and the context in which the team operates. For example, larger teams may have access to more resources, such as time, energy, money, and expertise, that may not only facilitate team performance on more difficult tasks but also can provide more "slack" if environmental conditions worsen. However, larger teams can also experience coordination problems that interfere with performance and motivation losses caused by a dispersion of responsibility. Overall, the question of the "optimal" group size is a complex one and future research is needed to accurately determine the impact of team size given specific team contingencies, such as the nature of the team task. Homogeneous vs. heterogeneous Homogeneous teams may perform better due to similarities in experience and thought, while heterogeneous teams may perform better due to diversity and greater ability to take on multiple roles. For example, homogeneous groups displayed better initial performance than heterogeneous groups, but these effects dissipated across time and heterogeneous groups later performed better than more homogeneous groups. Members of demographically diverse teams are likely to differ to a greater extent in their interpretations of the team’s goals and/or the divergent ideas for an adequate approach to implement strategy than members of demographically homogeneous groups. These terms, however, must be given a framework, as a team could be homogeneous for some characteristics and heterogeneous for others. The importance placed on team design derives from the need to align a team's composition with organizational goals and resources. Research on team composition has suggested that homogeneous teams are more satisfied and experience more positive reactions, while heterogeneous teams experience enhanced team creativity and also bring a wider variety of solutions to a given problem. However, external factors are important to consider when deciding on which type of team to compose for completing any certain objective. For example, research has shown that homogeneous teams can become more creative if properly incentivized to do so, while heterogeneous teams can discover similarities among themselves after working together that can allow them to develop greater team cohesion as time passes. Furthermore, homogeneous organizational teams in terms of age, race and gender are hypothesized to report less conflict as compared to heterogeneous organizational teams. For these reasons, demographically diverse teams are likely to experience more interpersonal incompatibilities and disagreements about their tasks and team processes than demographically homogeneous teams. Faultlines Faultlines concern the attributes of several team members simultaneously and mirror the