In-group/out-group
One school of thought argues that most work
groups can be divided into an in-group,
whose members enjoy the supervisor’s confidence and concern and get assigned the more
challenging tasks, and an out-group, whose
members are treated like “hired hands” and
are assigned the mundane tasks. Research on
bank staff[8] shows that in-group members
get better PRs but do not perform any better
on objective performance indices. This
implies that the in-group members achieve
their position not by better work, but by some
other path.