Social loafing

"Loafing" redirects here. For the ice hockey term, see Loafing (ice hockey). For the sitting position of domestic cats, see Catloaf.

In social psychology, social loafing is the phenomenon of a person exerting less effort to achieve a goal when they work in a group than when working alone.[1][2] It is seen as one of the main reasons groups are sometimes less productive than the combined performance of their members working as individuals.

Research on social loafing began with rope pulling experiments by Max Ringelmann, who found that members of a group tended to exert less effort in pulling a rope than did individuals alone. In more recent research, studies involving modern technology, such as online and distributed groups, have also shown clear evidence of social loafing. Many of the causes of social loafing stem from individual members' feeling their individual effort will not matter to the group.[3][4] This is seen as one of the main reasons groups are sometimes less productive than the combined performance of their members working as individuals, but should be distinguished from the accidental coordination problems that groups sometimes experience.

Several studies found the most prevalent motivational origins of social loafing to be the lack of an understanding of individual contributions, unchallenging tasks given to the individual, low personal satisfaction from the task, and lack of a united group.[5] Theories investigating why social loafing occurs range from group members' feeling that their contributions will not be noticed to group members' realizing their efforts are not necessary.[6] In a work setting, most managers agree if a task is new or complex that employees should work alone, while tasks that are well-known and have room for individual effort are better when done in groups.[7]

In order to diminish social loafing from a group, several strategies could be put forward.[5] Social loafing primarily happens when an individual unconsciously or consciously exerts less effort due to a decrease in social awareness.[5] In order to counteract the likelihood of this happening, Miguel Herraez conducted a study on students where he used accountability and cooperation when unequal participation is found.[8] The students were encouraged to provide equal participation in the work and to point out sources of conflict that could arise. The conclusion of the study found that providing support to the group members lacking in commitment and creating options for independence among group members lowered social loafing.[8] The support for the weaker students improves their standing while also benefiting the other students.[8]

  1. ^ Karau, Steven J.; Williams, Kipling D. (1993). "Social loafing: A meta-analytic review and theoretical integration". Journal of Personality and Social Psychology. 65 (4): 681–706. doi:10.1037/0022-3514.65.4.681. ISSN 0022-3514. S2CID 12694148. the reduction in motivation and effort when individuals work collectively compared with when they work individually or coactively
  2. ^ Gilovich, Thomas; Keltner, Dacher; Nisbett, Richard E. (2006). Social psychology. W.W. Norton. p. 60. ISBN 978-0-393-97875-9. The tendency to exert less effort when working on a group task in which individual contributions cannot be measured
  3. ^ Cite error: The named reference irrodl was invoked but never defined (see the help page).
  4. ^ Krumm, Diane J. (December 2000). Psychology at work: an introduction to industrial/organizational psychology. Macmillan. p. 178. ISBN 978-1-57259-659-7. Retrieved 1 May 2011.
  5. ^ a b c Liden, Robert C.; Wayne, Sandy J.; Jaworski, Renata A.; Bennett, Nathan (2004). "Social Loafing: A Field Investigation". Journal of Management. 30 (2). SAGE Publications: 285–304. doi:10.1016/j.jm.2003.02.002. ISSN 0149-2063. S2CID 10606092.
  6. ^ Aamodt, Michael (2016). Industrial/organizational psychology : an applied approach (8thition ed.). ISBN 978-1-305-11842-3.
  7. ^ Aamodt, Michael (2016). Industrial/organizational psychology : an applied approach (8thition ed.). ISBN 978-1-305-11842-3.
  8. ^ a b c "https:// required". Archived from the original on 2021-04-17.