As I was going through the articles, I had tried using private browsing mode but was still not allowed to access the last article that was titled “The Power Of Altruism”. I will try to include how the readings I was able to access may relate to my example. Inside my example of team production with gift exchange, I will base it off of a successful team structure I have participated in. Inside the successful team structure I had participated in, the biggest contributing factor had been the fact that all members had motivation to achieve a common goal together. In this example of team production, as I had already said having a common goal is the key differentiating factor. However, I believe the hierarchy as well as the motives within the hierarchy were also important. To reiterate for the context of this post, in one of my previous posts I discussed the hierarchy of a successful team that I had participated in. In this team there had been a senior manager, project manager, senior consultants, as well as consultants. This hierarchy plays an important role in the example team because of how experience and knowledge are necessary for each position. One who knows how to lead a team as well as understand how to solve for a client’s needs will be designated as a project manager. 

What drives the members in the example team are motivators that are both strongly extrinsic and intrinsic, high levels of motivation and the desire to achieve a common goal are key to create for successful team production. This way gift giving is maximized within the team as well. What I mean by this is that there may be intrinsic motivation of wanting to learn, be better professionally, improve problem solving skills, etc. Extrinsic motivations may be the desire to get promoted, provide something with genuine impact for the client, and more. This type of team culture and environment would encourage gift exchange because of how everyone on the team has a common goal that they are motivated to achieve. People would be going beyond simply what was required because they would have the desire to make something that brings real results for the client. Building a genuine relationship between the client’s teams as well as the hypothetical team would help drive this for everyone. Members would put more time into research, assignments, as well as helping each other make for better final products. 

One thing that may be considered in this example of team production and gift exchange would be competition within the team if people are trying to move up in the hierarchy. A problem of people trying to act opportunistically within the team may become an issue. This is actually not something to be concerned about, though students are motivated to move upward in the ladder of the hierarchy the desire for the best possible conclusion of the project would be stronger. This way everyone would be trying to help each other. In terms of the readings, this model for good team production as well as gift exchange does relate relatively strongly to the readings. In the article “How to Get the Rich to Share the Marbles,” it is quite obvious that children share when they have to collaborate. This is the same idea that I have been discussing, that if the team is motivated to collaborate they will try to make the best final product possible rather than just do the best they can on their own. The next article discussing game theory and children’s obsession with equality is also an idea that can relate to a team with ideal production and gift exchange. Making sure equality among specified roles is important, but understanding the hierarchy is important for efficiency.