组织行为学——第8章 群体行为的基本原理.pptVIP

Social loafing is an example where there is a tendency for individuals to not work as hard in groups as they would on an individual basis. This is exhibited in Ringelmann’s rope pull example discussed in the book. Initially the group brought about greater productivity but as the group grew larger each individual contributed less to the group. This could be due to the fact that peopled didn’t think things are equitable or they let others take the responsibility because they know they don’t have to for the outcome to occur. This is often referred to as free riding. When working with groups managers one must be sure to build in individual accountability. Social loafing can be prevented by setting up goals, encouraging intergroup competition, using peer evaluation as part of the feedback process and linking group rewards to individual behavior. * Social loafing is an example where there is a tendency for individuals to not work as hard in groups as they would on an individual basis. This is exhibited in Ringelmann’s rope pull example discussed in the book. Initially the group brought about greater productivity but as the group grew larger each individual contributed less to the group. This could be due to the fact that peopled didn’t think things are equitable or they let others take the responsibility because they know they don’t have to for the outcome to occur. This is often referred to as free riding. When working with groups managers one must be sure to build in individual accountability. Social loafing can be prevented by setting up goals, encouraging intergroup competition, using peer evaluation as part of the feedback process and linking group rewards to individual behavior. * The final property of groups is group cohesiveness or the degree to which group members want to stay together and are motivated to work together as a group. Managers can do a lot to encourage group cohesiveness but that can’t prescribe it. If performance norms are high th