Managers can learn a lot from these classic change management case studies.
Hire Writer Members of a group converge their opinions without objective analysis Brown, This results in no consultations as outer groups are seen as enemies.
They also feel to be infallible. A failed system is thus likely to emerge due to groupthink. For instance, airtel introduced some irrelevant airtime bundles which they had to reverse after some time because they discovered that they made two identical bundles.
In a school as an institution, a possible example of how groupthink can affect decision making is that some students in class may yield to groupthink. Teachers have to note the enormous ability of students to influence others in decisions.
Through groupthink learners might agree on a wrong decision or force others to agree Gage, Learners may thus fail to grasp the intended learning outcomes. Groupthink also affects decision making in organisations in the way that solutions that are initially presented by most members are never re-examined to seek out less obvious shortfalls and strengths.
They even fail examine those original points that were supported by the majority. This leads to decisions that result in costly mistakes. For example, there could be an element of groupthink in primary schools who force learners to pay money to access the free primary education.
The teachers claim that the money is for the salary for watchmen among other claims, yet it is clear that that is the duty of government. The results in such primary schools has been increased abscondment let alone drop outs.
Similarly, some primary school committees have decided to compel learners to be fetching firewood for the as School Feeding Programme. This costs students time and the rationality of the decision is questionable.
The other way in which groupthink affects decision making in organisation is that decisions are centre around the control of one person usually a leader who protects the group from adverse information that might undermine the existing complacency.
Direct pressure is also mounted on any member who might hold dissenting views on consensus opinion Colman, ; Weiten, This in turn blocks communication flow which is vital in any organisation.
For example, in Political Parties such tendencies lead to divisions manifested in emergency of mutinies such as that of United Democrat Front earlier this year when others went on with the Convention while other shunned it.
In conclusion, groups are supposedly thought to have high likelihood of making brilliant decisions yet this is not always the case Cartwright and Zander, cited in Levine and Moreland, It has been found that groupthink can affect the decision making in organisations that lead to poor decisions.
Costy mistakes are made, objectives are not effectively achieved and groups fail to change a failing policy. Whyte points out that the wish for unanimity overrides members motivation to realistically appraise alternative courses of action. Thus, it can be argued generally that the effect of groupthink in organisation decision making is that it declines the quality of decisions tha t compromise the ambitions, efficiency and productivity of an organisation.
How to cite this page Choose cite format:The lean enterprise principles enabled many organizations to respond more rapidly to the marketplace by reducing cycle time, developing mass customization processes, and supporting continual change .
- The ideal approach to creating change in any organization is to apply a realistic and deductive method of planned change.
Within the realm of planned change, there is an eight-step process to implementing a . Any changes that occur in any of the organization’s process can have effects throughout the organization since all processes are related.
An example of this is a bank. Colman() in a dictionary of psychology defines groupthink as “ a collective pattern of defensive avoidance, characteristic of a group decision making in organisations in which group members develop rationalisations in supporting illusions of their own infallibility and invulnerability within the organisation.
Explain the role of the HR and L&D functions in your organisation. Write a report, in your own words, describing the different behavioural responses employees may demonstrate when their organisations are experiencing change.
Change can be the foundation of competitive advantage but, to be effective, a change management programme must identify areas of potential conflict, address the needs of everyone in the organisation and, crucially, bridge the gap between the aspirations of executives, technical project teams and the people affected by the change.