There are two possible reasons why IGM motivation could increase in mixed groups: one is “upward social comparison,” the IGMs adjust their performance upward to match the average performance of the group (which is higher than their solitary level). Of course, the flip side of this is that the superior GMs would then be expected to adjust their performance downward, which touches on Drew’s comment. The authors of this article note this too: “One frequent concern is that motivation gains of IGMs might come
at the price of motivation losses by superior group members so that
the overall gain for the group outcome might be nullified.”

The second reason is “social indispensability,” the IGM motivation goes up if they know their contribution is critical to the group product. But if the IGM senses that their contribution is NOT indispensable, their motivation goes down. That happens when, for example, the group’s performance is determined by the strongest individual performance, or when a poor performance by one member can be compensated for by another.

The meta-analysis I cited examined this by comparing task conditions, and confirmed that IGM motivation goes up more when their contribution is indispensable.

Other findings of this article: the motivation gain for IGMs is greater when (1) the members of the group are physically in the same room together, versus online or distant collaboration, and (2) when the task involved physical work rather than purely cognitive work.

So what about the key question you both ask: Is the group output better with mixed groups? This study focused on the motivation level of individual IGMs, and the authors say “it will be difficult to predict the overall outcome of complex work groups based on only these results.” But here are the implications they propose for managers:

1. “Utilize upward comparison mechanisms” by providing performance information about superior coworkers.

2. “Utilize indispensability effects by stressing the importance of IGMs’ contribution to the overall group outcome.”

One last comment for Cherry, regarding learning: there is a long tradition of research by Johnson & Johnson showing that when students of mixed abilities are grouped together, the low ability students learn more, and the high ability students learn just as much as when they’re grouped with other high ability students.

Many Asian countries are keenly interested in this topic; GROUP GENIUS has been translated into Chinese (both modern and traditional), Korean, and Japanese.

Last week,I got a big question! Why did my CEO give your book (Group Genius) for us. The question drive me for searching your informations about your books. Maybe if you check on a number of selling from Thailand, you will found that the big company bought a numerous of books. I am the one who work at this place, and received the book form my boss. (www.scg.co.th.)

By the way, I’m glade to read your book!

Sincerely yours,

Mathinee

My son & his girlfriend, who are recent college graduates, have had some difficulty in the workforce. They think if they perform well they should get an “A”. There are expectations they have related to work that they thought would mimic college life. It doesn’t. I know this is not the point of your blog entry but it made me think of it. Asking to be grouped with the brightest (and students’ criteria for this is limited) is not a request typically entertained by the manager.
I also recalled an episode of the short lived TV series Fame. There was a dance that was going to be staged and the best dancers are vying for the lead. The instructor gives the lead to someone at the school who is a ‘non-dancer.’ The students are upset; Debbie Allen tells them that sometimes the biggest name, not the best dancer gets the role and it’s the dancers job to make him look good. Life lesson. Thanks for letting me ramble and thanks for the research info.

Thanks for sharing this.

I’ve just got your ‘Group Genius’ from my company’s new project called ‘Eager to Learn’ (my company located in Thailand)

I will finish and review this book as soon as possible.
(We call this ‘Book Briefing’ - sharing and summarize or review the book on Intranet Knowledge Based Website)

By the way, I will continue read your blog every free-time I have