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Reply 1 Re: Topic 3 DQ 1 Servant leadership is centered on the idea

Reply 1

Re: Topic 3 DQ 1

Servant leadership is centered on the idea that the leaders focus on serving others therefore end up being leaders in their field. The focus is not on leadership but by providing a good example when serving and caring for the community, they earn the respect a true leader deserves.

A servant leader holds the qualities of empathy and commitment. Empathy is “understanding and sharing the feelings of followers which allows leaders to be at the level of the followers” (Thomas, 2018). It is important for people to feel as if their leaders or caregivers are on the same level and can understand what they are going through. This gains respect in a nurse-patient relationship and opens up communication allowing the patient to express their feelings, fears, etc. to the nurse. The more communication that happens between nurse and patient, the more the care plan can be tailored to the patient. Commitment is also important for the community to see that the servant leader will follow through on their roles. The commitment to the community allows the servant leader to “inspire and promote personal and professional growth and strive to identify ways to support this growth among staff” (Thomas, 2018). Both of these qualities, empathy and commitment, require good communication amongst nurse to patient.

Reference

Thomas, J., (2018). Chapter 3. Grand Canyon University (Ed.). Nursing Leadership & Management: Leading and Serving. Retrieved from: https://lc.gcumedia.com/nrs451vn/nursing-leadership-and-management-leading-and-serving/v1.1/#/chapter/3

Reply 2

 Topic 3 DQ 2

A team is said to be performance-driven when they are focused on their functions and duties to increase productivity and achieve their goals in a timely manner. Neuman (2014) described a performance driven team as one that has “a sense of purpose, open communication, trust and mutual respect, shared leadership, effective working procedures, building differences, flexibility and adaptability and continuous learning” (as cited in Grand Canyon University, 2018). According to GCU (2018), “a culture of trust and value is the foundation necessary for performance-driven teams to excel”. When leaders and followers are able to provide a conducive environment that everyone’s contributions are accepted, valued and factored in decision-making, the team will be highly motivated to achieve their set goals.

Lexico.com (2020) defined motivation as “the reason or reasons one has for acting or behaving in a particular way”. The two forms of motivation are intrinsic and extrinsic motivation. Intrinsic motivation comes from within the individual. It is when an individual is inspired to do something “because it is personally rewarding”. Extrinsic motivation on the other hand is when an individual completes a task because of outward influences such as reward or punishment.

References

Indeed (2019). Career development. Intrinsic vs. Extrinsic Motivation. Retrieved February 15, 2021 from https://www.indeed.com/career-advice/career-development/intrinsic-extrinsic-motivation

Lexico.com (2020). Motivation. Retrieved February 15, 2021 from https://www.lexico.com/en/definition/motivation

Grand Canyon University (Ed). (2018). Nursing leadership & management: Leading and serving. Retrieved from https://lc.gcumedia.com/nrs451vn/nursing-leadership-and-management-leading-and-serving/v1.1/

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