MAKING A DIFFERENCE IN THE TEAMWORK: LINKING TEAM PROSOCIAL     MOTIVATION TO TEAM PROCESSES AND EFFECTIVENESS
  

        In this article, they explain the importance of team motivation. There has been few studies on prosocial motivation and how it links to team motivation. Listed in the task-driven process of team cooperation, the model is tested on how the affect-based team, viability, team performance, team voluntary turnover and team organizational citizenship behavior is manipulated through team prosocial motivation. The models were based on 2 studies. First, a field study with three source data collected from 310 members of 67 work teams; second, laboratory experiment 124 four-person teams. In both studies, it shows that indirect effect on the teams requires greater task independence.
    It is especially relevant to pay attention to the motivation form (Grant, 2007). As it has been discovered, individuals can be motivated to work for different reasons. The difference between intrinsic motivation, and prosocial motivation is that prosocial highlights on social aspect of work and intrinsic motivation focuses on self or the task (Batson, 1998; Grant 2007). The goals of how team prosocial motivation relates to team effectiveness is not simply an aggregation of individuals, but a shared collective belief regarding the extent to their teams value.
Team prosocial motivation, team processes and team effectiveness at the individual level may help to promote effective team outcomes. At the same time, prosocially motivated team members tend to focus less on calculating their personal gains or losses (Meglino &Karsgaard, 2004). To reduce the workload of teammates and produce better teamwork output, try accomplishing undesirable yet meaningful tasks.