Survey: Individual Versus Team Rewards Purpose: Understand how you think teams should be rewarded and what best motivates your performance on a team project. When people work in teams, their performance can be rewarded using individual or team rewards or a combination of both types of rewards. Organizations vary on which types of rewards they use, and individuals vary on which type of rewards they prefer. Directions: Using the scale below, indicate the amount of agreement with each of the following statements about how teams should be rewarded. 1 2 3 4 5 Strongly Disagree Strongly Agree 1. I am more motivated when rewards are based solely on the team's performance. 2. I prefer to be rewarded based on my own performance, even when I am working on a team. S. I prefer to be rewarded for both my individual and team performance. 4. Team members work harder when they are equally rewarded. 5. It is not fair to give everyone on the team the same reward regardless of each person's performance. 6. Both individual and team rewards are necessary to motivate team members. 7. When working on a team, I prefer to be rewarded based on the team's performance. 8. I am more motivated by individual rewards than by team-based rewards. 9. My contribution to the team should be part of my individual performance evaluation and rewards, 7 10. Team members should share equally in the successes and failures of the team. _ 11. Even when I am working on a team, I want my individual performance evaluated and rewarded. 7 12. Evaluations from my teammates should help determine the rewards i receive on a team project. 7 13. It is fair to give equal rewards to team members based on the performance of the team. 7 14. People are less motivated in a team if they do not receive individual evaluations and rewards. 7 15. A combination of individual and team rewards is the best approach for rewarding teamwork. Scoring: Add Questions 1, 4, 7, 10, and 13 to obtain your preference for team rewards score. Add Questions 2, 5, 8, 11, and 14 to obtain your preference for individual rewards score. Add Questions 3, 6, 9, 12, and 15 to obtain your preference for a combination of individual and team rewards score. Discussion: What are the pros and cons of individual or team-based rewards? What problems are created when you work in a team with only individual or team rewards? What do these results say about your attitudes toward working in teams? Survey: Work Group Inclusion Purpose: Increase your awareness of how included you and members of the team feel. Inclusion comprises both feelings of belongingness and uniqueness. Beiongingness relates to having positive interactions with a group and feeling accepted by them. Uniqueness relates to feeling differentiated from the group and that these differences are valued. Directions: Using the scale that follows, indicate the amount of agreement with each of the following statements about yourself in the context of your team. 1 2 3 4 5 Strongly Disagree Strongly Agree 1. I am treated as a valued member of my work group. A2. I belong in my work group. A 3. I am connected to my work group. A 4. I believe that my work group is where I am meant to be. A 5. I feel that people really care about me in my work group. _ 6. I can bring aspects of myself to this work group that others in the group don't have in common with me. A 7. People in my work group listen to me even when my views are dissimilar. A 8. While at work, I am comfortable expressing opinions that diverge from my group. A 9. I can share a perspective on work issues that is different from my group members. A 10. When my group's perspective becomes too narrow, I am able to bring up a new point of view. Scoring: Add Questions 15 to obtain your belongingness score (between 5 and 25). The higher the score, the more you feel that you belong to your group. Add Questions 61 0 to obtain your uniqueness score (between 5 and 25). The higher the score, the more you feel that you are valued for your uniqueness in the group. Discussion: How included do members of the team feel? What team and organizational experiences have contributed these feelings of belongingness and uniqueness? What changes can be made to the team to increase feelings of inclusion