Social Loafing

Definition: Social loafing refers to a psychological phenomenon which has brought forward a
different side of human resource. It states that the employees working in a group, under
perform a given task in comparison to their potential, ultimately hindering the group
performance. This is because they develop a casual attitude towards the assigned
responsibilities by putting in their least contribution and thus, relying upon the efforts of
other team members.

Types of Social Loafing

Social loafing is a hurdle in the productivity of any organization. The management must
address the issue of social loafing to develop an efficient workforce in the organization.

Let us now see the two significant ways in which social loafing takes place in an
organization:

Free-Rider Effect

Sometimes, one or more team members possess a casual attitude towards the group goals,
feeling that their contribution to the task is not that compulsory.

Since the other members will now solely accomplish the given project, it is termed as the
free-rider effect. Such social loafers are considered as free-riders.

Sucker Effect

Due to the free-rider effect, the other members of the group or team feel overloaded with
work. This is because they now have to do the task of such free-riders too, without getting
any additional recognition.

Thus, the other team members get demotivated and feel sucked at their job. These active
members also disengage themselves from work, sensing their exploitation by social loafers.
This is known as the sucker effect of social loafing.

Causes of Social Loafing

What are the reasons which can be held responsible for social loafing in an organization?
Why do the organization face such a problem?

Complex Goals: The individuals usually give up when they feel that the goals set by the
management are robust and impossible to achieve.

Easily Achievable Goals: If the goals set are simple enough and does not pose any challenge
for the employees, they tend to feel demotivated. Thus, showing minimal interest in
achieving them.
Goal Value: If the team members feel that the goals or objectives laid for them have no
significance and won’t add any value to the organizational objectives; they will try to slack
off from the given task.

Lack of Motivation: The demotivated workforce is another primary reason for social loafing
where the employees are not charged up to fulfil the given responsibility.

Large Group Size: At times, the group or team consist of more number of individuals than
required.Therefore, surplus members tend to become unproductive and waste their time in
social loafing.

Sense of Inferiority: The team members who are less skilled or average performers are
sometimes put in the group of super achievers.This will develop an inferiority complex,
resulting in average employees depending upon the efficient team members for task
accomplishment.

Lowered Sense of Efficacy: When the individuals feel that their efforts are undervalued or
ignored, they find it better to escape from their responsibilities through social loafing.

Meagre Sense of Responsibility: If the employees are not made individually accountable for
the given task, they would be reluctant of their duties and responsibilities.

Moreover, they will prefer to rely upon those who hold accountability to accomplish the
assigned responsibility.

Effects of Social Loafing

Social loafing creates a negative impact on the performance of the group and thus slowing
down the productivity of the whole organization.

Let us now understand the various adverse effects which it has on the organization:

 Leads to Poor Team Spirit: If few members become lazy and reluctant, making the
least contribution in the group, the whole team feels demotivated and demoralized.
 Portrays Negativity: The escaping attitude of social loafers spread negativity in the
whole group. It thus brings down team performance and productivity.
 Hinders Development: The growth of the organization gradually falls if social loafing
continues for a long time.
 Causes Wastage of Resources: The human resource involves cost, and because of
social loafing, the employees become futile for the organization.
 Demotivates Hard Working Team Members: Due to free-riders effect and sucker
effect, the performing team members get demoralized. Hence they too try to slack off
from the assigned task considering it as a burden.
 Affects Decision Making: Without proper input from all the group members, the
group’s decision making efficiency diminishes.
How to Prevent Social Loafing?
Social loafing not only hinders the team performance but also leads to downfall in the
competitiveness and growth of the organization.

Therefore, it is essential to encounter and deal with such activities. Following are some of the
measures which can be adapted to disrupt social loafing in an organization:

1. The management must frame the tested goals and objectives which are possible to be
accomplished within a given period and but also challenges the group efforts.
Moreover, these goals should be simple to understand and well explained to every
individual.

2. The group performance should be regularly evaluated under

the benchmarking strategy, and then comparing it with the standards set or the past
performance to fill the gap

3. The groups or teams should be formed wisely by including a limited number of

individuals; also, there should be a group orientation to develop unity and team spirit
among them.

4. Specify the contribution of each employee in goal accomplishment, by defining his/her

task, roles and responsibilities to provide individual recognition.

5. Regular feedback sessions should be carried out to monitor the work of each in a team,
along with taking up colleague’s review on individual performance through a collegial
feedback process.

6. There should be an open communication system in the organization. The individuals

should feel free to put up their problems or queries in front of the management. It
develops a scope of improvement in their overall efficiency.

7. If the individual efforts are assisted and necessary steps are taken to solve their
problems, they tend to improve their performance while working in a group.

8. The team constitutes of individuals, and if each will be aware of his/her duties and
responsibilities in achieving a group objective, it will keep them engaged.

9. The employees must be placed in a group or team by analyzing the individual skill
sets and matching it with that required for the achievement of desired group goals. It
ensures proper utilization of the human resource.