Psyc2310 chapter 8 practice quiz 3

What is social loafing?

• A group-produced reduction in individual output on tasks where contributions are pooled

• An increase in individual effort when working alone

• A model that describes people's motivation to exert effort in group tasks

• The tendency to work harder when tasks are important

Which of the following is NOT a factor that influences social loafing?

• Identifiable contributions

• Contributions' impact

• Group size

• Task importance

According to the collective effort model, people are motivated to exert effort in group tasks when:

• They believe their distinct efforts are identifiable

• They are working alone

• The task is easy

• They are not being monitored

What happens when people believe their own contribution will be recognized?

• They will work less hard

• They will not change their effort

• They are less likely to socially loaf

• They are more likely to socially loaf

What is the effect of believing that your efforts will have an impact on the group's performance?

• Increased social loafing

• No change in effort

• Decreased motivation

• Reduced social loafing

What is social compensation?

• The reduction in effort when working in a group

• The increase in effort to compensate for others' poor performance

• The motivation to work harder when alone

• The tendency to work less when tasks are important

In the study by Latané, Williams, and Harkins (1979), students made the most noise when:

• In a group of two

• In a group of six

• Alone

• In a group of four

What is the collective effort model?

• A study on noise levels in groups

• A concept related to social compensation

• A model that describes people's motivation to exert effort in group tasks

• A theory about individual performance in the presence of others

Which of the following is an example of social compensation?

• Working less hard because others are not contributing

• Working harder to compensate for others' poor performance

• Not changing effort regardless of others' performance

• Reducing effort when tasks are pooled

In the study conducted in Berlin, participants exerted more effort when:

• They worked with highly competent individuals

• They worked with someone they deemed to have low competence

• They worked alone

• They were not informed about their partner's performance