Topic 3 DQ 1
Describe the fundamental principles of servant leadership. Present two qualities of servant leadership and explain how they support interprofessional communication in providing patient care.
Topic 3 DQ 2
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.
TOPIC 3 DQ 1 Expert Answer and Explanation: Servant Leadership
Fundamental Principles of Servant Leadership
Like the name suggests, servant leadership is leadership in which the managers or leaders focus on serving their subjects, unlike the traditional leadership models where leaders are expected to thrive over other workers in organizations (Spears & Lawrence, 2016). Among the fundamental principles of Servant leadership is listening, where leaders are tasked with appreciating the concept of two-way communication in their organizations (Smith, Minor, & Brashen, 2018). Servant leaders who want to be effective need to keenly listen to the concerns of staff members and act keenly on all the information they receive. Other fundamental principles of servant leaders include empathy, awareness, healing, stewardship and commitment to growth.
Qualities of Servant Leadership and how they Support Interprofessional Communication in Care
One of the crucial qualities of servant leadership is employee involvement. Unlike in many other leadership styles where the board of directors or the CEO has complete say on the direction of the organization, servant leadership advocates for the engagement of employees in making general decisions (Smith, Minor, & Brashen, 2018; Spears & Lawrence, 2016). Another pillar of servant leadership is effective communication with colleagues. A leader who does not communicate efficiently and claims to encourage the employees to take up leadership positions (and hence foster servant leadership) is possibly leading wrongly (Smith, Minor, & Brashen, 2018). Servant leaders need to constantly communicate with their team members to help them always appreciate the priviliges and duties they are given under the servant leadership model. Interprofessional care givers such as nurses and physician can also participate in the servant leadership model efficiently if there is proper communication.
References
Smith, G., Minor, M., & Brashen, H. (2018). Spiritual Leadership: A Guide to a Leadership Style That Embraces Multiple Perspectives. Journal of instructional research, 7, 80-89.
Spears, L. C., & Lawrence, M. (Eds.). (2016). Practicing servant-leadership: Succeeding through trust, bravery, and forgiveness. John Wiley & Sons.
Topic 3 DQ 2: Performance Driven Teams and Motivation
Characteristics of a Performance-Driven Team
The biggest characteristic of a performance-driven team is a sense of purpose. Companies or groups with a common shared vision is one of the biggest reasons why their employees work collaboratively in achieving the goals. Team members need to have a sense of purpose for them to work efficiently in achieving their goals (Lin et al., 2020). Performance-driven teams also have effective working procedures in which they can gather and organize their information. Trusts and mutual respect is also a key quality of a performance driven team. Members need to show honesty to each other by giving feedback to improve the performance of each other.
Intrinsic Vs. Extrinsic Motivation
Intrinsic motivation happens when individuals do something because they find it interesting or because they love it. It is an internal form of motivation where people want to achieve various goals because of personal gratification (Putra, Cho, & Liu, 2017). On the other hand, extrinsic motivation happens when people want to do something because it has an external reward such as fame, money or praise. Extrinsic motivation also drives individuals to do things that protect them from external undesirable things.
Why it is Important to Understand the Types of Motivation in Team Performance
Team performance is crucial to allow people to achieve higher goals in the company. Identifying the different types of motivation also helps in streamlining the efforts of team players. For example, if the company manager realizes that most people are able to deliver positive results when they are given incentives for doing the work, it is clear that the external motivation is the one building more on the performance, and hence there should be increased investment towards the same.
References
Lin, C. P., Liu, C. M., Liu, N. T., & Huang, H. T. (2020). Being excellent teams: managing innovative climate, politics, and team performance. Total Quality Management & Business Excellence, 31(3-4), 353-372.
Putra, E. D., Cho, S., & Liu, J. (2017). Extrinsic and intrinsic motivation on work engagement in the hospitality industry: Test of motivation crowding theory. Tourism and Hospitality Research, 17(2), 228-241.
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