Thus to achieve effectiveness it will b instrumental

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how one department’s efforts complement the other. Thus, to achieve effectiveness, it will be instrumental to examine Rubin, Plovnick, and Fry's GRPI and The Hackman team models (Salas, Eduardo, et al 6) . Rubin, Plovnick, and Fry proposed a model known as the GRPI team effective model to stand for goals, roles, processes, and interpersonal relationships. The company with well-defined goals achieves desired results. Notably, J. Fernandez Marketing upper management and team leaders need to lay out clear communicated priorities and expectations for their teams. Furthermore, both the veteran and a new member of the team get conversant with assigned roles and responsibilities. The model will aid our team leaders to develop work procedures as well as gaining knowledge on the best decision-making process. As a result of the model's simplicity, interpersonal relationships will be achieved through good communication, flexibility, and trust. Hackman proposed a team effectiveness model of great performances that revolve around five pillars. The model encourages a real team as opposed to a nominal team. Effective teams clearly state all interdependent team members where the membership is moderately stable. For example, our marketing team will depend on the digital media team in actualizing their plan by creating digital media products. Likewise, the digital media team will require input from editors to achieve accuracy. In this case, members work in a compelling direction that involves setting challenging goals. Thus, the model motivates members to strive to work together to address anticipated consequences (Salas, Eduardo, et al 6). Therefore, J. Fernandez Marketing team leaders need to approve and allocate tasks to avoid conflict of commands. According to Hackman, J. Fernandez Marketing team leaders need to provide adequate information, resources, and rewards to their subsequent teams to achieve effectiveness.
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Surname 4 Extrinsic motivation
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