Currently, there is a proliferation of studies examining group and team dynamics, as an increasing number of organizations are incorporating group and team-based structures. Extant literature has provided mixed findings regarding the influence of reward structures on various team outcomes. E.g., More rapid activity in teams has been found for competitive reward structure, with diminishing quality of work (Mailer, 1929). Which type of reward structure (competitive, cooperative or hybrid) has the best implication for team performance in organizations? This paper aims to address this question by incorporating the mechanism (i.e., epistemic and social motivation) and moderating variable (i.e., need for affiliation). Understanding the motivated information processing in groups model (MIP-G) and antecedents of team performance has important managerial implications. This moderator (i.e., need for affiliation) has not been examined in relation to all three types of reward structures in past studies. This paper hopes to extend the literature of reward structures and motivated information processing model by encompassing this new boundary condition. It is essential to incorporate novel contexts while examining relationships among variables as this approach further develops existing theories.

Communication between employees play a crucial role in increasing the productivity in the workplace. Social media is an ideal tool that can be used to enhance the communication process between the employees. This tool can be used to retrieve an insurmountable amount of information. Nevertheless, the usage of social media has two different consequences known as the “dual effects”: productive behaviors (task-oriented and relationship-building) and unproductive behaviors (deviance) at work (Carlson D., Carlson J. & Harris, 2016). It is essential for organizations to understand what drives Millennial employees and what tools they prefer to utilize in the workplace. Understanding Millennials’ characteristics will enable the management team to lead them appropriately and thus elicit more productive outcomes. Millennials have certain characteristics that distinguish them from previous generations. They are known as “digital natives” as the idea of technology has been ingrained in their mind since birth. (Myers, Sundaram & Vodanovich, 2010). This generation expects an abundance of information, aims for the speed of communication and multi-tasking, and are willing to share their experiences with the world via social networks (Krishen et al, 2016). In this study, we will see how social media can have an impact on their psychological health.

The main purpose of the paper is to elaborate the cognitive frameworks using which social entrepreneurs (i.e., social bricoleurs, social constructionists and social engineers) identify meaningful patterns leading to their identification of divergent opportunities. Individuals develop cognitive frameworks (prototypes) via experiences which enable them to recognize patterns leading to opportunity recognition. This study will propose how different types of social entrepreneurs use their distinctive cognitive frameworks to identify and recognize patterns relevant to their respective goals. Future directions for research and practical implications for entrepreneurs are provided.