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People & Organisations

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Abundantly in practical terms and have sufficient reasons for this too as when I am highly aroused or excited, I naturally tend to engage in any activity that would bring down my excitement. In contrast, I tend to go out or watch wrestling when feeling too low. It is suggested that adjusting the arousal levels in such manner could be considered a natural tendency of a human being as too much arousal can impair one’s ability to achieve goals (Whitbourne, 2011). With reference to this theory, I can say that both extrinsic and intrinsic rewards would be important to me at the workplace though the extent to which they will individually matter to me differs slightly on certain levels. Monetary benefits hold huge importance for any person and also have the potential to enhance one’s living standard which is why extrinsic rewards in terms of attractive employment package would most certainly appear highly appealing to me in contrast to intrinsic rewards like doing something interesting or helpful to make any colleague’s day at the workplace. People are advised and motivated to maintain an optimal level of arousal as suggested by the arousal theory of motivation (Cherry, 2012; Prentiss, 2010), but again this depends on the person and situation in which he/she operates. Only extrinsic rewards would matter to me if I get to work in a situation where there will be less communication and people will keep to themselves. In contrast, I will also be keen to achieve intrinsic rewards by striving to help people if working in a close community where people help out each other.Given the importance of teamwork in the present fiercely competitive times, one should take extra care to review and assess all the possible kinds of team roles so that one would know how to behave and contribute when working in a team. Things often fall between the cracks at work when different team members’ thought processes are not sufficiently correlated which is when things are not completed and issues remain unresolved. Belbin suggested nine team roles responsible for team success after extensively studying teamwork for years (MindTools, 2012). Out of those nine team roles, I prefer thought oriented roles as I believe such roles can phenomenally boost work performance level and outcome prospects. Three types of people are discussed by Belbin under the heading of thought oriented roles namely Plant, Monitor-Evaluator, and Specialist. The Plant is the kind of person who envisages
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