Managing Groups and

Teams for High

Performance
 Motivating Group
Members to Achieve
Organizational Goals
Motivating Group Members to Achieve Organizational Goals

• When work is difficult, tedious,

or requires a high level of
commitment and energy,
managers cannot assume group
members will always be
motivated to work toward the
achievement of organizational
goals.
Motivating Group Members to Achieve Organizational Goals

• Managers can motivate

members of groups and teams
to achieve organizational goals
by making sure the members
themselves benefit when group
or teams perform highly.
Motivating Group Members to Achieve Organizational Goals

• Managers often rely on

some combination of
individual and group-
based incentives to
motivate members of
groups and teams to work
toward the achievement
of organizational goals.
• When individual performance
within a group can be assessed,
pay is often determined by
individual performance or by
both individual and group
performance.

• When individual performance

within a group cannot be
accurately assessed, group
performance should be the key
determinant of pay levels.
• A major challenge
for managers is to
develop a fair pay
system that will lead
to both high
individual motivation
and high group or
team performance.
• Other benefits
managers can
make available to
high-performance
group members.
Example: IDEO
Take Time-
Off

Unique &
Fun Year-
Take Field
End Party
Trips

Incorporate
FUN into
workplace
 VALERO ENERGY
Motivates groups and teams to achieve
organizational goals by valuing its
employees. Looking out their well being and
standing by them in crisis situation.
 Social Loafing
Isthe tendency of individuals to
put forth less effort when they
work in groups than when they
work alone.
REDUCING SOCIAL
LOAFING IN
GROUPS
 Three ways to reduce
social loafing
Making individual
contributions to a
group identifiable
when possible.

Emphasizing the
valuable contributions Social
Reduce
of individual members. loafing

Keep group size at an

individual level.
1. Make individual contributions
to a group identifiable
 Some people may engage in social
loafing when they work in groups
because they think they can hide in the
crowd.
 2. Emphasize the valuable
contributions of individual members.
 People sometimes think their
efforts are unnecessary or
unimportant when they work in
groups.
 3. Keep group size at an
appropriate level.
 As size increases, identifying individual
contributions becomes increasingly
difficult and members are increasingly
likely to think their individual
contributions are not important.
Thank you.