NRS 451 Topic 3 DQ 2 Describe the characteristics of performance-driven team

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Topic 3 DQ 2

Jun 27-Jul 1, 2022

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.

Breanna Jenkins

Jul 2, 2022, 8:19 PM

Replies to Breanna Jenkins

Performance driven team is a group that is goal oriented, qualified, use open communication, and have built rapport amongst the team. This type of team is effective when completing tasks due to the team work they have, and are able to adjust and adapt to certain situations. “A “high-performance work team” refers to a group of goal-focused individuals with specialized expertise and complementary skills who collaborate, innovate and produce consistently superior results” (SHRM, nd).

There are two types of motivation such as intrinsic and extrinsic. Extrinsic motivation is when an individual is motivated to perform a task due to a reward after completion and intrinsic motivation is when an individual completes the task for own personal sake and accomplishment. These are both important, because it allows the leader to have an understanding of the individuals type of motivation, regardless of the motivation status, the tasks will be completed. “Understanding how each type of motivation works and when it is likely to be useful can help people perform tasks (even when they do not want to) and improve their learning” (Cherry, 2022).

Reference:

Cherry, K. (2022, May 23). Extrinsic vs. intrinsic motivation: What’s the difference? Verywell Mind. from https://www.verywellmind.com/differences-between-extrinsic-and-intrinsic-motivation-2795384

Developing and sustaining high performance work teams – SHRM. (n.d.). from https://www.shrm.org/ResourcesAndTools/tools-and-samples/toolkits/Pages/developingandsustaininghigh-performanceworkteams.aspx

Ashley Fitzpatrick

replied toBreanna Jenkins

Jul 2, 2022, 11:34 PM

Replies to Breanna Jenkins

Hi Breanna!

Thank you so much for your post. I enjoyed reading it and you shared some great information. I feel that intrinsic motivation is the type of motivation that drives me the most. I always love doing things and getting things done and feeling accomplished once the task is done. An article that I read talked about how intrinsic motivation has different types which include challenge, curiosity, enjoyment, and purpose to name a few. (Nickerson, 2021) I am motivated by extrinsic motivation as well. According to M Ndambo, without the presence of extrinsic motivation, then all motivation could reduce. They also share that if there are feelings of tension and pressure, then this would be from extrinsic motivation and can actually help complete tasks on time. (Nadmbo, 2022).

References:

Ndambo, M. K., Munyaneza, F., Aron, M. B., Nhlema, B., & Connolly, E. (2022). Qualitative assessment of community health workers’ perspective on their motivation in community-based primary health care in rural Malawi.

BMC Health Services Research,

22(1), 1–13. https://doi-org.lopes.idm.oclc.org/10.1186/s12913-022-07558-6

Nickerson, C. (2021). Differences of extrinsic and intrinsic motivation. Differences of Extrinsic and Intrinsic Motivation – Simply Psychology. https://www.simplypsychology.org/differences-between-extrinsic-and-intrinsic-motivation.html

Sara Habib

replied toBreanna Jenkins

Jul 3, 2022, 2:45 PM

Replies to Breanna Jenkins

Hi,

Did you know that a good servant leader can use Maslow’s hierarchy of needs to promote staff happiness? A leader that creates a sense of belongingness promotes peer acceptance and the value of work (Thomas, 2018). They can do this by promoting positive working relationships, making connections and taking interest in staff hobbies, and fostering guidance (Thomas, 2018). The nurse leader can also provide staff recognition and bring value to their work (Thomas, 2018). Creating a sense of belongingness is important in the workplace.

Thomas, J, S. (2018). Applying servant leadership in practice. In Grand Canyon University (Eds.), Nursing leadership & management: Leading and serving. https://Ic,gcumedia,com/nrs451vn/nursing-leadership-and-management-leading-and-serving/v1.1/#/chapter/3

Chizoba Njoku

replied toBreanna Jenkins

Jul 3, 2022, 10:16 PM

Replies to Breanna Jenkins

Hi Breanna,

Thanks for your post. I read that motivation can be both intrinsic and extrinsic at the same time, for instance, a nurse who goes back to further her education may do so in order to gain a better nursing position for better income which results in extrinsic motivation. Conversely, the same nurse could also love learning and increasing her nursing knowledge to better herself to be able to deliver quality nursing care to her patients leading to intrinsic motivation. (LaFerney, 2018). These leaves a healthy balance that is needed between extrinsic and intrinsic motivation.

Reference

LaFerny, M.C. (2018). Point of care: What motivates you as a nurse? Retrieved from https://www.reflectionnursingleadership.org/features/more-features/point-of-care-what-motivates-you-as-a-nurse.

Elizabeth Mateo Gonzalez

Jul 1, 2022, 9:43 PM

Replies to Breanna Jenkins

Performance-driven teams refers to teams with members who have specialized qualifications, balancing skills, goal-oriented drives, and utmost focus on attaining the goals of the team (Akhtar et al., 2019). Achieving a performance-driven team is not as complicated but as well is not an easy task. The kind of skills required to attain such kind of a team include having high performance management skills, the ability to empower team members to work together as a team, strong innovation skills, and the capacity to motivate team players to deliver top notch results. Notably, the process of building a performance-driven team takes more than the act of merely bringing together a team of excellently skilled individuals. It is a process that demands the nurturing and development of specific behaviors, practices, and characteristics.

The chief characteristics of high-performance teams include the possession of clear goals, comprehension of the way their job merges the mission of the particular organization, defined responsibilities, proper delegation of roles, clear and respectful communications, meeting of deadlines, organized workflow, respect and trust between team members, and the exercise of continuous learning (Lynch & West, 2017). Intrinsic motivation refers to the kind of motivation that comes from within whereas the extrinsic motivation is the type of a motivation that comes out of external factors. When an individual is motivated by intrinsic factors, they tend to take part in

NRS 451 Topic 3 DQ 2 Describe the characteristics of performance-driven team

activities just out of getting enjoyment and personal fulfilment from it. On the other hand, extrinsic motivation drives one to take part in something due to the need to achieve external rewards from it. When it comes to team performance, it is important to know the kind of motivation since this is the ultimate key to achieving the success of the organization.

References

Akhtar, P., Frynas, J., Mellahi, K., & Ullah, S. (2019). Big Data‐Savvy Teams’ Skills, Big Data‐Driven Actions and Business Performance. British Journal Of Management, 30(2), 252-271. https://doi.org/10.1111/1467-8551.12333

Lynch, J., & West, D. (2017). Agency Creativity: Teams and Performance. Journal Of Advertising Research, 57(1), 67-81. https://doi.org/10.2501/jar-2017-006

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Grading Rubric Guidelines

Performance Category	10	9	8	4	0
Scholarliness Demonstrates achievement of scholarly inquiry for professional and academic decisions.	Provides relevant evidence of scholarly inquiry clearly stating how the evidence informed or changed professional or academic decisions Evaluates literature resources to develop a comprehensive analysis or synthesis. Uses valid, relevant, and reliable outside sources to contribute to the threaded discussion	Provides relevant evidence of scholarly inquiry but does not clearly state how the evidence informed or changed professional or academic decisions. Evaluates information from source(s) to develop a coherent analysis or synthesis. Uses some valid, relevant, reliable outside sources to contribute to the threaded discussion.	Discusses using scholarly inquiry but does not state how scholarly inquiry informed or changed professional or academic decisions. Information is taken from source(s) with some interpretation/evaluation, but not enough to develop a coherent analysis or synthesis. Little valid, relevant, or reliable outside sources are used to contribute to the threaded discussion. Demonstrates little or no understanding of the topic.	Discusses using scholarly inquiry but does not state how scholarly inquiry informed or changed professional or academic decisions. Information is taken from source(s) without any interpretation/evaluation. The posting uses information that is not valid, relevant, or reliable	No evidence of the use of scholarly inquiry to inform or change professional or academic decisions. Information is not valid, relevant, or reliable
Performance Category	10	9	8	4	0
Application of Course Knowledge – Demonstrate the ability to analyze, synthesize, and/or apply principles and concepts learned in the course lesson and outside readings and relate them to real-life professional situations	Posts make direct reference to concepts discussed in the lesson or drawn from relevant outside sources; Applies concepts to personal experience in the professional setting and or relevant application to real life.	Posts make direct reference to concepts discussed in the lesson or drawn from relevant outside sources. Applies concepts to personal experience in their professional setting and or relevant application to real life Interactions with classmates are relevant to the discussion topic but do not make direct reference to lesson content	Posts are generally on topic but do not build knowledge by incorporating concepts and principles from the lesson. Does not attempt to apply lesson concepts to personal experience in their professional setting and or relevant application to real life Does not demonstrate a solid understanding of the principles and concepts presented in the lesson	Posts do not adequately address the question posed either by the discussion prompt or the instructor’s launch post. Posts are superficial and do not reflect an understanding of the lesson content Does not attempt to apply lesson concepts to personal experience in their professional setting and or relevant application to real life	Posts are not related to the topics provided by the discussion prompt or by the instructor; attempts by the instructor to redirect the student are ignored No discussion of lesson concepts to personal experience in the professional setting and or relevant application to real life
Performance Category	5	4	3	2	0
Interactive Dialogue Replies to each graded thread topic posted by the course instructor, by Wednesday, 11:59 p.m. MT, of each week, and posts a minimum of two times in each graded thread, on separate days. *(5 points possible per graded thread)*	Exceeds minimum post requirements Replies to each graded thread topic posted by the course instructor, by Wednesday, 11:59 p.m. MT, of each week, and posts three or more times in each graded thread, over three separate days. Replies to a post posed by faculty and to a peer Summarizes what was learned from the lesson, readings, and other student posts for the week.	Replies to each graded thread topic posted by the course instructor, by Wednesday, 11:59 p.m. MT, of each week, and posts a minimum of two times in each graded thread, on separate days Replies to a question posed by a peer Summarizes what was learned from the lesson, readings, and other student posts for the week.	Meets expectations of 2 posts on 2 different days. The main post is not made by the Wednesday deadline Does not reply to a question posed by a peer or faculty	Has only one post for the week Discussion posts contain few, if any, new ideas or applications; often are a rehashing or summary of other students’ comments	Does not post to the thread No connections are made to the topic
	Minus 1 Point	Minus 2 Point	Minus 3 Point	Minus 4 Point	Minus 5 Point
Grammar, Syntax, APA Note: if there are only a few errors in these criteria, please note this for the student in as an area for improvement. If the student does not make the needed corrections in upcoming weeks, then points should be deducted. Points deducted for improper grammar, syntax and APA style of writing. The source of information is the APA Manual 6th Edition	2-3 errors in APA format. Written responses have 2-3 grammatical, spelling, and punctuation errors. Writing style is generally clear, focused, and facilitates communication.	4-5 errors in APA format. Writing responses have 4-5 grammatical, spelling and punctuation errors. Writing style is somewhat focused.	6-7 errors in APA format. Writing responses have 6-7 grammatical, spelling and punctuation errors. Writing style is slightly focused making discussion difficult to understand.	8-10 errors in APA format. Writing responses have 8-10 grammatical, spelling and punctuation errors. Writing style is not focused, making discussion difficult to understand.	Post contains greater than 10 errors in APA format. Written responses have more than 10 grammatical, spelling and punctuation errors. Writing style does not facilitate communication. The student continues to make repeated mistakes in any of the above areas after written correction by the instructor
	0 points lost				-5 points lost
Total Participation Requirements *per discussion thread*	The student answers the threaded discussion question or topic on one day and posts a second response on another day.				The student does not meet the minimum requirement of two postings on two different days
Early Participation Requirement *per discussion thread*	The student must provide a substantive answer to the graded discussion question(s) or topic(s), posted by the course instructor (not a response to a peer), by Wednesday, 11:59 p.m. MT of each week.				The student does not meet the requirement of a substantive response to the stated question or topic by Wednesday at 11:59 pm MT.

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