What are the dangers of strong cohesive groups, and how would a manager handle such a group successfully?

Strong cohesive groups can present several dangers in a workplace setting. Some of these dangers include:

1. Groupthink: Strong cohesive groups may become so focused on maintaining harmony and consensus within the group that they suppress dissenting opinions or alternative viewpoints. This can lead to poor decision-making and a lack of creativity.

2. Resistance to change: Cohesive groups may be resistant to change or new ideas that challenge the status quo, making it difficult for the organization to adapt to new challenges or opportunities.

3. Exclusion of outsiders: Cohesive groups may become insular and exclusive, making it difficult for new employees or outsiders to integrate and contribute effectively.

To handle a strong cohesive group successfully, a manager can take the following steps:

1. Encourage diversity of thought: Encourage open and honest communication within the group, and actively seek out diverse perspectives and opinions. This can help prevent groupthink and promote creativity and innovation.

2. Foster a culture of continuous learning: Encourage the group to be open to new ideas and to embrace change as an opportunity for growth and improvement.

3. Promote inclusivity: Ensure that all members of the group feel valued and included, and actively work to integrate new employees or outsiders into the group.

4. Set clear goals and expectations: Clearly communicate the goals and objectives of the group, and provide regular feedback and guidance to ensure that the group stays on track and remains focused on achieving its objectives.

5. Lead by example: As a manager, demonstrate the behaviors and values that you expect from the group, and be a role model for open communication, collaboration, and inclusivity.

Dangers of Strong Cohesive Groups

- Groupthink: The tendency to conform to the opinions of the group, even when they may be flawed or unethical.
- Resistance to Change: Strong cohesion can create a sense of comfort and resistance to new ideas or changes that could challenge the group's norms.
- Decision-Making Errors: Group cohesion can lead to overconfidence and a tendency to ignore dissenting opinions, which can result in poor decision-making.
- Insularity: A strong in-group mentality can create barriers to communication and collaboration with outsiders.
- Conflict with Management: A highly cohesive group may prioritize its own interests and goals over those of the organization, leading to potential conflicts with management.

How a Manager Can Handle a Strong Cohesive Group

- Encourage Open Communication: Foster a culture where all voices are heard and dissenting opinions are valued.
- Promote Diversity: Encourage diversity of perspectives, backgrounds, and experiences within the team to challenge groupthink.
- Clarify Goals and Expectations: Set clear goals and expectations to ensure that the group's efforts are aligned with organizational objectives.
- Provide Feedback: Regularly provide constructive feedback to the group as a whole and to individual members to facilitate growth and development.
- Set Boundaries: Establish clear boundaries to prevent the group from becoming insular or resistant to change.
- Facilitate Collaboration: Encourage the group to collaborate with other teams and departments to broaden their perspectives and break down barriers.
- Empower Members: Give group members the authority and responsibility to make decisions, fostering a sense of ownership and accountability.
- Foster a Culture of Respect: Create a work environment where everyone feels respected and valued, regardless of their differences.
- Monitor and Intervene: Regularly monitor the group's dynamics and intervene if necessary to address any potential issues or derailments.