Dawn Manza
Capella University
NURS-FPX9100: Defining the Nursing Doctoral Project
Prof. Laurel Pilkington
February 21, 2022
Practicum Site Team Effectiveness
Table 1. Best Practice Team Behaviors
| Best Practice | Frequency
Rating |
Examples That Support Your Rating |
| Commitment to excellence | 4 | The team members maintain optimistic attitudes that remind them to remain committed to excellence throughout the project (Zajac et al., 2021). |
| Well-defined roles and responsibilities | 3 | The project manager allocates roles such as setting up the plans for the research, recording participants’ responses, and contributing ideas on the best ways to analyze results. |
| Effective communication | 4 | Every member understands the need for timely, accurate, and complete information on the scope, deliverables, and the various aspects of the project that influence the outcome. Members also actively listen to each other and stay focused to contextualize ideas and maintain a conducive working environment (Risen et al., 2018). |
| Shared knowledge and skills | 4 | Members share knowledge and skills as part of the efforts to ensure that everyone stays up to date on the project’s scope. The team leader provides information and the time required to complete tasks. The members share insights into the best ways to accomplish tasks (Schumtz et al., 2019). |
| Shared goals | 4 | Everyone in the team understands the impact of the project on the quality and safety of care. individual interests do not supersede the overall goal of the project considering the willingness to embrace tough conversations about improving processes throughout the project (Rosen et al., 2018). |
| Mutual respect (Buljac-Samardzic et al., 2020). | 4 | Mutual respect is evident from members’ commitment to avoiding blackmails, pointing out others’ mistakes, or complaining about their colleagues behind their backs. |
Sub-Optimal Behaviors or Areas of Concern
Hierarchies could jeopardize the decision-making process. The strategy for addressing the concern is the team leader emphasizing the team’s commitment to maintaining an inclusive atmosphere where everyone’s ideas are important in improving the quality and safety of care (Zajac et al., 2021). The second sub-optimal behavior is members’ reluctance to participate in the project due to their busy nature. The strategy to address the issue is to remind the participants about their professional aspirations and the need to be part of initiatives that help them overcome safety and quality issues in their organization (Rosen et al., 2018). The third concern is about members’ emotional weaknesses that expose the team to escalating conflicts. In this case, it is crucial to remind everyone about the value of self-awareness and regulation to avoid attitudes and behaviors that elicit an unconducive working environment.
References
Buljac-Samardzic, M., Doekhie, K., & Wijngaarden, J. (2020). Interventions to improve team effectiveness within health care: A systematic review of the past decade. Human Resources for Health, 18(2), 1-40. https://human-resources-health.biomedcentral.com/articles/10.1186/s12960-019-0411-3
Rosen, M., Granados, D., Dietz, A., Benishek, L., Thompson, D., Pronovost, P., & Weaver, S. (2018). Teamwork in healthcare: Key discoveries enabling safer, high-quality care. American Psychologist, 73(4), 433-450. https://www.ncbi.nlm.nih.gov/pmc/articles/PMC6361117/
Schumtz, J., Meier, L., & Mnaser, T. (2019). How effective is teamwork really? The relationship between teamwork and performance in healthcare teams: a systematic review and meta-analysis. BMJ Open, 9, 1-15. https://bmjopen.bmj.com/content/bmjopen/9/9/e028280.full.pdf
Zajac, S., Woods, A., Tannenbaum, S., & Salas, E. (2021). Overcoming challenges to teamwork in healthcare: A team effectiveness framework and evidence-based guidance. Frontiers in Communication, 6, 1-20. https://www.frontiersin.org/articles/10.3389/fcomm.2021.606445/full