Below is a discussion post done by someone. Please read and respond whether agree or disagree with supporting details explaining why? one of the sources must be a peer-review.
A performance-driven team is made up of people who share the same values and strive toward the same objectives. They push one another to provide great results and amazing results by holding one another accountable (Rabkin & Frein, 2021). Some schools of thinking contend that rather than forming spontaneously, performance work teams are more often developed and managed. Excellent nurses and supportive staff form the core of performance-driven teams, and they collaborate to deliver the highest caliber of patient care and achieve the best possible results. Setting clear objectives and targets that each team tries to achieve is one of the critical elements to this endeavor’s success. Additionally, it’s important to understand each member of the professional team’s role and how they contribute. Thirdly, it is essential to establish communications that are transparent and accessible to everyone (Sherman, 2015). Being able to make wise decisions and making sure that everyone on the team is involved both help to nurture these traits, to put it bluntly. The entire success of the team is aided by trust and a strong corporate culture. Effective professional-driven teams are the consequence of diversity, efficient management, and participatory leadership.
An important concept is intrinsic motivation, which describes how an act is carried out through self-motivated without any anticipation of reward or gain. The only reason the action was taken was because someone wanted to. Extrinsic motivation, on the other hand, is when a person acts in order to get approval, receive compensation, or avoid suffering a negative outcome (LaFerney,2018). Both intrinsic and extrinsic motivation are possible. An example of extrinsic motivation would be a nurse returning to school to increase her education in order to obtain a better nursing post and higher salary. Alternatively, the same nurse might enjoy learning and expanding her nursing expertise to improve herself and the patients she takes care of, which would result in intrinsic drive (LaFerney, 2018) Extrinsic and intrinsic drives must thus be balanced in a healthy way. As a result, every team member needs to be passionate about what they do, eager to learn new things and advance their education, and eager to lend a helping hand without expecting anything in return.
When someone acts out of self-interest and for their own satisfaction, they are exhibiting intrinsic motivation. The direct reverse is true with extrinsic motivation. When someone is motivated to act in a certain way because they hope to receive a benefit in the end, this is known as extrinsic motivation. Personally, I occasionally use extrinsic incentive and other times I use intrinsic motivation. Just the circumstances will determine.
it is important in understanding the types of motivation because it increases dedication from employees: Employees will often provide their best effort to the tasks that are allocated to them when they are motivated to work. Increased contentment among employees: Every business should prioritize employee satisfaction because it can foster the business’s expansion. Ongoing employee development: A person’s self-development and ability to achieve personal goals can both be facilitated by motivation. When a worker achieves some first objectives, they become aware of the obvious connection between effort and outcomes, which further encourages them to keep working hard. Improved employee efficiency: The effectiveness of a worker is not solely determined by their skills or credentials. An employee must be able to balance their willingness to want to execute the task with their ability to do so in order for the organization to receive the greatest outcomes. An increase in productivity and an improvement in efficiency can result from this equilibrium.
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