My group working style is as a leader, but no leader leads well without respect. Next time I'll ask people why they aren't contributing to the task, or what they feel they might bring to it. Because it's not "group work" if you're doing it alone.

I also need to be aware of judging people by how they look, Jim did really well in a recent computer marked test, despite his Mum's illness, so he's no slouch. I realise that we can all respond to prejudice (Devine 1989), but this approach isn't helpful, you don't maximise a team assets by discounting people on the basis of their appearance. Feedback

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References

DEVINE, Patricia G, (1989). Stereotypes and Prejudice: Their automatic and controlled components. The Journal of Personality and Social Psychology 56 (1), 15-18.

GERSICK, Connie J G, (1988). Time and Transition in Work Teams: Toward a New Model of Group Development The academy of management journal. 31 (1) 9-41.

KEYES Corey L M (2000).Subjective Change and Its Consequences for Emotional Well-Being. Motivation and Emotion, 24, (2) 2;-5.

LORENZI, Nancy M and RILEY, Robert T (2000) Review Paper Managing Change: An Overview. Am Med Inform Assoc. 7:116-124.

RAYNER, Charlotte (1997). The Incidence of Workplace Bullying. Journal of Community & Applied Social Psychology, 7, 199 + 208.

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