Applying Servant Leadership in Team Performance by use of Motivation
Performance of a team depends on each member’s competencies which can be optimized by use of motivation. Servant-Leaders use motivation to ensure high performance by serving them first through help and supporting them. Servant-leadership entails caring and listening to the members to build an organization.
Characteristics of Performance-driven Team.
A performance driven team in involves execution of strategies by use of leadership and managerial models. Ellis (2018) stated that for effective performance by a team it entails that there should be trust which is prime in every team, achieved through communication. Setting of clear goals, clarifying them to members, through ensuring understanding hence facilitating goal orientation by knowing they are working toward a common goal. Communication is essential in all team members and it should be clear and open communication Ellis (2018). Every member is entitled to know any information concerning the group. Conflict management by use of team decision making process whenever a crisis arises and should involve all members.
Intrinsic and Extrinsic Motivation
“Motivation initiates, sustains and directs performance of action” Grohar-Murray, DiCroce, Langan (2016). External motivation arises from within the individual or from without the individual. Involves all causes existing outside the individual like those controlled by the manager for instance the working conditions. Internal motivation are the needs and desires that exist within an individual.
Importance of Motivation in Team Performance: Different people are motivated by different incentives, what motivates an individual at one time will not necessary motivate them all the time. Motivated team members are more likely to be more productive than non-motivated members. Knowledge of what motivation is and how it can be applied is an important aspect of leading and managing. The content theory of motivation emphasizes on an individual rewards that satisfy their needs.
Conclusion.
A Servant-leader should understand and seek to know the intrinsic motivations of employees first before the extrinsic and combining the two types for effective leadership.
References
Ellis, P. (2018). Leadership, management and team working in nursing. Learning Matters.
Grohar-Murray, M. E., DiCroce, H. R., & Langan, J. C. (2016). Leadership and management in nursing. Pearson.
Howatson-Jones, I. L. (2004). The servant leader. Nursing Management, 11(3).
Sansone, C., & Harackiewicz, J. M. (Eds.). (2000). Intrinsic and extrinsic motivation: The search for optimal motivation and performance. Elsevier.
