Human Resource Management Project

Section B Group 3

Agenda

Introduction

Problem

Statement

Secondary

Research

Primary

Research

Data Analys

is

Recommendati

on

Agenda Introduction Problem Statement

Secondary Research

Primary Research Data Analysis Recommendation

Agenda Introduction Problem Statement

Secondary Research

Primary Research Data Analysis Recommendation

Section B Group 3

Effects of Size and Task Type on Group Performance and Member Reactions J. Richard Hackman and Neil Vidmar Sociometry Vol. 33, No. 1 (Mar., 1970), pp. 37-54

• Small group tends to feel that groups were small for best results, they also feel more personally involved in the solution.

• Larger groups are seen as highly competitive, as having considerable disagreement, and as showing disunity.

• Members of larger groups felt inhibited from expressing their feelings because of some dominating individuals in group.

• It is difficult to collate individual ideas and a need of strong leader is felt to keep the group on the track.

Literature Review

Agenda Introduction Problem Statement

Secondary Research

Primary Research Data Analysis Recommendation

Section B Group 3

Social Loafing: A Field Investigation Robert C. Liden, Sandy J. Wayne, Renata A. Jaworski and Nathan Bennett

Literature Review

• Expectancy theory: It assumes that behaviour results from conscious choices among alternatives whose purpose it is to maximize pleasure and to minimize pain.

• Task interdependence: Extent to which the work performed by one member of a group affects the others or the degree of task-driven interaction among work group members

• Task visibility: When tasks are not highly visible by others, individuals may perceive no benefit from exerting high effort and no punishment from exerting low effort

Agenda Introduction Problem Statement

Secondary Research

Primary Research Data Analysis Recommendation

Section B Group 3

“Improving team decision making performance with collaborative measures", ‐Arthur B. Jeffery, Jeanne D. Maes, Mary F. Bratton Jeffery (‐ 2005) Team Performance Management : An International Journal, Vol. 11 Iss: 1/2, pp.40 – 50

• Enforce accountability. If you don’t enforce the code of conduct and hold people accountable, there will be the natural tendency to ignore the rules when it suits the needs of the individual.

• Goals should be clear enough for team as well as for individual’s; goal setting and prioritization will increase enthusiasm.

• Strive for continuous improvement. Periodically convene the team and ask, “What do we need to be doing more of, differently and stop doing to close the gap from where we are to where we want to be?”

Literature Review

Agenda

Introduction

Problem

Statement

Secondary

Research

Primary

Research

Data Analys

is

Recommendati

on

Section B Group 3

Regression AnalysisParticipation Social Loafing

Agenda

Introduction

Problem

Statement

Secondary

Research

Primary

Research

Data Analys

is

Recommendati

on

Section B Group 3

Regression AnalysisAcademic Load Administrative Support