Managing individual performance in work groups

Robert C. Liden, Sandy J. Wayne, Maria L. Kraimer

Research output: Contribution to journalArticlepeer-review

11 Scopus citations

Abstract

This research was driven by the question, "In empowered work groups, who should be responsible for determining disciplinary actions in response to group member poor performance: the formal manager, a single group member, or the group as a whole?" Results in a study of 231 group members representing 41 groups from four diverse organizations showed that the severity of disciplinary actions made by formal managers is equivalent to actions taken by groups through consensus decision-making. Selecting one member of the group, however, to handle a poorly performing member resulted in relatively lenient disciplinary actions. Consistent with this finding, the attitude survey results revealed that individual group members are reluctant to assume responsibility for disciplining a poorly performing group member.

Original languageEnglish (US)
Pages (from-to)63-72
Number of pages10
JournalHuman Resource Management
Volume40
Issue number1
DOIs
StatePublished - Mar 2001
Externally publishedYes

All Science Journal Classification (ASJC) codes

  • Management of Technology and Innovation
  • Applied Psychology
  • Organizational Behavior and Human Resource Management
  • Strategy and Management

Fingerprint

Dive into the research topics of 'Managing individual performance in work groups'. Together they form a unique fingerprint.

Cite this