Dealing With Performers and Non-Performers and Performance Management

Every group, small or larger, exhibit various different dynamics of how people relate to and interact with each other. These interactions vary depending on the nature/goal of the group, the culture each individual was raised in and the personal affects each individual contributes to the group as a whole. For this class everyone was split into groups by the order of our last names on the classlist where the goal of each group is to conduct a presentation on a psychological/sociological phenomena that occurs in society. The group I was a part of consisted of four members, three male and one female, where we decided to do our presentation on the relationship between depression and the use of social media. Throughout the meetings I saw various different psychological phenomena occur such as social facilitation, helping behavior, minority influence, proximity, stereotyping and fundamental attribution error.

Learning how to work effectively in a group situation is key to success in many professions as well as in social situations. Groups vary from each other based on the individuals that make up each group, all of us belong to various groups at one time or another. The roles that we fulfill vary from group to

Identify behavioral changes that result from the presence of others. Why does the presence of others produce changes in our level of performance or awareness?

Piezon and Donaldson (2005) provide a list of recommendations to help reduce social loafing in online group settings. Discuss how you might implement some of these strategies to ensure your commitment to your group�s overall

The assessment of a high performing team has come to pass and acknowledged. The leadership responsibility develops progressively into work that is conducted remotely, traditional company boundaries are becoming more permeable and collaborations are essential. Developing a team remains as challenge. Enthusiastic, striving, and proficient individuals are always an advantage, but they often signify different purposes, products, and can compete for influence, resources, and advancement. Katzenbach and Smith identify three types of teams. These teams consist of task forces or project groups. Slide 10-3 illustrates their components and functions. Katzenbach and Smith use a triangle to categorize the basics of teams: performance results, personal growth, and collective work. The outer perimeter focuses on skills, accountability and commitment (Barrett, D., 2014). Substantial performance encounters motivate teams unrelatedly of where they are in an organization. However, teams cannot arise s without a routine challenges that is significant to those engaged. Teams that work towards the goals and objectives of a project will encounter different undertakings as part of the action process. To improve communication and involvement, teams use methods that are intended to inspire teamwork, such as outcome-oriented meetings and regular clusters. Teams correspondingly analyze data to make guarantee improvement exertions

In group task development many factors can be found that effect the way associates or

Congratulations on the new assignment with the Air Force. I think the argument of Cialdini and Goldstein (2004) is very true that social environment has profound effects on human behavior. Where people are not aware of the role others play on them to replicate similar behavior. The authors provided several reasons why people change their behavior to conform to others such as accuracy, affiliation, and positive self-concept. Whereas, the individual rely on a group consensus to interpret the situation accurately to behave in the correct manner, be able to obtain the social approval from other, and to enhance, protect, or repair their self-esteem (Cialdini and Goldstein, 2004).

Performance treatment involves athletes and physically active people who use physical therapy to improve their athletic performance and recover from injuries. Sports physical therapists specialize in working with exercise enthusiasts and both amateur and professional athletes. These therapist work for a variety of organizations including sports teams, athletic clubs, and sporting associations, and they also work in hospitals, private clinics, and recreational athletic facilities.

In everyday life, people are members of a group. These groups are made up of two or more people who interact with each other, possess similar characteristics, and have a sense of collective unity and can manifest themselves in a workplace, online, and sometimes within our own homes, (Kendall, 2015). As an individual interacts with group members, the behavior, or range of overt physical and emotional responses toward a stimulus or situation, of the individual is subject to be altered, (Bergner, 2011). Within a group, group members desire for any individual that is also a member of the group to behave as other group members do. When individuals’ behavior is incongruent with other members of a group they belong to,

Throughout high school and college, I have experienced a lot of social loafing. It happened to either people in my past groups or to myself for every group project I had up until this point. One notable experience I had with social loafing happened my senior year in high school. For our anatomy class, we had to draw, label, and write a paper on the human body. We split the workload amongst the group and planned on meeting periodically to make sure we are doing the assignment correctly. Two members would never show up the group meetings and never responded to the constant barrage of emails. The rest of the group and I eventually had to have the teacher intervene. A couple days after the teacher spoke to those two group members, the only contribution

I work at subway, so I would consider my coworkers my group. Working in a group has it’s benefits, such as socialization, and employees to help out with tasks. Unfortunately, sometimes what happens is you get a social loafer. The term social loafing is a term that refers to the concept that people, such as my co-workers exert less effort on a task if they are in a group versus if they are alone. Instead of helping out the coworker might lounge in a chair, while on their cell phone.

When I have to work in a team, I try to reach success with others participants in assigned activities. I do not take the role of leader or follower. I consider myself just another participator, but always thinking about doing everything right and clean. I have always had in mind that teamwork are all those actions and activities that are carried out collectively. In order for there to be an excellent group work, I think is necessary is that the actions are developed collectively. This means that to carry out group work, the existence of an entertainer or coordination is not necessary. The collective performance of an action is sufficient, within the framework of mutual interaction.

Having tasks that are too difficult or are unfamiliar are likely to incite social loafing because they group member lacks the ability or courage to provide input. Robbins and Judge (2011) theorize that another cause of social loafing is an uneven equity. When two people are putting in different levels of input and receiving the same level of output the larger contributor will adjust their input to reduce cognitive dissonance. Another reason they believe is “dispersion of responsibility” group members cannot be held responsible because tasks and roles are not clearly assigned. (Robbins & Judge, 2011). In research by Worchel and others (1998) it was found that groups with friends or familiar members are far less likely to loaf when compared with groups made up of strangers (Worchel, Rothgerber, Day, Hart, & Butemeyer, 1998) Most people have been in a group made up of friends and colleges they are familiar with and seen that in these types of groups social loafing is drastically reduced.

When a human runs faster, types faster or dances slower for the one reason that they are in the presence of another person, it is called social facilitation. An important aspect of social facilitation is that the other individual does not in any way reinforce the behavior, compete, set a standard or replicate the behavior. The behavior change that occurs is normally an increase or decrease and no other explanation for this change can be identified.

They explore the contextual factors associated with social loafing. They highlight task visibility, task interdependence, group cohesiveness, and felt responsibility. Task visibility is defined as the extent to which one feels others see the effort they exert. (93) Tan and Tan expect that low task visibility would cause a person to use less effort based