Seven people were chosen who were thought to be representatives of a diverse work force. The data was compiled provided by the Work Motivation Survey found on the University of Phoenix resource page to determine what the individual strengths and weaknesses were of the team. Next, four motivational theories were chosen that were believed to be the best motivators to help the team through the changes caused by the merger/acquisition. The purpose of this paper is to assess the impact of the data that was gathered on employee job satisfaction and motivation. Personality Profiles Individual #1 Team member #1 is male and has worked with the company over 10 years as a professional. He is highly motivated by completing difficult challenges. He has a strong need to be liked by others and enjoys building close relationships with his co-workers. However, he would much rather work by himself. He is not motivated by setting and achieving goals and is only moderately competitive. He does not prefer an authoritative role and enjoys feedback on his work progress. Individual #2 Team member #2 is a male who has worked with the company less than two years in production/assembly. He is not motivated to improve his work performance and prefers little or no competition. He has problems focusing on the task at hand because of socializing with fellow co-workers. He desires no position of authority and does not want difficult challenges. He is highly confrontational but likes to work in a team setting. He doesn’t like to be influential or belong to group organizations. He likes to know the progress of his work. Individual #3 Team member #3 is a female who has worked for the company for 3-5 years in an administrative role. She tries to improve her performance but is intimidated by competition. She is very people oriented and gets distracted easily talking with co-workers. She doesn’t want to be in charge nor does she want very challenging tasks. She has a strong desire to be liked but feels she doesn’t form close relationships with co-workers. She enjoys setting personal goals and completing difficult tasks. She does not have the need to join any corporate organizations and she works to gain more control of the events around her. Individual #4 Team member #4 is a female who has worked for the company less than 2 years as a professional. She is highly motivated and highly competitive. She is extremely focused and is driven by difficult tasks. She builds close relationships with her co-workers but becomes upset easily if they don’t perform at her level of productivity. She loves influencing people to get her way and belonging to organizations. She enjoys working in a team environment but is often irritated by the lack of involvement of some members. Individual #5 Team member #5 is a male who has 10+ years and is currently in a management role. He is mostly driven by difficult tasks and competition. He prefers to be in charge and his desire to be liked by other people is not dominant. He enjoys working with others as long as he is in a leadership role. He is not afraid to confront people in times of conflict. He enjoys setting goals and achieving them. He does not work to gain control over the events around him. Individual #6 Team member #6 is a female who has worked for the company for less than two years in a clerical role. She strives to improve her performance and requires feedback on her job performance. She doesn’t like to be influential or in charge. She likes to be in a team environment and wants to be liked by others. She tends to build very close relationships with her co-workers. She may have a hard time staying focused as she likes to visit with co-workers. She is not motivated by competition or “winning”. Individual #7 Team member #7 is a male with 3-5 years of experience as a professional with the company. He is highly focused on his work and is rarely distracted. He is motivated to strive hard and enjoys setting high goals and completing difficult tasks. He loves to be in charge. He would much rather work alone than with a team and is uninterested in cultivating relationships with co-workers. He has no desire to join work organizations. He does have the need to know how is work is progressing and enjoys influencing others. Potential Employee Conflicts Conflict in the workplace can stem from a variety of issues and can greatly interfere with the effectiveness of the corporation. WEA Consulting (2002) states, “Conflicts may be based on obvious events, such as scheduling challenges or competition for the same resource, or they can be based on personality conflicts. It is estimated that as much as 65% of all performance problems result from strained relationships between employees” (p. 1). Thus, it is important to examine the group for areas of potential conflict. By reviewing the personality profi