Our team is made up of people from different regions of the United States. Like the United States, different people or different regions of the country have different attitudes and values. Additionally, we naturally have different emotions and personalities. Despite all our differences, like the United States, we can strive to succeed and excel through collaboration, compromise, and adopting a team-first attitude. In terms of increasing team motivation, satisfaction, and performance, the composition of behavioral styles appears to have been naturally designed to motivate each other by strengthening each other's weaknesses. Each member brings a distinct personality with a variety of experiences that may be very different from those of other group members. As a result, the team is forced to understand exactly what these differences are before they can move forward on the path to success. Learning Team D has published their personal analysis of the assessments in this week's assignment. This includes the DISC tool, the Emotional Intelligence Assessment, and the Values ​​and Attitudes Assessment. According to the DISC Platinum Rule Behavioral Style Assessment, this team is made up of a good mix of people. We have two interactive members, two stable and one cautious type. There are four team members who share the same behavior style and among them, two share the label of "Go-Getter". Go-Getters choose their personal goals logically and methodically and set out to achieve them with enthusiasm and determination. Jason and Fred both mentioned that they sometimes left to “do their own work” when it came to completing group work. This could be both a gift and a curse, as a group's goal is to... middle of paper... considerably dangerous. The issues we might face were known from our previous experiences working in groups, so the team signed and agreed to a project charter that describes how specific issues such as free-riding, conflict resolution, and management delays will be processed. This allows the team to communicate well and be accountable for their individual actions, which creates an equitable atmosphere of learning and cooperation. This charter is how our success will be achieved, but the aforementioned interpersonal management is the foundation of everything we do. Reference pageMyers-Briggs Type Indicator. (2009). In Wikipedia, the free encyclopedia. Retrieved at 02:48, March 1, 2009, from http://en.wikipedia.org/w/index.php?title=Myers-Briggs_Type_Indicator&oldid=274833857Coleman, D (1995). Emotional intelligence: why it doesn't matter more than IQ. New York, NY: Bantam Book.