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Summary Of Social Loafing

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Michela C. Schippers, “Social Loafing Tendencies and Team Performance: The Compensating Effect of Agreeableness and Conscientiousness” In this paper, a significant 3-way interaction between social loafing tendencies, conscientiousness, and agreeableness in predicting team performance indicated that especially if there is a high degree of conscientiousness and agreeableness within the team, team members will compensate for social loafing tendencies, and performance will stay up to par. Robert C. Liden, “Social Loafing: A Field Investigation” Social loafing was investigated by testing a multilevel model among 23 intact work groups comprised of 168 employees representing two organizations. The purposes of the current research were threefold: …show more content…

In addition to the need to examine multiple antecedents of social loafing, doing so with multilevel analyses is critical so that individual- and group-level antecedents of social loafing can be evaluated relative to one another. John D Rich, Jr., Darice Owens, Shanae Johnson, Dominique Mines & Kailani Capote, “Some Strategies for Reducing Social Loafing in Group Projects” The independent variable in this paper is social loafing and dependent variable is group work. The purpose of this paper was to review some of the research on social loafing in general and then to make suggestions about how experimental findings, which demonstrate how social loafing can be diminished, could be applied to group work assigned in educational settings. Several strategies that teachers may use to help reduce social loafing in group projects were discussed in this paper including identifying individuals with a high need for cognition, considering the difficulty of tasks, using performance measurement, emphasizing valuable individual contributions, limiting the group size, promoting group cohesiveness, and using peer …show more content…

To identify factors leading to and factors disturbing group cohesiveness IV. To find the relationship of Social Loafing on Group Cohesiveness V. To find the relationship of Social loafing on Productivity 2.5 METHODOLOGY: This study was prepared by reviewing the articles and reports published in different journals and books largely between 1990 and 2014 with exception of few articles published before 1990. The key words used in the search included Social Loafing, Group Cohesiveness, Productivity, and Employee Performance etc. This research was conducted based on both primary data and secondary data. Primary data was collected from the IT professionals working in organizations in the form of questionnaires. Questionnaires were handed out to individuals who are related to groups consisting of IT professionals working in corporates throughout Bangalore City. This was one of the key method in which data was gathered for this study. The instrument used in measuring the element of social loafing and its impact on group cohesiveness and productivity is the 5-point Likert scales (1 = Strongly disagree, 2 = Disagree, 3 = Neutral, 4 = Agree, 5 = Strongly

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Every time that a group project is assigned I look everywhere in search of hardworking people, but unfortunately this is rare nowadays. I personally do not like working with a group of people, it is a waste of our time for a number of reasons. People are more dependent on one another and expect the job to be done for them without even trying. This affects the way we are now, things are not supposed to be easy and just magically be solved; it defeats the purpose of working together with each other and learning. I agree that more people can serve as a power source for more research, but it still isn’t sufficient enough for those who just act like fools and don’t get their work done; the one’s that are goofing around can distract the rest of the group members and convince them to join the dark

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The Ideal Team Player: How to Recognize and Cultivate the Three Essential Virtues is an excellent book written by Patrick Lencioni (2016), to those who are seeking to be the ideal player and recognizing the ideal team player. Furthermore, Lencioni writes this book it what seems to be an unorthodox way. However, I appreciate this style of writing.

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The need to avoid interpersonal discomfort prevents team members from holding one another accountable. Dysfunction #5: Inattention to Results The pursuit of individual goals and personal status erodes the focus on collective success.

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It creates more stress and high tension between the group members causing work productivity and quality to decrease. If the group member is not reported then they end up getting the credit that they didn 't work for. 9- 28- Do you think social loafing is always shirking (failing to live up to your responsibilities)? Are there times when shirking is ethical or even justified?

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