For the ball game where I implemented transactional leadership, my team were strong competitors throughout the game, with a high chance of winning. For my team, transactional leadership was very effective and everyone was temporarily motivated for the pizza lunch. On the other hand, for other teams, this leadership method was not effective. One team was far behind and struggling. Once they realized they had no chance of winning, their team's participation declined as they resigned themselves to the fact that they were going to be punished. This reduced the team's cohesion and morale and they didn't seem to be having fun. The size or importance of a reward will generally determine the extent of participation. For example, if the reward was an iPhone 6 for all players who won the ball game, the teams would be more motivated to win than if the reward was a chocolate bar. Few were phased by the punishment of having to run two laps around the field. The losers even enjoyed the punishment. This meant the team could quit without too many consequences. If the punishment had been more severe, the prospect of losing could not have been an option. This means that not only were they motivated to win, but if they know they can't, they can at least fight not to come.