There are mainly four types of workgroups: self-managed workgroups, cross-functional teams, virtual teams and problem-solving teams. Self-managing teams are work groups that are given permission to organize and control the work they do. This group of people works in highly related or interdependent jobs and takes on many of the responsibilities of their former supervisors. This includes planning and scheduling work, assigning tasks to members, collectively controlling the pace of work, making operational decisions, and taking action on problems. Fully self-managing work teams also select their own members and ask members to evaluate each other's performance. Cross-functional work teams are a group of people with different functional skills working towards a common goal. Typically, it includes employees from all levels of an organization. Members can also come from outside an organization (in particular, from suppliers, key customers or consultants). Cross-functional teams often function as self-directed teams assigned to a specific task that requires the input and expertise of various departments. Each member offers an alternative perspective to the problem and a potential solution to the task. Members of a cross-functional team must be adept at multitasking as they are simultaneously responsible for cross-functional team tasks and normal day-to-day work activities. Making a decision within a team may depend on a majority vote, but is often driven by a team leader. Leadership can be a significant challenge with cross-functional teams. Leaders are responsible for directing team members from various disciplines. They must transform different input variations into a cohesive final output. Virtual... half of the paper... s. CA2 noted some aspects of this as members work constructively on mind maps, to ensure that other group members can understand each other's parts during the peer teaching session. There is a sense of accomplishment after completing CA2. This sense of fulfillment is transcended into CA3 where members feel satisfied with the progress and work done on the report. Although there was an initial encounter with failure in Game 1 (CA1), members were proud that there was a sense of cohesion throughout the assessment. The result is that Race 2 (CA1) was successful, thanks to the positivity and determination to achieve better results in subsequent evaluations. The update phase occurs when the group temporarily disbands. There is a sense of fulfillment and sadness over the loss of job opportunities. Members would move on to form new teams and groups for future activities.