Groupthink
Respond and keep repossess separate do not merge responses. Separate references example references for number one leave it with response number one and so on
1) What are the three criteria of effective teams, as described in the textbook? How are all three evident in each of the five stages of team development? Provide examples to support your response.
2) Dr. Hembree and Class,
What can managers do to address groupthink?
Groupthink is often regarded with a negative undertone because it can lead to the loss of individual creativity, uniqueness, and independent thinking which is the cornerstone of any thriving business. Groupthink can occur in groups of all sizes in any organization. Here are 5 ways that a manager can avoid Groupthink.
1. Build a diverse team.
Avoiding groupthink starts with hiring and promotions from within the organization. While it’s easier to hire and promote people who are like you and think like you, it is important to recognize the benefits of diversity on your leadership team. Successful leaders identify and promote employees who can strengthen their skill sets and add to the team’s chemistry. Manager often need to build a team of coworkers that have a strong rational, professional, and communicative skill set. Most managers forget about the importance of an individual’s personality. When manager recognize diverse personalities and chemistry amongst diverse personalities is the most important things in creating a great team (Gau, n.d.).
2. Intentionally structure meetings.
When structuring a meeting they need to both have a consistent and formatted schedule. This can help avoid Groupthink. When having a meeting it should never be monologued or led by just one individual. If a meeting is boring and does not keep the attention of you audience, the effectiveness of the meeting will mean nothing if individuals are not paying attention (Gau, n.d.).
3. Engage outsiders.
Individuals with a dominant personality will often control the meeting. The manager needs to make sure the voices of others in the meeting are heard. A manager should spend time before the meeting connecting with different individuals and the presenter that they can gain the perspective on the topic of the meeting. By watching others before a meeting will allow a manger to anticipate the outcome and to also make sure that every voice is heard before a decision is made. By doing this is important because in key decision to find out if the group/team is successful or did they fail together (Gau, n.d.).
4. Get unfiltered input.
Management can start this right away by asking the right questions. I order to get unfiltered feedback; a manager needs to ask questions with that in mind. For example, a manager could say, “We have an opening for a new sales director, and I think Jen has extensive sales experience and has shown initiative in the past year. Do you think she is the right person for the job?” Or a manger could say something like, “We need to find someone who has the skills to successfully lead our growing sales force. Who would you recommend and why?” In both cases, the manager is soliciting feedback. Be aware that when you are looking for feedback you might get an answer that you do not like. Asking the question as it is phrased will determine the quality of the response (Gau, n.d.).
5. Expect – even encourage – conflict.
It is important to let individuals know that a disagreement is OK and even a natural part of our culture in some organizations. Management could go as far to say that the organization encourages healthy conflict amongst its leadership team. There is an expectation that our leaders and employees can respectfully challenge one another. Keep this in mind that a team member has the confidence level to accept being challenged (Gau, n.d.).
