Assessment Feedback Form

Student Name Last name First Name

Student ID Code QM E-Mail

Module Details Module Code Module Title

Assignment Type (i.e. Journal Review/Essay)

Marker(s) (Initials) Provisional Mark(s) Late (days) Penalty Marks Deducted Overall Mark

Feedback
Excellent
Good
Adequate
Poor
Very Poor
Answers the Question and /or Develops an Argument

Structure

Theoretical and/or Factual Clarity

Analytical Content

Literature and Use of Sources

Appropriate Referencing

Occupational psychology contribution to innovative teams

Occupational psychology throughout the years has made its mark in the contemporary systems of management and organizations. Not only to the extent that it generates greater efficiency within the workforce but also it shows the pros and cons to each theory that contributes to the foundation of management it self. Through Bellbin’s teamwork theory, Freud’s theory of the unconscious mind and McClelland’s theory of motivation we can distinguish the idea and behavior of how individuals in innovative teams contribute to our contemporary organizations. Not only will this essay break down the specific advantages and disadvantages of each theory but it will also help develop in how the formation of teams are formed and how they are grouped.

Every individual have their own specific and unique personality that differentiates them and other people, though they might have the same motivation for instance being incredibly rich one day or just provide for their family because how they perceive their thoughts might be different to how we see them. As McClelland stated in his theory of motivation, motivation is based on the premise that people acquire or learn certain needs from their culture or how the behavior got started, such as influences from their family, peers, and what media have they been exposed to. Thus when the need becomes strong enough, the individual will work to satisfy it. It is important to recognize that any behavioral outcome is a function of determinants in both the person and the environment (McClelland, 1985). For example Fritz Heider (1958) uses the example of a man rowing a boat across a lake to get to the other side. Getting to the other side (the behavioral outcome) may be determined partly by the individual who is rowing or partly by wind currents blowing on the boat. If the man didn’t do anything and was just simply blown to the other side by wind, we would say that he had no intentional motivation to get to the other side, but if for instance it was a calm day and he rowed vigorously, we would attribute his behavioral outcome to get across Metaphorically this example can be seen as people being dead weight and just want to be carried by their peers (the wind) to achieve their common goal. Hence McClelland’s theory of motivation can help determine if individuals are fit to join teams- his theory is based on the mere fact of motivation of individuals and if individuals can work without the extra push this can help determine potential individuals to join a firm. Not only does this example determine a lot of factors like individual personality and desire in our contemporary organization but it also helps encourage people to think of ways to contribute to the team and not be useless like the example of the man rowing the boat, people will be discouraged to be lazy try help the organization grow. This is further argued by Weiner and Kukla (1970) that said, “if one succeeds when others fail, or fails when other succeed, the outcomes are attributed to the person” for example if only one person out of twenty people passes on a final exam the person is attributed the success rather than to the characteristics of the task. Hence individual