Managingteam is one of the difficult tasks due to the fact that everyindividual has got diverse and unique perception on issues and tasksthat should be accomplished by the group. Therefore, reading on thesame script becomes very difficult. In our group work, completingcertain duties as a team was in jeopardy due to social loafing. Someindividuals did not want to work as a team, and exerted lesser effortwhen we worked together than when they operate individually, an issueknown as social loafing (Hall& Buzwell, 2012).As the group leader, I realized that most of the reasons of socialloafing originate from people feeling that their efforts do notmatter to the group. While social loafing is hard to prevent due tothe mindset of such individuals, its mitigation is imperative for theperformance of the group.
Oneof the strategies I have employed to prevent or rather reduce socialloafing is developing rules of conduct. Setting rules at thebeginning assist all team members to achieve the performance goalsand group objectives. This rule also assures members that freeridding attempts is an offense and will be dealt with (Hall& Buzwell, 2012).Another effective way to prevent this problem is establishment of asmaller size of the group. The last attempt to ensure that everymember equally contributed to the task is by evaluating the progress. Inthis process, it is the task of the leader to meetmembers and evaluate their achievements and areas that needimprovement. I created an evaluation which was based on thecontribution of every individual.
Hall,D., & Buzwell, S. (2012). The problem of free-riding in groupprojects: Looking beyond social loafing as reason fornon-contribution. ActiveLearning in Higher Education,1469787412467123.