Why Do We Work In The Grid?

Team work in the office may also have the same problem.

If any task is not clear in a project, the process of cooperation may be rather difficult.

In order to further explore the causes of performance deterioration, Harry Ingham, a social psychologist in the United States, repeated the rope test in 1974, but made some minor adjustments.

This time, the participants were blindfolded when they pulled the rope. They were asked to pull the rope two times. The researchers told them to pull the rope individually, and the team work at the same time.

But in fact, the two time is action alone.

The experiment solved the problem of coordination, and the result of the experiment is exactly the same as that of a century ago.

When participants think they are in a team, their efforts become smaller.

This proves that when people work in teams, their efforts are less than when they work alone, especially when they are not clearly identified in the team.

The so-called team work will eventually evolve into "good, other people will do". This is a real phenomenon. Sociologists even create a term "social inertia" for this phenomenon.

"Social inertia is common in everyday work."

Christian Saizvan, general manager of Setzwein IT Management, said that the company specializes in projects and temporary management. "In more difficult work, individual performance is often better."

This is especially serious when the task of everyone in the team is totally unclear or unclear.

"Only when the results of people gain special value for him, will people work harder."

Saizvan said.

With solid leadership, we can make good use of this knowledge.

"If the goal is to form an efficient team, managers should let team members know what their respective responsibilities are in the whole project."

The individual contributions should be affirmed, especially when they are not particularly creative, or their tasks are not particularly difficult, Sai Wan Wan explains.

"Modernized"

Teamwork is a very important part.

Goetz Miller, a management consultancy Geemco, said, "but it is also important that individual efforts in teams are equally important."

Leadership must ensure that individual contributions are visible.

Miller said: "although there is no need to create unnecessary among team members,"

But we should also pay special attention to avoiding success and contribution to the wrong people. "

Experts suggest that

Leaders should set clear personal goals for members of the team.

"What needs to be emphasized again is that you can't create a competitive atmosphere in your team, so that members can obstruct each other."

Miller said.

In a cross domain team, there is only one expert in a specific field. Such a team is particularly good because it is easy to measure everyone's contribution.

In many companies, however, praising personal efforts is a taboo because it is important for team success.

Employees who work in such companies have their own choice: they can take time, because they know that there is great pressure not to do too many things, let alone how boring the work is, or they can stick to work in a team that each person's work results can be measured in a certain way.

But obviously, before creating another team, bosses should think deeply about the problem in the long run.