Answer

Features of Performance-Driven Team

A team which is performance driven comprises of members who are in agreement and work in partnership with shared goal and company vision, challenge and hold one another responsible so as to attain a significant and outstanding (Legault, 2016). Some philosophies are of the view that this kind of performance motivated team do hardly happen with a big bang, they are somewhat formed and achieved. There are several characteristics of a performance driven team. Among them include:

Sense of Determination

A performance motivated team have shared vision, purposes and principles. There is a sturdy emphasis on outcomes and resolutions, a good sense of priorities, and understanding regarding the guidelines.

Open or Free Communication

Each member of the team expresses their opinions and feelings agreeably, and problems are determined regularly and correctly. In such a team, dialogue is indorsed between the members to encourage positive relationship in a work environment.

Trust and Respect

The team members are engaged to respect and support one another. Truthfulness and honesty are some of the factors that the team encourages.

Mutual Leadership

When the official leader aids as the teacher and guide to the team, the members are made to adopt leadership responsibilities in relation to the duty imminent and the requirements of the team.

Operative Working Processes

The team understands how to collect, coordinate and evaluate data. They inspire originality, risk-taking, and implement appropriate planning.

Resolve Difference

The team improves the abilities, information and personal capabilities of the members. People seek dissimilar standpoints and utilize outside resources.

Adaptability

The team see alterations as great opportunities, they share tasks, and they are inclined to constant improvement with much flexibility.

Constant Learning

The group members inspire challenging and penetrating questions, learn from their practices and blunders, and inspire development of other group members.

Motivation can be categorized either as extrinsic or intrinsic. This implies it can originate from outside or inwardly. This is the performance of an activity to justify self-satisfaction rather for some significance, or being involved in behavior or actions for personal benefits or rewards and occasionally just to be clear of a penalty. It is regularly done by an individual who is inherently inspired for the excitement of the challenge instead of external forces or rewards (Legault, 2016). On the contrary, extrinsic motivation happens when an action is done to attain a separable result, it is achieved for the aim of getting a benefit for an accomplishment. For example, monetary benefit such as salary increase, bonuses, paybacks or gift cards or open gratitude from members. In this case an individual operates in confidence of benefiting an outside reward (Legault, 2016).

In conclusion, it is recommended for the nurse manger to appreciate the forms of motivation every team member has, either intrinsic or extrinsic before allocating duties to them, to evade challenges that could affect the efficiency of the team’s presentation.