Finally, affect management 'involves regulating members' emotions during mission accomplishment, including (but not limited) to social cohesion, frustration, and excitement' (Marks et al. 2001, p. 369). Team members' emotions can be running high or low because of task conditions (failure, overload of work), personal circumstances (e.g. animosity between team members, work-life balance challenges) or contextual factors (e.g. concerns about job security). Thus, affect management is about calming team members, boosting their morale and being empathetic. Joking, relaxing and complaining can be forms of affect management to the extent that they break tension and vent frustration. However, managing these activities ineffectively may lead to increased negativity, wasted time and under-performance.