Teamwork Benefits and Social Loafing Issue



The completed “Evaluate Team Member Effectiveness” self-assessment has revealed that I am highly effective in teamwork. This is true since my score was 105 points. I agree with these results because I always find it easier to deliver positive outcomes whenever working in a group.

I liaise with my colleagues efficiently. It is my duty to encourage and guide my teammates to focus on the outlined goals. The resulted have indicated that I have appropriate knowledge, skills, and abilities (KSAs) that make me an effective team player.

Strengths and Weaknesses

The results obtained have exposed my weaknesses and strengths regarding working in a team. Some of the outstanding competencies include effective communication, collaboration, attentive listening, creativity, and problem-solving. I also possess adequate organizational, planning, and critical thinking skills. I can encourage, guide, and mentor others to deliver positive results.

These attributes explain why I can support my team’s goals efficiently. The major weaknesses identified after completing the exercise include the inability to work with individuals from diverse backgrounds, failure to strengthen my critical thinking competencies, and poor time management. However, I believe that I can achieve most of my goals when such gaps are addressed.

Social Loafing

I have never engaged in social loafing while being part of a group. This has been the case since I am always committed and willing to deliver meaningful and timely results when working in a team. According to Asci, Cemberci, Civelek, and Gunel (2015), the main objective of forming groups is to ensure that duties or tasks are accomplished within a short period.

This model is used to pool talents and competencies by bringing different individuals or professionals together. A team leader is selected to control, guide, and monitor the process (Reiter-Palmon, Sinha, Gevers, Odebez, & Volpe, 2017). Several reasons can be presented to explain why I have never engaged in social loafing. The first one is that I always understand my roles, goals, and obligations as a team player.

Secondly, members working in a group share resources and competencies in order to deliver positive results. The third reason is that I understand that social loafing is major malpractice that makes it impossible for teams to achieve their potential.

Finally, employees who embrace the misbehavior will be unable to develop superior competencies that can support their future aims. Consequently, my team has been in a position to achieve most of its goals.

Benefits of Teamwork

The decision to work effectively on a team is something that gives me an added advantage in my workplace. To begin with, the process empowers me to achieve most of the identified objectives in a timely manner. Secondly, the strategy addresses the major predicaments facing different employees in the workplace.

Some of these challenges include burnout, reduced morale, lack of commitment, and delivery of undesirable results (Reiter-Palmon et al., 2017). Thirdly, the initiative empowers me to identify goals that can be realized within a specified period. Additionally, my teamwork competencies have improved significantly within the past three years.

This is agreeable since I have developed superior communication, decision-making, problem-solving, listening, and interpersonal skills. These achievements will support me throughout my career journey and eventually make me successful.

I have found it easier to interact or associate with individuals from different cultural, religious, and social backgrounds. This means that I will always be in a position to deliver positive results while at the same time addressing my colleagues’ challenges.

Developing Teams

Groups do not emerge or develop without the use of a systematic plan. Organizational leaders are, therefore, expected to introduce the idea of teamwork in their respective firms. They should go further to inform their followers about the idea.

Such employees are then guided to come together and share their ideas in order to deliver positive results (Kozlowski, 2017). A positive culture in an organization will support the idea of teamwork. Every organization associated with such attributes will eventually achieve most of its objectives.

Group Development Process

The effectiveness of different team members will influence the development process of the entire group. Individuals in a given team will present new ideas and competencies that can empower others. Every person in the group will also become more productive. The involvement of committed members will ensure that different goals are realized on time.

Emerging challenges and problems will be addressed immediately. Teammates will also be willing to introduce new concepts, ideas, and insights that can result in improved performance (Kinicki & Fugate, 2015).). The problem of social loafing will also be reduced significantly. Every individual can take up leadership roles, thereby making his or her team successful.

Concluding Remarks

With these observations and remarks, I will always focus on the best practices and action plans that can improve my competencies as a team player. I am looking forward to applying my skills and strengths in order to make my organization competitive and profitable. It will also be appropriate to engage in continuous learning in an attempt to address my weaknesses and become a skilled team player.


Asci, M. S., Cemberci, M., Civelek, M. E., & Gunel, D. (2015). Groups and their effects in organizations. European Scientific Journal, 11(32), 12-34.

Kinicki, A., & Fugate, M. (2015). Organizational behavior: A practical, problem-solving approach. New York, NY: McGraw Hill Education.

Kozlowski, S. W. (2017). Enhancing the effectiveness of work groups and teams: A reflection. Perspectives on Psychological Science, 13(2), 205-212. doi:10.1177/1745691617697078

Reiter-Palmon, R., Sinha, T., Gevers, J., Odebez, J., & Volpe, G. (2017). Theories and models of teams and groups. Small Group Research, 48(5), 544-567. doi:10.1177/1046496417722841

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