HR, Listen Up: Teamwork On The Job Is Overrated

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HR, Listen Up: Teamwork On The Job Is Overrated

 

Reblogged from Worldcrunch

By Harald Czycholl

The successful candidate has to be a good team player who can fit seamlessly into the company’s dynamic team. This is the familiar notion found in virtually every employment ad these days.

But this team fetishism is also misleading. It has never been conclusively demonstrated that teamwork is particularly productive. In fact, the opposite appears to be true: It can demotivate workers and make them less inclined to perform.

And this is not a new revelation. In 1882, when French agricultural engineer Maximilian Ringelmann researched work efficiency in horses, oxen, machines and people, he found that the individual performance of men in groups when pulling loads was less significant than the performance each man would bring on his own.

Ringelmann had seven men pull on a rope, individually and then as a group. On their own the men pulled a weight of 85 kilograms (187 pounds), but in the group only 65 kilograms (143 pounds). In other words, teamwork cost nearly a fourth of performance capacity.

This phenomenon is known as the Ringelmann effect. But for a long time it was unclear whether it was really demotivation that decreased team performance relative to individual performance or whether perhaps it could be explained by logistical problems. For example, to pull a rope effectively as a group, each man has to find the perfect position enabling all his strength to be put at the service of the task. Less than optimum positions could actually mean team members were unwittingly working against each other.

The same potential kinds of problems also apply to teamwork at the office. When it is not made crystal clear what worker is responsible for which task on a project, the joint work effort suffers.

To discover more about the reasons for performance decline, American social psychologist Harry Ingham repeated the pulling experiments in 1974 — but with one small modification. This time, the eyes of the participants were covered while they pulled on the rope. They were asked to pull twice, once after being told they were doing so in a group, and once on their own. But both times, they were actually pulling alone.

This experiment settled the coordination argument because the result was the same as it had been a century earlier. Participants who believed they were part of a team pulled less hard. That was proof that people show less effort in a group than when they work solo — particularly when they can hide behind the anonymity of the group.

Teams make you lazy

The corruption of the idea of teamwork to really mean “great, somebody else will do it” is very real, and sociologists have even coined a term for it: “social laziness.”

“Social laziness mainly crops up with routine jobs,” says Christian Setzwein, managing director of Setzwein IT Management, a company specializing in project and interim management. “With more difficult jobs, individual performance tends to be higher — the individual feels protected by the group and not personally responsible.”

The phenomenon is particularly strong when each person’s role isn’t at all or is only a little discernible. In a group, “A person only makes a special effort when the results…

Read the full article: HR, Listen Up: Teamwork On The Job Is Overrated

 

 


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Scott Rosen

Want to know why 90% of the NJ, NY, DE and PA companies who work with us for their HR staffing needs (including Merck, Rutgers, PNC Bank, Daimer-Chrysler, Pfizer, SAP America and 150+ others) either re-hire our firm or refer us? We specialize exclusively in the Direct-Hire and Contract Placement of Human Resources Professionals including EVP of HR, VP of HR, Human Resources Manager, Compensation Manager, HR Generalist, Benefits Manager & Training Managers. The Rosen Group is one of very few firms in the NJ, NY, PA, and DE area that focuses on one, single area all day, every day – Recruiting and assessing HR talent! Our low-volume (2-3 positions filled per week, 8-12 per month and 100 per year), highly-consultative “super-niche” approach means that I will send you the right candidates – the first time (and typically within 1 week). For example 98% of our HR contractors complete their assignments, 50% are extended and 30% to 40% receive permanent offers! We’re giving Fortune 500 companies, SMBs and nonprofit organizations access to the best and brightest HR candidates. We have a database of thousands of HR executives with a wide range of experience, expertise and talent at all levels all the way up to the VP HR level. Plus we use social media and employment branding strategies to get your opportunities in front of top candidates. We're committed to the professional growth and development of the HR executives that we place for clients. That’s why I founded the HR Executive Alliance and the Talent Acquisition Leadership Alliance and have created the HR Department of the Year Awards. Maybe this is why the Rosen Group is one of the Inc 500 Fastest Growing Companies (Number 147!) – and why 90% of our clients refers us or rehire us.

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