Aussie pooch mobile case study pdf

Another interesting composition in proactive personality is diversity. Performance of team members on their job activities with a similar personality will be less successful compared to the team members in unique attributes who boosts the necessary requirement of the team and achieves their goal faster. Low diversity team members are less likely to present their ideas and unlikely to be part of the team success. Whereas, high diversity team members will support each other on charge and shape the environment very smooth. Passive members feel they are highly contributors to the task and might get frustrated on colleagues to adapt rather than changing themselves. Differences in the proactive people may disturb the overall environment of the team relationships and can expect this negative effect of the diversity should have favorable norms.

Part 2: Team Identity. Team identity is a team goal refers to who they want to be in the future and what they want to achieve. In all the times, group of people cannot work together as a unit to achieve better and sometimes clashes will arise from their personal reasons as everyone has their own feelings running on their head. It is important to treat them all fairly and necessary to give considerable importance. Employees who thought themselves treated unfair will look forward to work with unhealthy attitude and result in missing the achievable goals. Employees who perceive a lower level of justice will show decrease in their level of efforts and result in counterproductive behaviors. Most organizations do treat the employees fair with right justice for their better growth over the time even though team members should follow the order given by their manager. Most organizations changed a little bit hierarchy to adapt their teams as accountable with each other and work interdependent to reach the common goal(Bosch-Sijtsema, Fruchter, Vartiainen, & Ruohomaki, 2011). Attaching to a certain group may initiate naturally by over time, purposeful planning and hardship. Giving peer justice on each other is a good identity to work interdependent and as an effective unit. Improving team identity is very important on reaching the specific goals and the team success in any organization.

References

Bosch-Sijtsema, P. M. (2011). A framework to analyze knowledge work in distributed teams. Group & Organization Management, 275-307.

Govoni, N. A. (2013). Designing brand identity: an essential guide for the whole branding team.

Marks, M. A. (2001). A temporally hased framework and taxonomy of team processes. Academy of Management Review.