What can be done to minimize motivation problems in pooled, sequential, and reciprocal task interdependence?

What will be an ideal response?

If a group task involves pooled task interdependence, each member of the group makes a separate and independent contribution to group performance. Motivation problems can easily be avoided on tasks with pooled interdependence by evaluating the performance levels of the individuals in the group and rewarding them on that basis.

A group task based on sequential task interdependence requires specific behaviors to be performed by the group's members in a predetermined order. Identifying individual performances of group members is difficult because everyone contributes to the same final product; moreover, the performance level of the least capable member of the group determines group performance. Organizations try to overcome the motivation and social loafing problems associated with sequential interdependence by closely monitoring the on-the-job behaviors of group members and/or forming work groups consisting of individuals with similar levels of ability. In some situations, motivation problems can be overcome by rewarding group members on the basis of the group's level of performance.

Group tasks are characterized by reciprocal task interdependence when the activities of all group members are fully dependent on one another, so that each member's performance influences the performance of every other group member. Motivation problems like social loafing ensue because it is difficult, if not impossible, to identify an individual's level of performance. To reduce the tendency for social loafing, managers should reward the members for the group's performance and encourage each one to continue to improve his or her performance over time by offering incentives for doing so.