International Journal for the Scholarship of
Teaching and Learning
Volume 5 | Number 2
7-2011
Impact of Peer Evaluation Confidentiality on
Student Marks
Christina Hamme Peterson
Rider University, cpeterson@rider.edu
N.Andrew Peterson
Rutgers, The State University of New Jersey, andrew.peterson@ssw.rutgers.edu
Recommended Citation
Peterson, Christina Hamme and Peterson, N.Andrew (2011) "Impact of Peer Evaluation Confidentiality on Student Marks,"
International Journal for the Scholarship of Teaching and Learning: Vol. 5: No. 2, Article 13.
Available at: https://doi.org/10.20429/ijsotl.2011.050213
Article 13
Impact of Peer Evaluation Confidentiality on Student Marks
Abstract
Although group work is commonly used in university-level instruction, social loafing, domineering team
members, poor attenders, and inequitable distribution of marks have been identified as obstacles to teambased learning. Peer evaluation has been proposed as one vehicle to address these issues. For use in grading,
peer evaluations are often anonymous; however, as tools to address team functioning, they should not be
conducted anonymously, but rather with the results discussed as feedback. It has been suggested, however,
that non-confidential peer evaluations will artificially elevate students’ marks. In this study, we investigated the
impact of peer evaluation confidentiality on students’ marks. Without a weighted correction, confidential
evaluations significantly dropped students’ marks while non-confidential evaluations raised them.
Implications for practice are discussed.
Keywords
Peer evaluation, Marks, Confidential, Social loafing, Team, Group
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IJ-SoTL, Vol. 5 [2011], No. 2, Art. 13
Impact of Peer Evaluation Confidentiality on Student Marks
Christina Hamme Peterson
Rider University Lawrenceville,
New Jersey, USA
cpeterson@rider.edu
N. Andrew Peterson
Rutgers University
New Brunswick, New Jersey, USA
andrew.peterson@ssw.rutgers.edu
Abstract
Although group work is commonly used in university-level instruction, social loafing,
domineering team members, poor attenders, and inequitable distribution of marks have
been identified as obstacles to team-based learning. Peer evaluation has been proposed
as one vehicle to address these issues. For use in grading, peer evaluations are often
anonymous; however, as tools to address team functioning, they should not be conducted
anonymously, but rather with the results discussed as feedback. It has been suggested,
however, that non-confidential peer evaluations will artificially elevate students’ marks. In
this study, we investigated the impact of peer evaluation confidentiality on students’ marks.
Without a weighted correction, confidential evaluations significantly dropped students’
marks while non-confidential evaluations raised them. Implications for practice are
discussed.
Keywords: peer evaluation, marks, confidential, social loafing, team, group
Introduction
Group-based learning is common practice in university classrooms. Research suggests that,
given the appropriate circumstances, such group work yields better student performance,
lower student anxiety about difficult content, higher self-efficacy (O’Brien, 1995; Slavin,
1995), and greater student learning (Carlsmith & Cooper, 2002; Longmore, Dunn, & Jarboe,
1996; Revere, Elden & Bartsch, 2008). In addition, for those who prefer a more interactive
work environment, group-based learning increases student engagement and perceptions of
task importance (Peterson & Miller, 2004). Despite its ubiquity, the prospect of group work
is often received by students with feelings of ambivalence if not outright hostility, in large
part due to actual or anticipated interpersonal conflict and negative outcomes (Colbeck,
Campbell, & Bjorklund, 2000; Monk-Turner & Payne, 2005). Two objections to group work
have been well documented in the literature. These are concerns about social loafing (e.g.
Ashraf, 2004; Burdett, 2007; Carlsmith and Cooper, 2002; Myers, Smith et al, 2009;
Meyers, 1997) and unfair grading procedures (e.g. Hoffman & Rogelberg, 2001; Johnson &
Johnson, 1992; Johnson, Johnson & Smith, 1998). Also reported by students as critical to
the quality of the student group experience has been the presence of domineering
teammates (e.g. Burdett, 2007; Jalagas & Sutton, 1984), and poor attendance and/or
preparation of teammates (e.g. Burdett, 2007; Feitchner & Davis, 1984).
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Impact of Peer Evaluation Confidentiality on Student Marks
Problems in Group Work
“Social loafing” is a phrase coined by Latane, Williams, and Harkins (1979) to describe the
phenomenon of a decrease in individual effort due to the presence of others. In group work,
individual outputs are not clearly identifiable, thereby providing a screen for poor
performance and a lack of incentive for performance excellence (Harkins & Jackson, 1985).
As a result, some students will make the decision to allocate their time and effort to
individual tasks, where their contribution will be identified and evaluated, and to contribute
minimally to the group so as to reap the benefits with a modicum of effort. The elements of
the group task consequently are inequitably distributed among group members, with some
members shouldering substantially more of the burden (Ashraf, 2004; Carlsmith & Cooper,
2002; Myers, et al., 2009). Despite the prevalence of social loafing, students report that
they rarely confront the loafers (Myers, et al, 2009), and feel at a loss as to how to handle
such dynamics (Burdett, 2007).
Concern about the nondiscrimination of marks when contribution to student assignments
has been inequitable is widespread (Ashraf, 2004; Hoffman & Rogelberg, 2001; Johnson,
Johnson, & Smith, 1998). Research suggests that equal marks for all group members can
lead to higher marks for poorer students and lower marks for stronger students, resulting
in more resistance to group work from high-performing students (Ashraf, 2004; Hoffman &
Rogelberg, 2001; Kagan, 1995) and more favorable attitudes from low performing students
(Su, 2007). Burdett (2007) found that shared group marks were often challenged by
students who felt that such a marking method was unfair and Johnson and Johnson (2008)
indicate that the failure to provide individual-level marks in group projects increases social
loafing.
Social loafing is discussed in the literature as stemming from the invisibility of individual
contribution to the final product and consequently the decision to reduce effort on the basis
of a cost/benefit analysis. The role of the domineering student identified in the research,
however, may provide another possible explanation for this phenomenon. The domineering
student is one who has a clear and inflexible plan for how the task should be completed. He
or she is quite vocal in directing group members and behaves as if believing that the only
way to ensure a quality output is to dictate all aspects of the task or to complete them him
or herself (Burdett, 2007). The perspectives of other team members are largely ignored,
team member input is not solicited and the domineering student is fairly rigid in his or her
ideas about how to complete the task. In the worst case scenario, students faced with such
a teammate are left feeling incompetent and incapable and may revert to social loafing
merely in response (Jalajas & Sutton, 1984).
Finally, students report another difficulty in group work as stemming from the failure of
individuals to attend meetings or to be prepared when they do attend (Burdett, 2007;
Feitchner & Davis, 1984). This phenomenon may occur irrespective of the social loafing
and/or domineering role and presents a challenge to completing the required assignments.
The Use of Peer Evaluation to Address Group-Work Problems
Peer evaluation and the incorporation of peer based scores into the final mark for each
individual has been proposed to address issues of social loafing and inequitable mark
distribution (Asgari & Dall’Alba, 2011; Cheng & Warren, 2000; Kaufmann, Felder & Fuller,
2000). Such evaluations have been found to have validity due to high correlations with
teacher ratings (Falchikiov & Goldfinch, 2000) and supervisor ratings (Conway and Huffcutt,
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1997) and clear differentiation of ratings based on group member’s contribution (Saito &
Fujita, 2009). There are two main types of peer evaluations in the literature: those that
rank team members and those that rate team members. In the ranking method, group
members rank their teammates from best to worst (Bushell, 2006; Pope, 2001) or divide
an even number of points amongst their teammates, with those contributing more awarded
more points and those contributing less receiving fewer (Carson & Glaser, 2010; Longmore,
Dunn, & Jarboe, 1996; Maranto & Gresham, 1998). In the rating method, each team
member is rated on a set of performance characteristics and these ratings are independent
of the ratings of fellow team members (Li, 2001).
It has been suggested that peer ranking methods more clearly differentiate high and low
performers than do peer rating methods and so are recommended for use in the grading
process (Falchikov & Goldfinch, 2000; Lejk & Wyvill, 2001). If differentiation of students on
the basis of contribution and the consequent elimination of social loafing is the sole purpose
of peer evaluation, then peer ranking as a unidimensional measure of student performance
(typically, the level of contribution) does indeed seem to meet that end. However, process
characteristics of a team are strong predictors of successful performance (Campion, Papper
& Medsker, 1996) and, therefore, the improvement of interpersonal communication,
cooperation and teamwork skills is often cited as a goal of group-based learning (Asgari &
Dall’Alba, 2011; Bacon, Stewart, & Silver, 1999). It is these skills that enable students to
begin to address issues not only of social loafing, but also of domineering members and
lack of attendance or preparation. If we argue that the objective of team-based work in
education is to prepare students for the work environment, peer evaluation rankings
establish an artificial method for managing the social loafing group dynamic. They eliminate
the social loafer without intervention on the part of group members, do not facilitate the
learning of teamwork skills and may serve to prevent the circumstances and discussion
necessary for group members to actively address dynamics that hinder performance.
Boud, Cohen, and Sampson (1999) argue that assessments used in a course must be
aligned with the kinds of learning the course aims to promote. In that case, it is critical
for faculty to recognize that the level of an individual’s contribution is not likely a learning
objective of a group project but is rather a symptom of group functioning. Assessment
should allow for the measurement of both subject matter learning (e.g. quantity and quality
of contribution) and teamwork learning (e.g. interpersonal communication and cooperation).
Such attributes are more amenable to peer rating rather than peer ranking methods of
evaluation (Lejk & Wyvill, 2001).
With the learning of teamwork skills as an objective of group based assignments, it stands
to reason that peer evaluations could aid in that process by serving not only the purpose of
a summative evaluation for grading, but also as formative evaluation and feedback to the
student. If an evaluation is to serve as feedback, then students need to receive the results
of their peer evaluation and a mechanism needs to be provided for discussion. Interestingly,
however, peer evaluations in the literature seem to be used largely with the data collected
anonymously for incorporation into marks (Asgari & Dall’Alba, 2011; Bacon, Stewart &
Silver, 1998; Lejk & Wyvill, 2001; Saito & Fujita, 2009) at the conclusion of a project,
rather than for provision to the student to facilitate his or her learning. Some students
indicate that such use can leave them feeling blindsided and cheated of the opportunity to
improve their performance had they received direct feedback from team members
(Feitchner & Davis, 1984). In those cases where peer evaluation is seen as a potential
source of feedback, the evaluations are still often collected anonymously (e.g. Brutus &
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Impact of Peer Evaluation Confidentiality on Student Marks
Donia, 2010), thereby inhibiting learning about how to have an honest and open discussion
amongst team members about their process.
The emphasis on anonymity of peer evaluation seems to stem in part from a concern that
friendship bias will lead to a lack of honesty amongst peers (Barclay & Harland, 1995).
Indeed, some students report that there is peer pressure to provide positive feedback
(Burdett, 2007). Research also suggests, however, that the discussion of peer evaluations
early in group work gives greater clarity as to what constitutes high quality work (Topping,
1998), allows for the identification of potential issues (Burdett, 2007), and has a positive
impact on perceptions of cohesion and satisfaction in group work (Druskat & Wolff, 1999;
Feitchner & Davis, 1984). If peer evaluations are non-confidential, they can also facilitate
the learning of how to provide constructive criticism and how to work through the issues
that can be so destructive to group functioning.
The dilemma, therefore, is: in order to solve one problem, which is the lack of a vehicle
for honest and open feedback to students regarding their functioning in a group, do we as
instructors exacerbate another problem, which is the social loafing and inequitable mark
distribution? By making peer evaluations non-confidential, we may facilitate student
learning about how to work in a team, but we may also inflate individual marks for students
who did not contribute their share. The question as to if the confidentiality of peer
evaluation will alter its impact on course marks has not been investigated in the literature
to date. In fact, some research gives no indication of if the evaluations themselves were
anonymous (e.g. Cheng & Warren, 2000 etc.), suggesting that perhaps this issue has not
been considered. In this article, we aim to investigate the impact of confidentiality on peer
ratings of individuals’ team work, in particular those poor attending, social loafing and
domineering behaviors associated with group derailment, and the subsequent grading of
individuals on group projects. If the lack of confidentiality recommended to facilitate the
learning of team-based skills does lead to mark inflation, then faculty would need to
incorporate strategies to adjust for this issue in order to ensure fair mark distribution within
the group.
Method
Participants and Procedures
Eighty-six students enrolled in one of four sections of a three-credit Introduction to
Research Methods course in a master’s-level education program in the US participated in
this study. As part of the course, each student was assigned to a group of between 3 and
4 students. The groups worked together for the entire semester to complete two projects:
a literature review and a survey research study on a topic of interest. Marks were assigned
on the basis of the final two products and the peer evaluation. The sections were randomly
assigned to the comparison or experimental group, with two sections in the comparison
group and two in the experimental group.
In order to control for threats to internal validity, the procedure in both groups was
equivalent with the only difference being that of the confidentiality of the peer evaluation.
Both groups were told at the beginning of the semester that they would have to complete a
peer evaluation of their group mates at the conclusion of the semester. The evaluation form
was provided for their review and for questions and they were told that each person’s peer
evaluations would be incorporated into his or her final mark. Both groups completed the
peer evaluation form at the end of the semester. Students in the comparison group were
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IJ-SoTL, Vol. 5 [2011], No. 2, Art. 13
told that their ratings and comments would be shared only with the professor and not with
the evaluatees. Students in the experimental group were told that their evaluations would
be shared with the evaluatees and that the purpose of the evaluation was twofold: 1) to
ensure that the individual’s project mark reflected their contribution and 2) to provide their
colleagues with some feedback on what they did well and what they could improve in their
group work. All peer evaluation ratings and comments were compiled by the professor and
were provided to evaluatees in the experimental group via email at the conclusion of the
semester.
There were 47 students in the experimental group with 96% female, 4% male. In the
comparison group there were 39 students, of which 79% were female, 21% male.
Measures
Peer Evaluation
In the peer evaluation, students used a peer-rating evaluation form to rate their colleagues
on five characteristics for a total of 50 points. Each characteristic was measured via a 10point rating scale with behavioral anchors at either extreme and in the middle (Appendix).
The scale was designed to tap attributes of three team-member types frequently cited in
the literature as sources of student group derailment: the poor attender, the domineering
teammate, and the social loafer. The attributes, when lacking, associated with the team
member type were as follows: items 1 and 2, attendance and preparation, were
characteristics of the poor attender, item 3, contribution, was associated with the social
loafer and items 4 and 5, respect for others’ ideas and flexibility, was associated with the
domineering teammate. The individual student’s total peer evaluation score was the
average of his or her evaluations from all teammates.
Students were also asked to provide comments and an explanation for each low rating on
the peer evaluation form. When evaluations were confidential, this allowed the professor to
assess the thinking of the evaluator. When evaluations were non-confidential, this provided
critical feedback to the evaluatee.
Group Project Subject Marks
Groups received a mark from 0-100 for each of two group projects: a literature review and
a survey research project. The overall group mark was the average of these two group
projects. For the purposes of this research, the peer evaluation results were incorporated
into the individual’s overall group mark via two methods: an additive method (Maranto &
Gresham, 1998) and a weighted method (Lejk & Wyvill, 2001; Zhang & Ohland, 2009). In
the additive method, the individual’s average peer evaluation score was added to the group
mark and computed as a percentage of the total possible points for the individual’s final
score. Conceptually, this can be represented as:
Using an example, a student who scored a group mark of 90 and a peer evaluation score of
45 would have a combined score of 90+45=135 divided by the total possible points (150).
This would result in a final additive mark of 0.9 or 90%.
If, as suggested in the literature, a lack of anonymity may lead to friendship bias in student
ratings (Barclay & Harland, 1995; Burdett, 2007), than the additive method will lead to
higher marks for students in the experimental group as compared to the comparison group.
For this reason, we also computed marks using a weighted method (Zhang & Ohland, 2009)
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Impact of Peer Evaluation Confidentiality on Student Marks
which does not use a raw peer evaluation score, but rather creates a weighted peer
evaluation score relative to the peer evaluation scores of his or her team members. This
weighted score is derived by dividing the individual’s peer evaluation score by the average
peer evaluation score of the entire group, as follows:
Conceptually,
this weighted individual evaluation score represents how the rating of the individual
compares to the average rating of the group. Students whose peer evaluation
score is higher than the average peer evaluation score in the group will have a weighted
score that is greater than 1. Those whose peer evaluation score is lower than the average
peer evaluation score will have a weighted evaluation score less than one, and if their peer
evaluation score is the same as those of the others in the group, than the weighted score
will be 1. The student’s final mark, then, is calculated by multiplying the weighted peer
evaluation score by the group mark, thusly:
Using the above example, if the student who had a peer evaluation score of 45 was in a
group where the two other team members had a peer evaluation score of 48 each, then the
average peer evaluation score in that group would be 47. The student with a 45 would have
a weighted peer evaluation score of 45/47 or .96. Conceptually this represents the
contribution of this individual relative to his or her other group members. This individual’s
final mark would then be a proportion of the group’s mark based on his contribution as:
90(.96) =86.
Results
Prior to testing our main research question, we compared the two groups (i.e., confidential
versus non-confidential) for the potentially confounding factors of gender and general
ability. As research suggests that peer evaluators evaluate males and females differently
(Schonrock-Adema, Hijne-Penniga, van Duijn, Geertsma & Cohen-Schotanus, 2007), we
wanted to be sure that the two groups were roughly equivalent in terms of their numbers of
males and females. The confidential peer evaluation group had a significantly greater
percentage of males (20.5%) than the non-confidential peer evaluation group (4.3%) (X2(1)
=5.48, p<.05). In addition, as each individual’s peer evaluation scores were combined with
his or her overall group marks (i.e., the average of the two group projects), we wanted to
be sure that the two groups did not differ on their overall group marks prior to the
introduction of the peer evaluation scores. There was no statistically significant difference
between the groups on overall group marks (F (1, 83) =.007, p=.94.), suggesting that they
were roughly equivalent in general ability and rendering statistical control unnecessary.
Because the two groups differed in terms of the number of males, however, gender was
statistically controlled for in subsequent analyses.
To test the assumption that non-confidential peer evaluation would result in mark inflation,
we compared the differences between the students’ marks without the peer evaluation (the
overall group mark) to the students’ marks with the peer evaluation added using the
additive method (final markadditive) for the two groups (i.e., confidential versus nonconfidential), controlling for gender (Table 1). Results were as expected for the non-
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IJ-SoTL, Vol. 5 [2011], No. 2, Art. 13
confidential peer evaluation group; the students’ overall group mark without the peer
evaluation was significantly lower than the students’ final markadditive with the peer
evaluation. This supports the assertion that the elimination of confidentiality results in
higher peer ratings and, consequently, higher overall marks. Interestingly, among the
confidential peer evaluation group, the students’ overall group mark was significantly higher
than the final markadditive, suggesting that the assurance of confidentiality results in lower
peer ratings and, consequently, lower overall marks.
Table 1.
Two-Way Mixed Analysis of Covariance (ANCOVA) Comparing Confidentiality Groups
with Peer Evaluations Added to Overall Group Mark Using the Additive Mark Method1
Group
Confidential
Non-Confidential
Overall Group
Mark Mean
92.06a
92.12b
Final MarkAdditive
Mean
90.91a
93.02b
1
Significant interaction effect, Wilks’ Lambda=.84; F(1,83)=15.63, p<.001 for the 2 (Group: Confidential
versus Non-Confidential) X 2 (Mark Method: Overall Group Mark versus Final MarkAdditive) mixed ANCOVA
a
Significantly different, p < .05
b
Significantly different, p < .05
Finally, we examined if the weighted method of computing marks for the two peer
evaluation groups would correct for the differences encountered above (Table 2). If the
weighted method does correct for the confidentiality effect, then we should see no
differences between the students’ marks without the peer evaluation and the student’s
marks with the peer evaluation added in using the weighted method for either group. The
results indicated that the interaction effect was not statistically significant. In other words,
the overall group mark without the peer evaluation was not significantly different from the
final mark with the peer evaluation added using the weighted method (final markweighted) for
the confidential peer evaluation group nor for the non-confidential peer evaluation group.
Table 2
Two-Way Mixed Analysis of Covariance (ANCOVA) Comparing Confidentiality Groups
with Peer Evaluations Added to Overall Group Mark Using the Weighted Mark Method2
Group
Confidential
Non-Confidential
Overall Group
Mark Mean
92.06
92.12
Final MarkWeighted
Mean
92.33
91.89
2
Non-significant interaction effect, Wilks’ Lambda=.99; F(1,83)=.04, p=.83 for the 2 (Group: Confidential versus
Non-Confidential) X 2 (Mark Method: Overall Group Mark versus Final MarkWeighted) mixed ANCOVA
Discussion
Peer evaluation has been proposed as a vehicle to facilitate group discussion on group
functioning issues (Brutus & Donia, 2010) and to differentiate the marking of individuals
working in teams (Cheng & Warren, 2000; Zhang & Ohland, 2009). It is possible, however,
that these two purposes may be at odds with one another. In order for peer evaluations to
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Impact of Peer Evaluation Confidentiality on Student Marks
be a tool for students to address group process, we argue that they should be conducted in
an open and transparent manner, with the results presented to the evaluatee for feedback.
Peer pressure leading to elevations in peer evaluation scores and subsequent marks when
the process is not anonymous (Barclay & Harland, 1995; Burdett, 2007), however, might
render useless the impact of peer evaluation on differentiating student marks within a
group.
Our results show that concerns about mark inflation when using non-confidential
evaluations are warranted, as when non-confidential peer evaluations were combined
additively with group marks, the average mark was significantly higher than without the
peer evaluations. Interestingly, confidentiality does not appear to resolve this problem, as
when confidential peer evaluations were added to group marks, the average mark was
significantly lower than group marks. This suggests that, regardless of confidentiality type,
merely adding peer evaluation scores into an individual’s group marks will cause a
significant shift for the entire class in one or the other direction. Such a shift would not
correct for the inequitable mark distribution so often cited by students as a source of their
hostility toward group work. Faculty who decide to use peer evaluations as a mechanism to
assess individual performance in a group, therefore, will have to use caution in
incorporating evaluation scores into the student marks.
Our findings suggest that the weighted method proposed by Zhang and Ohland (2009) to
combine peer evaluation scores with group marks corrects for both the inflation and
deflation effects of confidentiality type. Although individual student marks change due to
their weighted peer evaluation scores, they do not all change in the same direction and the
overall mean does not differ significantly from the mean overall group mark without the
inclusion of the peer evaluation scores. We propose that the weighted method may more
effectively correct for the mark distribution inequity by ensuring that students’ contributions
are directly compared to those of their own group members. Those with lower ratings, and,
possibly, lower contributions, receive a lower proportion of the group mark than their more
highly rated group members. If an issue of concern is inequitable mark distribution, then
the weighted method of combining peer evaluations with the group mark looks promising.
The overall implication is that a) confidentiality impacts student marks and b) regardless of
confidentiality type, faculty must correct for this impact via a weighted marking method. For
those with fewer students, the weighted method would simply require the addition of one
computation per group (the average rating per group) and per individual (the weighted peer
evaluation score) and the inclusion of this data point in the computation of the overall mark.
For faculty working with larger numbers of students and groups, such a method may be
time prohibitive. In such cases, faculty may want to consider eliminating peer evaluations
from their marking procedures so as to avoid the deflation of marks associated with
confidential evaluations and the inflation association with non-confidential evaluations.
When peer evaluation is an option, we recommend an evaluation form designed to assess
for the social loafing, domineering behaviors, and poor attendance so often cited by
students as sources of difficulty in their group work. In addition, the use of non-confidential
peer evaluations to facilitate the discussion and problem-solving so essential to the
development of team skills is recommended. It should be noted that the use of nonconfidential evaluations at the end of the semester as described herein enabled the authors
to compare the impact of confidentiality and non-confidentiality on marks but would be
insufficient to facilitate the rich learning about how to work in teams that we are suggesting
is critical in team-based assignments. For such feedback to be of use, students would need
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IJ-SoTL, Vol. 5 [2011], No. 2, Art. 13
to receive it midway through the group’s work together and a vehicle would need to be
provided for processing and discussion.
Some research suggests that team-based skills do not develop in student groups without
faculty intervention (Brutus & Donia, 2010; Hertz-Lazarowitz, 1989), but faculty support for
student groups typically occurs only in the form of specific instructions regarding the
academic task (Hansen, 2006) with little, if any, instruction provided on how to develop and
use teamwork skills (Colbeck, Campbell, & Bjorklund, 2000; Myers et al., 2009). It has been
argued that faculty often are unfamiliar themselves with team process strategies and feel ill
equipped to coach students in managing the emotion associated with incidences of social
loafing, domineering behaviors, or poor attendance (Burdett, 2007). The group emotional
intelligence literature can provide guidance in this area. Strategies for developing a group’s
emotional intelligence have been proposed by a number of researchers and could serve as
models for intervention (e.g. Amundson, 2005; Clinebell & Stecher, 2003; Druskat & Wolff,
2001; Kremenitzer, Mojsa, & Brackett, 2008).
Finally, there were several limitations to this study. First, the sample was comprised of
graduate students, largely women, in a private school of education. This may limit
generalizability to younger, more diverse student populations. In addition, although this
study explored the impact on marks of non-confidential peer evaluations, additional
research must be conducted to determine if such evaluations actually foster discussion of
group issues and, subsequently, reduce domineering, social loafing, and poor attendance
behaviors.
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Appendix: Team Member Assessment
Name of team member:
Rate the team member named above on each of the following five scales. A maximum score
for each scale is 10 and a minimum score is 1.
Scale
Score
Attendance
Missed several
meetings/ classes,
was frequently
late or left early
1
2
Missed or
was late to
a few
meetings/ classes
3
4
Had not read
materials and
prepared before
meetings/ class
1
2
5
6
Preparation
Attended all
meetings/
classes from
start to finish
7
8
Was
sometimes
prepared for
meetings/class
3
4
5
6
7
Contribution (Quality and Quantity)
8
2
3
4
10
5
6
7
Respect for Others’ Ideas
8
2
2
9
10
Actively sought others’
input, listened well,
spoke respectfully
to others
3
4
Was uncompromising
and inflexible
1
9
Contributed
substantially
and produced
high quality work
Did not listen
to and/or scoffed
at others’ ideas
1
10
Had read all
materials and
prepared thoroughly
before meetings/class
Contributed
little and what
was produced
was low quality
1
9
5
6
Flexibility
7
8
Was willing
to adapt to new
ideas but needed
help figuring
out how
3
4
5
6
9
10
Orchestrated
effective
compromises
when disagreements
occurred
7
8
9
10
TOTAL SCORE OUT OF 50 POSSIBLE POINTS:
Provide comments here and on the back of the page:
https://doi.org/10.20429/ijsotl.2011.050213
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