Effective way of Avoiding Groupism as per my experience is:
• Ensure different mix of people from diverse regions, religions, cultures etc in the team / groups so that, no bias or favoritism is created by people from same backgrounds.
• Grouping of employees at near similar age group, If possible. Depending on the structure and requirement of the company and assignment.
• Policy of communication that is adhering to one common language for communication in the office, depending on the nature of the company. Sometimes people speaking in their native languages to their “friends” “groups” etc makes other people feel uncomfortable or ignored.
• Involvement from the team leaders, managers, supervisors in bringing the team together as one unit and promoting the common cause and resolving team issues amicably.
• Keeping official communication regarding business on mails or officials channels only, every business communication should be - as it’s called “on paper”.
• Allotment of seating arrangements of employees to be done by management as per the requirement of the assignments.
• Effective rotation of employees in the business processes, if possible.
Best Wishes
Hussain
From Kuwait, Salmiya
27• Ensure different mix of people from diverse regions, religions, cultures etc in the team / groups so that, no bias or favoritism is created by people from same backgrounds.
• Grouping of employees at near similar age group, If possible. Depending on the structure and requirement of the company and assignment.
• Policy of communication that is adhering to one common language for communication in the office, depending on the nature of the company. Sometimes people speaking in their native languages to their “friends” “groups” etc makes other people feel uncomfortable or ignored.
• Involvement from the team leaders, managers, supervisors in bringing the team together as one unit and promoting the common cause and resolving team issues amicably.
• Keeping official communication regarding business on mails or officials channels only, every business communication should be - as it’s called “on paper”.
• Allotment of seating arrangements of employees to be done by management as per the requirement of the assignments.
• Effective rotation of employees in the business processes, if possible.
Best Wishes
Hussain
From Kuwait, Salmiya
Greetings,
Is your question related to any particular situation in your company ? Please share a background to this.
Years back I had a discussion with an Head of HR to a MNC ,from the food sector. The incident that he shared was, an unit had suddenly reported to have formed an union. This was an escalation which they turned around. This is what he did:
Regards,
(Cite Contribution)
From India, Mumbai
Is your question related to any particular situation in your company ? Please share a background to this.
Years back I had a discussion with an Head of HR to a MNC ,from the food sector. The incident that he shared was, an unit had suddenly reported to have formed an union. This was an escalation which they turned around. This is what he did:
- He appreciated the effort of the employees who had formed it.
- He acknowledge they required a management representation
- He had further discussed and declared the ownership .
Regards,
(Cite Contribution)
From India, Mumbai
Dear John,
Isn't their groupism in other cultures? One only needs to look at non-secular countries who profess to rely on one religion and see whether there is any groupism.
Have a nice day.
Simhan
From United Kingdom
Isn't their groupism in other cultures? One only needs to look at non-secular countries who profess to rely on one religion and see whether there is any groupism.
Have a nice day.
Simhan
From United Kingdom
Dear Punit,
As Nobomita rightly says, please give some background information about
the need to raise such a question. Are you a student asking this question? Or are you facing some problems at work and trying to find solutions?
Have a nice day.
Simhan
From United Kingdom
As Nobomita rightly says, please give some background information about
the need to raise such a question. Are you a student asking this question? Or are you facing some problems at work and trying to find solutions?
Have a nice day.
Simhan
From United Kingdom
A very sweeping comment. You are stereotyping the entire community. I totally disagree with you. I have worked in and for many organisations but I have seldom seen an unhealthy group formation.
From India, Ahmadabad
From India, Ahmadabad
Dear Mr. Punit,
I had understood your query. I agree with Mr. Hussain, who had explained the process in detail. Formation of INFORMAL GROUPS has got a concrete reason behind it.GROUPISM or INFORMAL GROUPS, if not controlled, can create instability, BREAK UNITY, reduce productivity and much more in any organisation.
1) In the international region GROUPISM is only confined to RELIGION and CULTURE. This will not have any impact on organisation.
2) Another kind of GROUPISM(but not INFORMAL GROUPS) revolves around a person whom they mean/consider/believe everything as he may be guiding them in right way and such kind of GROUPISM doesn't cause any kind of harm to organisation unless there are no other EMPLOYEE RELATED ISSUES
3) In Indian organisations/factories/educational institutions, INFORMAL GROUPS will result in formation of UNION as they want their demands to be fulfilled. Management needs to concentrate as how their demands can be met or sorted out without loosing much.
Your query is HOW TO AVOID GROUPISM IN ORGANISATION?
1) If you really want to avoid groupism or formation of informal groups then don't allow any one to DOMINATE or RAISE THEIR VOICE or SPEAK MUCH AGAINST ANYTHING that ATTRACTS LIKE MINDED EMPLOYEES. The reason for FORMATION OF INFORMATION GROUP can be anything like EMPLOYEE BENEFITS & COMPENSATION ISSUES(on a broader spectrum), SUPERIOR DOMINATION etc.
This will lead to INFORMAL MEETINGS/GATHERINGS between LIKE MINDED EMPLOYEES where they will start discussions about XYZ MATTERS pertaining to their issues. The one who is bold enough to dare and meet all consequences he will lead the informal group because he is supported by the team that formed by virtue of itself.
If someone is trying to spoil the work culture purposely, may be he is ADAMENT, ARROGANT, having political background/support or whomsoever he may be, there is a way to deal such kind of employee(s). please build a file against him and fire him, so that others can learn not to repeat such mistakes.
2) Initially, management should conduct meetings once in a month with respective HEADS to ensure that EVERYTHING IS FINE.
CROSS CHECK whatever information received from respective HEADS about their TEAM, by having meeting with respective employees.
SORT OUT THE DIFFERENCES by INITIATING CORRECTIVE MEASURES(concrete) WITHOUT GIVING ANY FALSE COMMITMENTS.
RELATIONSHIP BETWEEN MANAGEMENT AND EMPLOYEES SHOULD BE TRANSPARENT, MUTUAL, FRIENDLY and EMPLOYEES should feel like its their OWN FAMILY.
3) Management should have complete information about every one's activities, behaviour, approach, achievement etc.
4) DONT EXTRACT TOO MUCH OF WORK FROM YOUR EMPLOYEES FOR WHICH THEY ARE NOT COMPENSATED.
5) DEVELOP YOUR EMPLOYEES IN TURN THEY WILL DEVELOP YOUR ORGANISATION.
I had already handled two unions in my ex-organisation. They were NON TEACHING STAFF and TEACHING STAFF. You better update yourselves with LABOUR LAW so that you can handle all issues. But always do remember onething........"PROBLEMS ARE SELF CREATED, FIND A WAY TO SOLVE IT RATHER DELAYING IT......PRECAUTION IS BETTER THAN CURE
With profound regards
From India, Chennai
I had understood your query. I agree with Mr. Hussain, who had explained the process in detail. Formation of INFORMAL GROUPS has got a concrete reason behind it.GROUPISM or INFORMAL GROUPS, if not controlled, can create instability, BREAK UNITY, reduce productivity and much more in any organisation.
1) In the international region GROUPISM is only confined to RELIGION and CULTURE. This will not have any impact on organisation.
2) Another kind of GROUPISM(but not INFORMAL GROUPS) revolves around a person whom they mean/consider/believe everything as he may be guiding them in right way and such kind of GROUPISM doesn't cause any kind of harm to organisation unless there are no other EMPLOYEE RELATED ISSUES
3) In Indian organisations/factories/educational institutions, INFORMAL GROUPS will result in formation of UNION as they want their demands to be fulfilled. Management needs to concentrate as how their demands can be met or sorted out without loosing much.
Your query is HOW TO AVOID GROUPISM IN ORGANISATION?
1) If you really want to avoid groupism or formation of informal groups then don't allow any one to DOMINATE or RAISE THEIR VOICE or SPEAK MUCH AGAINST ANYTHING that ATTRACTS LIKE MINDED EMPLOYEES. The reason for FORMATION OF INFORMATION GROUP can be anything like EMPLOYEE BENEFITS & COMPENSATION ISSUES(on a broader spectrum), SUPERIOR DOMINATION etc.
This will lead to INFORMAL MEETINGS/GATHERINGS between LIKE MINDED EMPLOYEES where they will start discussions about XYZ MATTERS pertaining to their issues. The one who is bold enough to dare and meet all consequences he will lead the informal group because he is supported by the team that formed by virtue of itself.
If someone is trying to spoil the work culture purposely, may be he is ADAMENT, ARROGANT, having political background/support or whomsoever he may be, there is a way to deal such kind of employee(s). please build a file against him and fire him, so that others can learn not to repeat such mistakes.
2) Initially, management should conduct meetings once in a month with respective HEADS to ensure that EVERYTHING IS FINE.
CROSS CHECK whatever information received from respective HEADS about their TEAM, by having meeting with respective employees.
SORT OUT THE DIFFERENCES by INITIATING CORRECTIVE MEASURES(concrete) WITHOUT GIVING ANY FALSE COMMITMENTS.
RELATIONSHIP BETWEEN MANAGEMENT AND EMPLOYEES SHOULD BE TRANSPARENT, MUTUAL, FRIENDLY and EMPLOYEES should feel like its their OWN FAMILY.
3) Management should have complete information about every one's activities, behaviour, approach, achievement etc.
4) DONT EXTRACT TOO MUCH OF WORK FROM YOUR EMPLOYEES FOR WHICH THEY ARE NOT COMPENSATED.
5) DEVELOP YOUR EMPLOYEES IN TURN THEY WILL DEVELOP YOUR ORGANISATION.
I had already handled two unions in my ex-organisation. They were NON TEACHING STAFF and TEACHING STAFF. You better update yourselves with LABOUR LAW so that you can handle all issues. But always do remember onething........"PROBLEMS ARE SELF CREATED, FIND A WAY TO SOLVE IT RATHER DELAYING IT......PRECAUTION IS BETTER THAN CURE
With profound regards
From India, Chennai
my pont is be kind and have a good relation ship with everyone.............dont encourage groups and dont get attached to any group thuyavan mba
From India, Madurai
From India, Madurai
Dear M. Anis, Assalaamu alaikum
Infact it is PRAGMATIC and i had given inputs based on the same.
We need to treat employees as HUMAN BEINGS and consider everything on HUMANITARIAN grounds. AUTHORITY way of dealing will make situation worse as employees are educated, civilized, matured and wise enough to decide the best and read between lines.
with profound regards
From India, Chennai
Infact it is PRAGMATIC and i had given inputs based on the same.
We need to treat employees as HUMAN BEINGS and consider everything on HUMANITARIAN grounds. AUTHORITY way of dealing will make situation worse as employees are educated, civilized, matured and wise enough to decide the best and read between lines.
with profound regards
From India, Chennai
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