research (09725814), [s. l.], v. 18, n. 4, p. 261–269, 2018. Disponível em: https://search-ebscohost-com.lopes.idm.oclc.org/login.aspx?direct=true&db=bth&AN=132968632&site=eds-live&scope=site. Acesso em: 26 jul. 2022.
Wang, J. (2022, March 3). What is a performance-driven team? what characteristics do they have? – managebetter: The #1 performance review generator. ManageBetter. Retrieved July 26, 2022, from https://managebetter.com/blog/performance-driven-t…
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