Influence Of Social Loafing On Organization Performance Using Group

Question: Discuss about the Influence Of Social Loafing On Organization Performance. Answer: Introduction The section is a review of background of the study, statement of the problems and objectives of the study. Background of the study Managers are tasked with the effort to balance between social loafing when using group team efforts(Hurwitz, M., Hurwitz, S, 2013). Social loafing is the tendency for an individual to expend less effort when working collectively that when working individual. It results in working environments when employees believe that other team members are not doing their fair share. Many organizations promote social group cohesiveness which refers to the degree in which team employees are attracted to each other and share duties together. Studies have showed that group cohesive is important in achievement of a unified goal in organization(Flick, 2015). Other studies have tried to explain the relationship between employees individual inputs when working in group related task and found varying outputs. Social loafing can positively or negatively affect organization performance. Statement of the problem Research has generally proven that highly cohesive teams work more effective in achieving organizational goals(Hegney, 2016). Team effort has become a core value and culture for several organizations. Other studies have also proved that when managers use group efforts it may lead to decline in individuals productivity resulting from social loafing. The employees become less dissatisfied and motivated to work in a group related task(Felix, 2013). It has a problem for managers in trying to balance between individual efforts among group related tasks. It is from this argument that the study will be aiming to establish the influence of social loafing on organization performance. Objectives of the study The study will be guided by the following research objectives: To establish how social loafing influences organization performance To identify ways to manage social loafing in group efforts in organizations Significance of the study The study is hoped to be helpful to managers and those in management in finding the suitable ways they can recognize individual efforts in group related tasks. Researchers and scholars will find additional secondary data for their studies. Human resource persons will benefit from findings in understanding individual and team development dynamism. Literature review There are several justifications to explain reasons and consequences of social loafing on organization performance. Employees in organizations become free riders that cost group efforts and they believe their contributions cannot be measured(Bourne, 2015). Social loafing may result from personality differences of individuals. There are certain employees who may prefer work on their own over group team efforts. Performance appraisals in organizations are individually measured and that makes employees feel reasons of working to be recognized and rewarded(Hurwitz, M., Hurwitz, S, 2013). Studies show that group efforts are important in ensuring goals are achieved. But studies show that it is difficult to directly link group efforts with specific performance. They argue that the more the groups are cohesive the more they will follow the goals and achieve them, but on reverse if group members cohesiveness is high the attitudes of employees become unfavorable and their productivity decreases(Hegney, 2016). It is proved that when team members are cohesive in a group the follow goals and if the goals are desirable it results to higher output, co-operations and better performance. The group efforts are important because it brings diversity, experience and perspectives to decision making as compared to individual efforts(Bryde, D., Broquetas, M., Volm, J. M., 2013). It is then important for individuals to appreciate other employees efforts in working environments. Research methodology The methodology explains the pillars in which the study follows to obtain required informations. This study will employ descriptive survey research design. It is a type of study that will seek to obtain comprehensive information on the variables of the study either qualitatively or quantitatively(Flick, 2015). The study will target top managers of organizations within the study locality. All the target population will be selected and sampled using purposive sampling technique. The study will collect both secondary and primary data. Secondary data from peer reviewed journals and books, while primary data will be obtained from structured interviews with top managers. To ensure validity of secondary data panels will be formed to review and select appropriate secondary data(Flick, 2015). Data collected will be coded, organized using the jig saw puzzle approach they will be fitted in order to be analyzed qualitatively(Flick, 2015). Report will be written for the findings. The study will a ssume that correct responses and collaborations will be obtained from the managers. References Bourne, L. (2015). Making projects work:effective stakeholder and communication management. New Delhi: CRC press. Bryde, D., Broquetas, M., Volm, J. M. (2013). The project benefits of building information modelling. International Journal of project management, 31(7), 971-980. Felix, D. (2013). Composition of a Successful Management Team: How Much and What Kind of Experience Makes a Difference? The Journal of Private Equity,, 1(1), 33-36. Flick, U. (2015). Introducing research methodology: A bigginers guide to doing research project. New York, United States: Sage. Hegney, A. (2016). Managing the team. In Fundamentals of Project Management. New York, Atlanta: Amacom Division of American Management Association International. Hurwitz, M., Hurwitz, S. (2013). Personal, Team, and Organizational Development. In Leadership is Half the Story: A Fresh Look at Followership, Leadership, and Collaboration . University of Toronto Press, 10(4), 23-78.