Trait configurations in self-managed teams: a conceptual examination of the use of seeding for maximizing and minimizing trait variance in teams

Abstract

In this article, the authors argue that there is no one best way to make placement decisions on self-managed teams. Drawing from theories of supplementary and complementary fit, they develop a conceptual model that suggests that (a) maximization principles should be applied to extroversion variance (i.e., complementary fit), (b) minimization principles should be applied to conscientiousness variance (i.e., supplementary fit), and (c) extroversion variance and conscientiousness variance interact to influence team performance. They also argue that previous research has underestimated the effect of extroversion and conscientiousness variance on performance because of suboptimal design. The authors, therefore, present an alternative method for making team placement decisions (i.e., seeding) that can be used to maximize or minimize variance in teams.