NRS 451 Describe the characteristics of performance-driven team

Grand Canyon University NRS 451 Describe the characteristics of performance-driven team-Step-By-Step Guide

This guide will demonstrate how to complete the Grand Canyon University NRS 451 Describe the characteristics of performance-driven team assignment based on general principles of academic writing. Here, we will show you the A, B, Cs of completing an academic paper, irrespective of the instructions. After guiding you through what to do, the guide will leave one or two sample essays at the end to highlight the various sections discussed below.

How to Research and Prepare for NRS 451 Describe the characteristics of performance-driven team                            

Whether one passes or fails an academic assignment such as the Grand Canyon University NRS 451 Describe the characteristics of performance-driven team  depends on the preparation done beforehand. The first thing to do once you receive an assignment is to quickly skim through the requirements. Once that is done, start going through the instructions one by one to clearly understand what the instructor wants. The most important thing here is to understand the required format—whether it is APA, MLA, Chicago, etc.

After understanding the requirements of the paper, the next phase is to gather relevant materials. The first place to start the research process is the weekly resources. Go through the resources provided in the instructions to determine which ones fit the assignment. After reviewing the provided resources, use the university library to search for additional resources. After gathering sufficient and necessary resources, you are now ready to start drafting your paper.

How to Write the Introduction for NRS 451 Describe the characteristics of performance-driven team                          

The introduction for the Grand Canyon University NRS 451 Describe the characteristics of performance-driven team  is where you tell the instructor what your paper will encompass. In three to four statements, highlight the important points that will form the basis of your paper. Here, you can include statistics to show the importance of the topic you will be discussing. At the end of the introduction, write a clear purpose statement outlining what exactly will be contained in the paper. This statement will start with “The purpose of this paper…” and then proceed to outline the various sections of the instructions.

How to Write the Body for NRS 451 Describe the characteristics of performance-driven team                          

After the introduction, move into the main part of the NRS 451 Describe the characteristics of performance-driven team  assignment, which is the body. Given that the paper you will be writing is not experimental, the way you organize the headings and subheadings of your paper is critically important. In some cases, you might have to use more subheadings to properly organize the assignment. The organization will depend on the rubric provided. Carefully examine the rubric, as it will contain all the detailed requirements of the assignment. Sometimes, the rubric will have information that the normal instructions lack.

Another important factor to consider at this point is how to do citations. In-text citations are fundamental as they support the arguments and points you make in the paper. At this point, the resources gathered at the beginning will come in handy. Integrating the ideas of the authors with your own will ensure that you produce a comprehensive paper. Also, follow the given citation format. In most cases, APA 7 is the preferred format for nursing assignments.

How to Write the Conclusion for NRS 451 Describe the characteristics of performance-driven team                          

After completing the main sections, write the conclusion of your paper. The conclusion is a summary of the main points you made in your paper. However, you need to rewrite the points and not simply copy and paste them. By restating the points from each subheading, you will provide a nuanced overview of the assignment to the reader.

How to Format the References List for NRS 451 Describe the characteristics of performance-driven team                            

The very last part of your paper involves listing the sources used in your paper. These sources should be listed in alphabetical order and double-spaced. Additionally, use a hanging indent for each source that appears in this list. Lastly, only the sources cited within the body of the paper should appear here.

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Sample Answer for NRS 451 Describe the characteristics of performance-driven team

Re: Topic 3 DQ 2

Dependable teamwork and collaboration are required to plan and deliver safe, high-quality care across organizational, departmental, technical, and cultural boundaries (Rosen et al., 2018). In order to deliver effective driven performance that meets and exceeds expectations as well as continuously improves itself through continuing education and innovation, a performance-driven team demonstrates many characteristic qualities like open communication, trust, and mutual respect (Thomas, 2018). A performance-driven team in healthcare would work to provide the best possible treatment without sacrificing the needs of the patients. A performance-driven team is driven by both innate and external incentives.

Intrinsic motivation refers to the driving forces behind a team member’s desire to give his or her best effort. Personal job satisfaction, professional advancement, a competitive spirit, and skill-building initiatives can all be powerful motivators for self-driven intrinsic motivation. Extrinsic motivation results from external pressure or a reward system that is used to push members of a team to achieve goals. This can be caused by a variety of things, including promotions for good work, and the anxiety of facing consequences like losing your job for poor performance or being demoted from your existing position due to poor performance.

Leadership and management should carefully maintain a balance between internal and extrinsic motivators for the best possible team performance on a performance-driven team. Employee stress and burnout can result from excessive extrinsic motivation generated by negative pressure. Positive reinforcement that is offered or accomplished too quickly, with little effort, might make workers feel relaxed and unmotivated to continue working on improving themselves. Intrinsic rewards (recognition) are frequently less significant for nurses in the absence of extrinsic rewards (money, promotions, and fringe benefits) (Negussie, 2012). The correct amount of tension would keep the team pushing for further accomplishments without going too far or endangering patient safety. Maslow’s hierarchy of wants, including a sense of belonging, esteem, and self-actualization, would be optimally satisfied by the combination, which would inspire the performance-driven team to promote change and successful outcomes inside the firm.

A performance-driven team is one that is composed of a skilled specialized team that is goal-oriented and produces excellent results. The difference between intrinsic and extrinsic motivation is that intrinsic motivation is personalized because you gain benefits for yourself by completing a task, whereas extrinsic motivation is completing a task to avoid penalties as well as to receive rewards (Thomas, 2018). This is critical to understand when working with a team because you must use the appropriate motivation to push your team. If you use an extrinsic approach on an intrinsic team, they will not perform as well, and vice versa if an extrinsic approach is used on an intrinsic team.

References:

Demissie, N., & Demissie, A. (2013, March 23). Relationship between leadership styles of nurse managers and nurses’ job satisfaction in Jimma University Specialized Hospital. Ethiopian journal of health sciences. Retrieved from https://pubmed.ncbi.nlm.nih.gov/23559838/ 

Rosen, M. A., DiazGranados, D., Dietz, A. S., Benishek, B. E., Thompson, D., Pronovost, P. J., & Weaver , S. J. (2018, May). Teamwork in healthcare: Key discoveries enabling safer, high-quality care. The American psychologist. Retrieved from https://pubmed.ncbi.nlm.nih.gov/29792459/ 

Thomas, J. S. (2018). Applying Servant Leadership in Practice. Nursing Leadership & Management: Leading and serving. Retrieved from https://lc.gcumedia.com/nrs451vn/nursing-leadership-and-management-leading-and-serving/v2.1/#/chapter/3

Sample Answer 2 for NRS 451 Describe the characteristics of performance-driven team

Characteristics of a performance-driven team include honesty, creativity, discipline, humility, and curiosity. A performance-driven team share common principals, such as shared roles, clear roles, effective communication, measurable processes and outcomes, and last but not least, leadership. They are committed to the same purpose, set of performance goals and share the same approach in which they hold themselves mutually accountable. When the team is “performance-driven”, they consistently exceed expectations and goals. Components of a performance-team are open communication, diverse, complimentary skill sets, accountability, flexibility, adaptability, and continuous learning. Skill sets are key, technical, interpersonal, and decision making. A performance driven team uses these skills to attain their goals.

Intrinsic motivation comes from within an individual. Motivation comes from enjoying what one does and brings personal satisfaction. External motivation comes from gaining an external reward, such as recognition in the workplace.

Reference

Babiker, A., El Husseini, M., Al Nemri, A., Al Frayh, A., Al Juryyan, N., Faki, M. O., Assiri, A., Al Saadi, M., Shaikh, F., & Al Zamil, F. (2014). Health care professional development: Working as a team to improve patient care. Sudanese journal of paediatrics, 14(2), 9–16.