Groupthink

 

         Un indicatore importante in un team è che quando funziona ci si diverte - all'impegno che si mette segue la soddisfazione per le difficoltà superate

A volte si può essere team, coesi, e ... Si chiama Groupthink e consiste nella perdita delle capacità critiche del team (leggi anche reparto o azienda) a causa della lealtà verso il team stesso. 

 

8 indicatori :

  1. Illusions of invulnerability creating excessive optimism and encouraging risk taking.
  2. Rationalising warnings that might challenge the group's assumptions.
  3. Unquestioned belief in the morality of the group, causing members to ignore the consequences of their actions.
  4. Stereotyping those who are opposed to the group as weak, evil, disfigured, impotent, or stupid.
  5. Direct pressure to conform placed on any member who questions the group, couched in terms of "disloyalty".
  6. Self censorship of ideas that deviate from the apparent group consensus.
  7. Illusions of unanimity among group members, silence is viewed as agreement.
  8. Mindguards — self-appointed members who shield the group from dissenting information.

 

Quando capita ecco dei suggerimenti :

  1. Leaders should assign each member the role of “critical evaluator”. This allows each member to freely air objections and doubts.
  2. Higher-ups should not express an opinion when assigning a task to a group.
  3. The organization should set up several independent groups, working on the same problem.
  4. All effective alternatives should be examined.
  5. Each member should discuss the group's ideas with trusted people outside of the group.
  6. The group should invite outside experts into meetings. Group members should be allowed to discuss with and question the outside experts.
  7. At least one group member should be assigned the role of Devil's advocate. This should be a different person for each meeting.

Fonte: http://en.wikipedia.org/wiki/Groupthink

 

 

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Print | posted @ Friday, May 9, 2008 11:48 PM

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