Groupthink and Teamthink

Introduction

Companies can be able to achieve their goals through coming up with possible ways of making it easier for the employees to be able to effectively offer services to the company. This therefore requires the inclusion of the employees in different decision making processes in the company, in a bid to boost the performance of the company. Most companies therefore involve the employees in the setting of strategies and company’s goals. Through the inclusion of employees in the company’s decision making, most employees feel appreciated thus offering the best services for the company. On the other hand, the company may group employees with the same abilities in the same team, thus allowing them to come up with different ideas on how to perform different tasks. In addition, these employees’ teams may also be given a task by the management of the company, which they are supposed to accomplish after a certain period of time. This paper is therefore going to look at the best ways of managing groups and teams by the management of the company.

Organizational culture seeks to improve and act as a navigator in the company. Therefore leaders and employees in a company need to work according to the dictates of the organizational culture, and in so doing, being able to forge forward and avoid any obstacles (Johnson, 2013). The organizational culture is therefore very significant in the evolution of groups into teams. This is consequently because it provides a set of rules within which the groups should be able to work under in order to grow (Hickman, 2010). In addition, the organizational culture provides different techniques whereby different groups in the company can be able to use in order to foster developments. It is therefore essential for groups to work under the organizational culture thus enabling the company to be able to effectively beat its competitors (Passmore & Cantore, 2012).

One of the main ways of transforming groups into teams is through the development of common goals and visions for the groups (Schein & Schein, 2017). This is usually done by the organizational culture, which develops certain goals for the company in order to be able to perform well. Thus if a group has common goals and visions, then the group is likely to develop. This is consequently because, the members of the group will come together and work very hard in order to be able to reach their goals (Hickman, 2010). In addition, the vision of the group determines its future, and the direction in which it is heading to. If the group therefore has a common vision, then its members will be able to work very hard thus enabling the group to reach its vision (Passmore & Cantore, 2012). Therefore, in order to be able to develop groups into teams, the management of the company needs to consider the common goals and visions of most of the members, thus making them to work accordingly.

Secondly, the management should undertake a survey of the groups, which highpoints the diverse working roles within a group (Hickman, 2010). Thus the data received should be used to guide the type of tasks which the groups should be given in order to accomplish (Johnson, 2013). The data collected will also reveal the weaknesses of the groups, thus advising them on how to deal with such issues. In addition, the management should foster diversity and understanding within the groups in order to allow all members to work without any misunderstandings (Passmore & Cantore, 2012).

Thirdly, proper communication between the members of the groups should be fostered. This can be done through choosing the right group leaders. This will allow proper execution of tasks within the groups, thus making it easier for the members to be able to work to achieve the goals of the group (Passmore & Cantore, 2012). The group leaders should be able to communicate effectively to the group member, moreover, he or she should also be able to listen to their ideas. This will not only see the group achieving most of its goals, but it will also be able to grow as a team. This and the above factors should therefore be taken seriously and put into consideration, thus making it easy for groups to be able to grow into teams (Schein & Schein, 2017).

Managing groups and teams is one of the hardest things which leaders usually encounter, this is because misunderstandings and disagreements with the groups (Johnson, 2013). Leaders need therefore possess very unique leadership styles in order to be able to effectively lead their teams and groups. These leadership styles may include: working together with the group members, being authoritative, and encourage teamwork (Hickman, 2010). The members of a team and a group do not like to be told what to do by their leaders, instead they like leaders who act. Leaders need therefore provide examples of how different tasks should be undertaken (Passmore & Cantore, 2012). This encourages maximum participation from the members hence ensuring that the groups become more effective hence impacting the company positively.

Secondly, leaders should also be authoritative, hence making the group to take them very seriously. One of the things which makes it hard for most leaders to be able to lead their teams effectively is through being too familiar with their team members (Passmore & Cantore, 2012). This consequently makes it hard for the team members to respect their leader, or otherwise they may not take the leader seriously. The leader should therefore be courageous and authoritative thus spearheading the group into achieving its goals (Schein & Schein, 2017). In addition, the leader should also encourage team work within the group, hence enabling the members to be able to work with the help of each other.

Having groups or teams as team think vs groupthinks may either be advantageous or disadvantageous to the company, depending on the organizational culture of the company (Johnson, 2013). Teamthink and groupthink may be advantageous in that they help in ensuring maximum participation of the members in each and every activity in the company. This consequently enables the company to be able to avoid any obstacles that are likely to come its way. In addition, groupthink puts the affairs of the company first into consideration, before looking at the affairs of the group, this therefore makes the employees to work hard in order to achieve the goals. On the other hand, considering the company’s affairs and not that of the employees, may also be very disadvantageous. This may lead to disagreements between the employees and the management of the company. Moreover, the employees in the company are likely to provide poor services to the company, and thus affecting its performance (Passmore & Cantore, 2012). Team think may also lead to disagreements amongst the employees, due to being bias while considering the interests of the employees. This consequently leads to poor service output by the employees.

Conclusion

In order for a company to be able to perform better, it should be able to create employee groups and teams, thus being able to accomplish a lot of tasks. In addition, the company should also align the groups with the organizational culture, hence making the employees to carry on with the organizational culture of the employees. On the other hand, group leaders should be able to spearhead their groups into achieving a common vision and goal. Team work should also be encouraged, thus ensuring better performance of the company.

Reference

Passmore, J., & Cantore, S. (2012). Top business psychology models: 50 transforming ideas for leaders, consultants, and coaches. London: Kogan Page.

Johnson, C. E. (2013). Meeting the ethical challenges of leadership: Casting light or shadow.

Schein, E. H., & Schein, P. (2017). Organizational culture and leadership.

Hickman, G. R. (2010). Leading organizations: Perspectives for a new era. Los Angeles: SAGE Publications.