:Summarize management team’s vision for the success of this team.

Question:Question:Summarize management team’s vision for the success of this team. Based on what you have identified as the selected team’s particular strengths and weaknesses, which specific leadership strategies might you apply to ensure that the vision is ultimately successful? Why?Team Members:ElizabethNatalieKatelynWilliamSusanMichaelWho we want:Elizabeth-I feel Elizabeth should be on the team for the following reasons- She is enjoys collaboration, her attitude is positive, she has a big picture mindset, she is diplomatic and flexible, she has a positive leadership track record, She is motivated by a culture of trust and she wants to make the company a long term career.Natalie-I feel Natalie is Good fit because she is positive and ambitious, she has an ability to smooth out conflict quickly, she is an excellent communicator, a natural leader, she thrives in challenging situations, and she enjoys doing good work. I think Katlyn is a good fit because she demonstrates great knowledge and ability, she is driven and seeks promotion, she has high standards and strives for perfection, and she enjoys challenging tasks, and produces great work under pressure.William-I feel William is a good fit because he is a team player with a pleasant disposition. He is willing to Jump in and lead when necessary, relevant projects like this one motivate him, and he is veteran in his field of expertise.Susan-I feel Susan is a good fit because she is an excellent team player with a positive attitude. Her ultimate goal is a job well done, and she is motivated by knowing she made a positive difference.Michael-Michael will be a good fit because he strives to be a leader and motivator to his peers. He enjoys team collaboration and is known for bringing out the strengths in individuals in collaboration. He is tactful strategic thinker and is motivated by challenging complex tasks. Has the ability to see discrete portions of a project and can successfully integrate them into the project. Along with good people skills he demonstrates strong written communication.Motivation: Our selected team is motivated by different elements. Some by raises and bonus other by accolades and appreciation others by knowing they made difference and performance of a job well done. My thoughts are a bonus for all employees if the project is a success, in addition project team members will receive some paid time off. This will cultivate the encouragement and praise for those who thrive on it and stroke those who are motivated by making a difference for all. For those who like the limelight we will mount a large screen in the main lobby area running a slide show of the project as it progresses giving those who want recognition a boost in motivation. Finally management will clearly communicate that this project will strongly influence consideration for upcoming promotion and performance review specifically when it comes to pay increases.Given the group that we selected I think we need to focus more heavily on intrinsic reward system. According to our book Kenneth’s model of intrinsic motivation allows management to lead from choice, competence, meaningfulness, and progress. Allow of our six team members fall into at least one of these building blocks.Susan is motivated by knowing her work makes a difference. She feels accomplished when she knows she did something to improve the lives of others. (Meaningfulness).William is motivated by challenging tasks. He is also motivated when shown appreciation for the work he produces. (Competence)Katelyn is motivated by challenging tasks and by praise and public accolades. (Competence).Elizabeth is motivated by culture of trust in her abilities and work ethic. She thrives under a flexible management style that supports growth in her skills. She prefers to be treated as a peer rather than a subordinate. (Choice, Competence, and Progress).Michael is motivated by interesting and complex tasks. (Competence).Natalie is motivated by challenges and enjoys competitive opportunities where her skills and talents can take center stage. She enjoys doing great work. (Competence).Considering the fact that every member of the team we chose, extrinsic rewards would be an ineffective strategy to motivate this group. Plus our assignment overview says that we have a set budget for this project but it will most likely fall short.Reasons against using extrinsic rewards:1. Too much emphasis on monetary rewards.2. Rewards lack an “appreciation effect.”3. Extensive benefits become entitlements.4. Counterproductive behavior is rewarded. (For example, “a pizza delivery company focused its rewards on the on-time performance of its drivers, only to discover that it was inadvertently rewarding reckless driving.”)5. Too long a delay between performance and rewards.6. Too many one-size-fits-all rewards.7. Use of one-shot rewards with a short-lived motivational impact.8. Continued use of demotivating practices such as layoffs, across-the-board raises and cuts, and excessive executive compensation.