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characteristics of performance-driven team

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Describe the characteristics of performance-driven team

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.
Yosia Simbolon
Posted Date
Mar 7, 2022, 12:40 AM
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Describe the characteristics of a 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.
The way a performance-driven team can be described is that they are a team comprised of a skilled specialized team who are goal-oriented and provide great results. But the difference between intrinsic and extrinsic motivation is that intrinsic is one that is personalized as you gain benefits for yourself for performing a task while extrinsic is completing a task to avoid penalties and also to receive rewards (Whitney, 2019). The reason this is important to understand when working with a team is that you must use the correct motivation to push your team. If you use an extrinsic approach while they are an intrinsic team, they will not perform as well and vice versa if it was an intrinsic team being motivated through an extrinsic approach.
Whitney, S. (2019). Applying Servant Leadership in Practice. Nursing Leadership & Management: Leading and serving. Retrieved March 6, 2022, from https://lc.gcumedia.com/nrs451vn/nursing-leadership-and-management-leading-and-serving/v1.1/#/chapter/3


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Sara Sanders
Posted Date
Mar 6, 2022, 9:43 PM


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Replies to Yosia Simbolon
Performance-driven teams can be described as a team that have a sense of purpose, utilize open communication, have developed trust and mutual respect amongst the team. Practice shared leadership. These teams are effective when completing procedures, they build their team on differences, are flexible and able to quickly adapt. Performance driven teams have a commitment to continuous learning. Leaders strive to maintain performance driven teams through building relationships and focus on patient care and satisfaction. (Thomas, 2018) Performance-driven teams’ success can be intrinsically motivated. The team’s motivation is driven through wanting success not for personal gain but for the team as a whole. When a team is extrinsically motivated they are focused on the rewards.
Grand Canyon University (Ed). (2018). Nursing leadership & management: Leading and serving. Retrieved from https://lc.gcumedia.com/nrs451vn/nursing-leadership-and-management-leading-and-serving/v1.1/


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Mirna Jurado
replied toSara Sanders
Mar 6, 2022, 11:36 PM
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Characteristics of performance-driven team
characteristics of performance-driven team


Replies to Sara Sanders
Hi Sara,
Good post. I’d like to add that from what I gathered was that intrinsic motivation does not require any outside rewards, compared to extrinsic which does. Intrinsic motivation is great for our field, as we care for people when they are in dire need of compassion and empathy.

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Replies to Sara Sanders
Hello Sara, I mixed up our definitions for a performance-driven team as I describe it as a team who is motivated by certain goals and is

Describe the characteristics of performance-driven team

skilled in their specialty while you said they are a trustworthy team which I could see as more of a strong team rather than a performance-driven team. Another thing I noticed was that your explanation of an intrinsic team is that they are there for personal gain and not as a whole but to me I see both as personal gains based on my description of the definitions. As they both talk about gains from their motivations, I can see intrinsic more team-oriented as they become more helpful in their motivation.
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Shiny Jolly Sebastian
Posted Date
Mar 5, 2022, 12:49 AM
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Replies to Yosia Simbolon
Coordinating and delivering safe, high-quality care necessitates dependable teamwork and collaboration both within and across organizational, departmental, technical, and cultural boundaries (Rosen et al., 2018). A performance-driven team shows many characteristic qualities like open communication, trust and mutual respect (Thomas, 2018) to provide efficient driven performance that meets and exceeds expectations as well as constantly improves itself through continuing education and innovation. In healthcare, a performance driven team would strive to achieve the highest quality of care while not compromising on patient satisfaction. Two types of motivation drive a performance driven team: intrinsic and extrinsic motivation.
Intrinsic motivation refers to motivational factors that lead an individual in a team to strive towards his/her best performance. It can be factors such as personal satisfaction in work, professional growth, competitive mindset and enhancing competencies can be compelling factors for self-driven intrinsic motivation.

Extrinsic motivation comes from external pressure or reward system engaged to drive individuals in a team to complete objectives. This can be factors such as promotions based on good work, fear of punishments such as termination of employment for bad work or downgrading from current position due to lack of performance.

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Characteristics of performance-driven team
characteristics of performance-driven team

For optimum team performance of a performance driven team, a careful balance between intrinsic and extrinsic motivators should be maintained by leadership and management. Too many negative pressure driven extrinsic motivation can lead to employees being stressed and burned out. Positive rewards given or achieved without much efforts or too soon can lead to employees feeling relaxed with no motivation to go further to improve themselves. In the absence of extrinsic rewards (money, promotion, and fringe benefits), intrinsic rewards (recognition) tend to be less relevant for nurses (Negussie, 2012). The right balance would keep the team striving for more successes while not pushing themselves over the limit or being a risk to patient safety. The combination would meet ideally all aspects of Maslow’s hierarchy of needs such as a sense of belonging, esteem and self-actualization which would draw the performance driven team to drive change and positive outcomes within the organization.

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