"organizational citizenship behavior", can create significant productivity increases, both of these behaviors can significantly impact the performance of organizations. Social loafing is a behavior that organizations want to eliminate. Understanding how and why people become social loafers is critical to the effective functioning, competitiveness and effectiveness of an organization. There are certain examples of social loafing in the workplace that are discussed by James Larsen in his essay "loafing on The Job". For example, builders working vigorously on a construction site while some of their colleagues are lounging on rock walls or leaning on their shovels doing nothing. Another example is a restaurant such as McDonald's where some employees lounge about while others are eager to take an order. These scenarios all express the problems that social loafing creates in a workplace, and businesses seek to find a way to counteract these trends. Larsen mentions ways that a business could change its operations in order to fight the negative effects of social loafing. For one, research has shown that if each employee has his performance individually measured, he will put in more effort than if it were not measured. Another person interested in the idea of social loafing is Kenneth Price, from the University of Texas. Price conducted a social loafing experiment in order to examine whether two key factors that he suspected played a role in the way social loafing arose in work groups. These two factors were dispensability and fairness. The experiment that he conducted involved 514 people who were divided into 144 teams that were set to meet for fourteen weeks. The projects assigned to these people were complex and called for diverse skills from many different individuals in order to be fully completed. The experiments findings did in fact corroborate Price's suspicions in the two factors of dispensability and fairness. Dispensability in a group is described by Price as employees who join a work group and quickly begin to gauge their skills vis à vis their co-workers. If they perceive that their skills are inferior to those around them, they tend to sit back and let the more skilled workers carry the workload. Fairness in a group is when some group members feel that their voice is not heard in decision-making because of their ethnicity, gender or other arbitrary factors. Instead of fighting for their voice to be heard many group members will decide to loaf