A New Study Reveals Teams Will Not Cooperate Even Though It Benefits Them
Surprisingly, people often tend to be uncooperative even when it would benefit both themselves and the team
Neuroscience recently has found a surprising reason why people in a team sometimes don’t cooperate. Working together is important because it brings in different ideas and resources that can lead to better solutions. It’s usually easier to solve problems as a group than by yourself.
Yet, some people still choose not to cooperate, even when sharing their ideas could help them be more valued and appreciated by others. The study shows that this behavior means they don’t care about these benefits, pointing to a bigger issue in how teams work together.
The “You Cooperate, I Cooperate” mindset
Based on the study, individuals won’t care about cooperating unless they see others in the team doing the same. Isn’t that amusing? This mindset embodies the sentiment of ‘You jump, I jump,’ which highlights the mutual support and reciprocity in romantic relationships. However, it also applies to professional relationships.
Dr. Natalie Struwe, who co-authored this study, points out that our understanding of why people choose to cooperate in one-time situations (like helping someone in need) is not as clear as we thought. She explains that when people face a “social dilemma,” they struggle between doing what benefits them personally and what benefits the group.
The interesting part of the study is that even when the rewards for cooperating are made much greater, people don’t necessarily cooperate more. For example, if someone is asked to donate money for disaster relief, just increasing the potential benefits doesn’t mean more people will give. This indicates that factors other than just the benefits are influencing people’s decisions to cooperate in real life.
The study also finds about 40% of people cooperate, no matter the group or situation, whether they are everyday people or university students. This means a majority of people choose not to cooperate when others are not doing the same.
Leading as example is very crucial in this matter
Leaders play an important role where they need to start first, and only then others will follow. Their huge influence on team dynamics can set the tone for collaboration and engagement. Team members often look to their leaders for guidance and inspiration. When leaders model the desired behaviors, such as open communication and accountability, it will encourage others to do the same.
What if it does not work?
Leading by example often works effectively. In some occurrences, there can be underlying issues, whether it be the leadership or the team dynamic itself. As a leader, it is important to be consistent in demonstrating their leadership. For example, if a leader encourages their team members to cooperate but always uses the team’s work as their own, this would create distrust. In the future, the team members are not willing to contribute ideas, even knowing it is beneficial for organizational success.
Other than that, leaders should also prioritize to:
- Demonstrate accountability. When the team is expected to follow the same rules, leaders should be also doing the same thing. When team members see that their leaders are following the rules that apply to everyone, it will build respect and trust.
- Openly communicate. Leaders should openly communicate by clearly stating the goals and benefits of cooperation while fostering a strong sense of purpose. Challenges that may arise, such as misunderstandings, confusion, or other barriers, should be addressed promptly to promote understanding and build trust within the team.
Leaders who prioritize building trust through these actions can build and strengthen relationships with their team members. This approach creates a sense of unity, allowing for seamless collaboration and harmonious teamwork as everyone works together toward achieving the team’s goals.
Conclusions
The recent study sheds light on the perplexing nature of team dynamics, revealing that individuals often resist cooperation even when it serves their best interests. The mindset that emphasizes mutual engagement is a key factor in why people are more likely to follow each other’s lead. Leaders must not only model cooperative behavior but also ensure accountability and open communication to cultivate trust within their teams. By addressing these dynamics, leaders can experience more effective teamwork and greater collective success.
