The nature of group work is such that it is virtually impossible for all
group members to contribute equally. I am experimenting with having
students force rank each other at the end, and assigning bonus points
depending on rank. For example, in a group of four, the top rank would
receive 10, second would receive, 8, third would receive 5, and last would
receive 0. So far the students seem very satisfied with this because the
ranked individuals feel compensated for their extra effort. Combined with
the ranking system, I have set overall expectations for performance very
high, so the entire group feels the need to perform. I haven't reached the
end of the quarter yet, but this reward system already seems to have
improved group dynamics because good students don't seem afraid of taking a
leadership position.
Joshua R. Knapp
----- Original Message -----
From: "Snavely, William B. Dr." <
snavelwb@MUOHIO.EDU>
To: <
OB@AOMLISTS.pace.edu>
Sent: Monday, October 15, 2007 7:47 PM
Subject: Re: dealing with student team freeriders
> While I do a lot of the same sort of things as have been suggested, I
> would add 2 comments...
>
> 1. I allow teams to "fire" a team member, in which case I find something
> else for them to do. There is a procedure involved (i.e. they have to
> prove that they tried to fix the problem first, they have to give a clear
> warning, etc.) - This has only been used a couple of times, but in both
> cases it worked as it should. I think in most cases, the existence of the
> option helps motivate social loafers.
>
> 2. In a much different vein, I recommend being very careful how much
> adjusting you do on their grades. As associate dean I came across a
> number of student grievances where the faculty member just could not prove
> that there was not just a personality problem or discrimination that led
> to the lower rating instead of real performance differences. I think it
> is problematic to just rely on the student feedback to "grade" a student,
> especially if a hefty percentage is attached. Many students are not all
> that mature about performance appraisal...
>
> Bill
>
>
> Dr. William B. Snavely
> Director and Professor
> School of Communication
> San Diego State University
> 5500 Campanile Drive
> San Diego, CA 92182-4560
>
> Tel: 619 594-0895
> Fax: 619 594-0704
> Mobile: 513-461-1450
> E-mail:
wsnavely@mail.sdsu.edu