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The referencing and citing of scholarly work is mandatory to support the idea that is being presented in the participation discussion. ALL peer responses require an in text citation, a reference, and 6 or more sentences. References should be between 2018 to 2022.
Post 3:
Servant leadership theory states that managers or leaders are first servants and they lead by example. This theory puts employees or junior staff at the forefront of the system. The top priority of leaders is serving their juniors/team members. This framework focuses on employee welfare by empowering and uplifting them to achieve individual work targets. The fundamental principles of servant leadership include valuing others’ welfare over personal interest. Similarly, it portrays the leaders’ willingness to serve and support those under them to be successful. The model’s main aim is to ensure that everyone meets their targets (Whitney, 2018).
Some of the qualities of servant leadership include empathy, active listening, and direct engagement. Active listening enables leaders to understand their colleagues or juniors much better. it shows that they are open to the discussion thus stimulating good conversations. Direct engagements involve practically participating in normal chores. Leaders practicing this work hand in hand with their juniors toward a specific course. They take lead in practical work to help steer the group in the intended/required direction. Servant leadership can be incorporated into interprofessional communication to improve patient care (VanBenschoten, 2020).
Servant leadership encourages honest and open communication between professionals from diverse backgrounds thus enhancing understanding and improving output. Healthcare professionals can ask for assistance from colleagues when they encounter cases they do not understand or never experienced before. This enables them to acquire appropriate insights that help them effectively tackle such issues. Direct engagement enhances understanding thus improving patient care outcomes (Whitney, 2018).
Servant leadership enables team members to lead through the guidance of the team leader. Its main objective is to ensure that everyone achieves success. This model encourages team collaboration as members work hand in hand to meet targets. Servant leadership focuses on uplifting and empowering others to succeed rather than individual entitlement and gains (VanBenschoten, 2020). It is essential in interprofessional communication since it facilitates healthy and open engagements thus creating a strong connection among healthcare professionals of diverse specialties. It also encourages teamwork hence improving patient care delivery and outcome.
References
VanBenschoten, B. (2020, November 25). What is servant leadership and how to apply it? Www.nsls.org. https://www.nsls.org/blog/what-is-servant-leadership-and-how-to-apply-it
Whitney, S. (2018). Nursing leadership and management: Leading and serving. Retrieved fromhttps://www.gcumedia.com/digital-resources/grand-canyon-university/2018/nursing-leadership-and-management_leading-and-serving_1e.php
Post 4:
A servant-leader promotes diversity of ideas; diversity is comprised of numerous characteristics. It transcends gender, color, ethnicity, sexual orientation, and political and religious convictions. It's about a different way of thinking. When tasked with driving the needle forward, servant-leadership encourages everyone to think creatively and considers all viewpoints. The ultimate conclusion is the result of group collaboration and idea exchange (McDaniel, 2022). A servant-leader embraces and considers everyone's opinion. A servant leader has a selfless perspective; Great hero leaders assist the success of others and make everyone feel valued and that their contributions count to the success of the organization as a whole. Great leaders effect change in numerous ways, but it is their altruism that eventually enables them to expand their enterprises and leave a lasting legacy (Savel & Munro, 2017).
A servant leader fosters leadership in others. Leaders who comprehend the importance of developing a strong team recognize the need to cultivate the next generation of leaders. There are numerous methods for fostering leadership, including coaching, mentoring, and development. Take the time to teach someone the ropes, offer words of support, and respond to the questions these aspiring leaders may have (Best, 2020). Great leaders are generous. Great leaders can assemble a broad group of individuals from all areas of life. A servant leader establishes a culture of trust by effectively expressing the mission, values, and vision of the organization to all employees.
Interprofessional communication in providing patient care can be improved by a servant leader's dedication to attentively listening and comprehending what other healthcare professionals are saying.
Empathy; Here, servant leaders seek to comprehend the intents and viewpoints of other healthcare professionals. The servant-leader can demonstrate empathy by temporarily setting aside their own perspective, valuing the viewpoints of others, and approaching issues with an open mind.
References
Best, C. (2020). Is there a place for servant leadership in nursing? Practice Nursing, 31(3), 128-132. https://doi.org/10.12968/pnur.2020.31.3.128
McDaniel, M. (2022). Servant leadership and its vulnerability. The Palgrave Handbook of Servant Leadership, 1-19. https://doi.org/10.1007/978-3-030-69802-7_2-1
Savel, R. H., & Munro, C. L. (2017). Servant leadership: The primacy of service. American Journal of Critical Care, 26(2), 97-99. https://doi.org/10.4037/ajcc2017356
Post 5:
A team is a group of people who collaborates to achieve specific objectives. A “performance-driven team”, therefore, refers to a“high-performing team” whose results are always consistent and exceed their expectations. Members of this kind of team are so enthusiastic about every aspect or matter concerning the group. Secondly, they are dedicated to the success of the group. They tackle every work assigned to the detail. Thirdly, members have the freedom or power to make decisions on behalf of the team without seeking permission from anybody. This implies that all members have equal rights in decision-making. Besides this, they have a kind of open forum where everyone can communicate without restriction. Fourthly, members work together hand in hand to the end. They assist one another to ensure that everyone is on the same page. Finally, members have shared visions. They operate in unison toward specific goals (Rohia, 2022).
Intrinsic motivation involves performing a task for personal gain. On the other hand, extrinsic motivation makes people do certain things to get an award, as a punishment, or to avoid punishment. Intrinsic motivation is self-driven while extrinsic is influenced by external factors. Excessive and insincere praises or rewards can derail one’s inner desires thus decreasing intrinsic motivation. Rewards can improve extrinsic motivations. Someone can end up performing duties they do not like or enjoy just because they are paid to do so (Li, 2019). Intrinsic is concerned with personal values while extrinsic is concerned with the impact on personal status. One has control over intrinsic motivation which may be absent in extrinsic. Intrinsic motivation is internally initiated hence enjoyable and entertaining. Extrinsic motivation is conditional and might not be pleasant since one is compelled to do a task. Both intrinsic and extrinsic motivations should be employed in leadership and management to address various aspects of teams. However, they should be used sparingly to avoid negative implications on performance. For instance, inducing little pressure is effective in motivating team members to perform efficiently. On the contrary, too much pressure can cause anxiety and stress thus hindering effective contribution (S, 2020).
In conclusion, external and internal factors are responsible for teams’ performance. Performance-driven teams are results-oriented and hence go overboard to achieve their set goals. These teams allow freedom of speech. Team members collaborate in their work to bring everyone on board. Intrinsic motivation is self-initiated while extrinsic originate from external factors. Intrinsic motivation fulfills personal interests and desires. On the contrary, extrinsic motivation fulfills personal status. The two approaches should be applied sparingly in leadership and management to enhance team performance.
References
Li, P. (2019, May 13). Intrinsic and Extrinsic Motivation - What’s the difference (And how to get motivated) - ParentingForBrain. ParentingForBrain. https://www.parentingforbrain.com/difference-between-intrinsic-and-extrinsic-motivation/
Rohia. (2022, April 1). 5 Characteristics of a High-Performance Team. Engagedly. https://engagedly.com/5-characteristics-of-a-high-performance-team/
S, S. (2020, June 15). Difference between Intrinsic and Extrinsic Motivation (with Comparison Chart). Key Differences. https://keydifferences.com/difference-between-intrinsic-and-extrinsic-motivation.html
Post 6:
Evaluating the characteristics of a performance-driven team, one would be able to identify these teams to have a trusting relationship with one another. Having this trust allows each member to feel comfortable, communicate their own ideas, and allow for growth and feedback within the team. The team is then able to work together towards a common goal or objective and success is achieved. This then motivates the team in many ways. Individuals require an extrinsic motivation style while others perform better with an intrinsic motivation style. However, altogether they can work together toward one goal.Intrinsic motivation comes from within, while extrinsic motivation arises from outside. Extrinsic motivation is where individuals do the activity to get an external reward in return. Goals for these individuals are focused on an outcome and do not satisfy your basic psychological needs. There goals involve external gains, such as money, fame, power, or avoiding consequences.(Santos-Longhurst, 2019) Intrinsic motivation is where individuals do activity because it is internally rewarding. They may do it because it is fun, enjoyable, and satisfying. Goals within this motivation come from within and the outcomes satisfies the basic psychological needs for autonomy, competence, and relatedness. (Santos-Longhurst, 2019) It is important to understand these types of motivations styles when it comes to working as a team. Everyone requires motivation for each style to achieve the main goal of success. This gives area for growth, advancements, and idea strategies for the team. When these styles are not highlighted or recognized the person may not express ideas, thoughts, or communicate their part to the team causing them to feel introverted from the team and perform poorly
Reference:
Santos-Longhurst, A. (2019, February 12). Intrinsic Motivation Theory: Overview, Factors, and Examples. Retrieved from https://www.healthline.com/health/intrinsic-motivation#factors