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ke leader where individual has to face challenging job, creativity of ideas, achievement in work. As per myself experience at my work place most of the individual are satisfied with their physiological need and safety needs. Where there are certain people who show their ability to achieve self- actualization as in to become the leader. Using the above theory if an employee operating at the self-actualization level and fails to receive a challenging job which will affect the capabilities that employee's has and also would be demotivated. If we see success among Chinese and Indian community is considered mainly through their support and family or community. Whereas Chinese will usually look for monetary rewards like bonus, incentives etc then only they will give their best efforts if family needs are satisfied. Whereas Indians on other hand will be loyal towards any organisation or group that caters for their own personal well being (Ahmad, 2001). After comparing this two example it shows psychological rewarding for the employees which in turn potentially demanding for the group which a success achieved by employee which helping the other members in the group.

Group Norms:

Sherif (1936) defined norms as the 'customs, traditions, rules, values, fashions, and any other criteria of conduct which are standardized as a consequence of contact with individuals'. There are certain informal rules that group have adopted to regulate and regularize member's behaviour through norms (Feldman, 1984). Norms are vital social-psychological as well as organisational concept that is presented in most discussion of work group behavoiur and organisational effectiveness (Gary, McMahan et.al. 1991). Group norms are of two types like formal and informal. Where in formal group norms there is standard should be maintained like written policies, operating procedures, operating manuals, blueprints, safety notices and similar materials (Cole, 2005) For e.g. In a recent case in sporting world, the Captain of England Rugby team sacked by the Rugby football union senior management for making some ill-advised public criticism of their behaviour. After that another team captain was sought but team was so united behind the former captain none was prepared either to accept the captaincy . So it is important to recognize that, even when arising from official sources, all norms are interim measures for securing the human resources of the organisation in the attainment of organisation al goals. Whereas for informal norms which not standardized such as decoration of an office plants or gathering of group member at lunch times (Cole, 2005). Like from this we can say that the performance of a individual matters a lot which comes in a form of psychological reward for an England captain by the other team members but not supporting the management. It is also potential demanding for the team as the performance of the captain.

Intra Group Conflict:

Conflict is work a group is expected from time to time, especially if there is pressure to perform the work within the group. Whereas intra group conflict occurs when members of the same group fall out for e.g. where two different employees in a group have different point of view towards the same job given to them (Ellis and Dick, 2000). Intra group is allows cited as an important source o