Group Organizational Behavior Article Review

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[. . .] The article notes that external knowledge can indeed help team dynamics at times but when it has too dominant or too contrarian of an influence, the results can be quite negative (Haas, 2010). The author of this report would agree that having a team that is very independent and autonomous can be problematic and indeed seems to pose the opposite to what is stated in the first article whereby teams are controlled too much. As with most things, there needs to be a happy center where the team is controlled sufficiently from outside influences but they are also not intimidated into submission by the power dynamics of the group leadership or other factors that affect the group.

The third and final article looks at what is known as social loafing. Commonly seen more in student/college environments, social loafing is when a member of a group decides to remain disengaged and lazy when working in a group as compared to whey they are working on their own. Inevitably, this loafer misses meetings and/or simply does not do their part of the work. The rest of the group eventually will figure this out and they will generally cover the slack created by the loafer to uphold and maintain the grade for the group. Of course, this tends to happen in work situations as well even though such a loafer could be punished or fired. Even further, there would be resentment and discord between the coworkers post-loafing (Schippers, 2014). The author's only real reaction to this dynamic is that the loafer needs to be called on it as soon as it starts and jettisoned if they refuse to work acceptably after a warning. This loafing is a sign of maturity and consideration for the burdens and outcomes of coworkers and the team and such a person should obviously not be part of groups where his/her deliverables are of any great import because it creates an unfair burden to the other team members.

Conclusion

None of the three topics covered in this report were all that complex but they are certainly still hard to manage since pinning down what is urging people to do (or not do) what they end up doing can be difficult. Indeed, even a social loafer may be disengaged due to being distracted or otherwise in distress. Regardless of what is going on, setting the stage for what is expected and desired is key as is holding people accountable.

References

Haas, M.R. (2010). The double-edged swords of autonomy and external knowledge:

Analyzing team effectiveness in a multinational organization. Academy of Management Journal, 53(5), 989-1008. doi:10.5465/AMJ.2010.54533180

Schippers, M.C. (2014). Social loafing tendencies and team performance: The compensating effect of agreeableness and conscientiousness. Academy of Management Learning & Education, 13(1), 62-81. doi:10.5465/amle.2012.0191

Tost, L., Gino, F., & Larrick, R.P. (2013). When power makes others speechless: The negative impact of leader power on team performance. Academy of Management

Journal, 56(5), 1465-1486. doi:10.5465/amj.2011.0180 [END OF PREVIEW]

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Group Organizational Behavior.  (2014, July 26).  Retrieved January 17, 2020, from https://www.essaytown.com/subjects/paper/group-organizational-behavior/6736991

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"Group Organizational Behavior."  Essaytown.com.  July 26, 2014.  Accessed January 17, 2020.
https://www.essaytown.com/subjects/paper/group-organizational-behavior/6736991.