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Identifiability, Performance Feedback and the Köhler Effect
[journal article]
Abstract Research, starting with Köhler (1926), has demonstrated a type of group motivation gain, wherein the less capable member of a dyad working conjunctively at a persistence task works harder than comparable individuals. To explore possible boundary condition... view more
Research, starting with Köhler (1926), has demonstrated a type of group motivation gain, wherein the less capable member of a dyad working conjunctively at a persistence task works harder than comparable individuals. To explore possible boundary conditions of this effect, the current experiment systematically varied the amount and timing of performance feedback group members received. Results showed: (a) continuous feedback of both members’ performance was not necessary for producing the effect; (b) the effect was attenuated, but not eliminated by delaying and restricting feedback, such that group members only learned which of them was the less capable worker (but not how long s/he persisted) sometime after the task trial was completed; and (c) the motivation gain was eliminated in the absence of any performance feedback (i.e. when neither worker could tell who quit first nor how long either had persisted). Some implications of these results for currently viable explanations of the Köhler effect are discussed. It is concluded that the effect is likely to result from several distinct processes.... view less
Free Keywords
feedback; groups; motivation gain; performance;
Document language
English
Publication Year
2005
Page/Pages
p. 375-390
Journal
Group Processes & Intergroup Relations, 8 (2005) 4
DOI
https://doi.org/10.1177/1368430205056466
Status
Postprint; peer reviewed
Licence
PEER Licence Agreement (applicable only to documents from PEER project)