Introduction
Groupthink is a phenomenon that can occur in groups, where the desire for harmony or conformity in the group results in an irrational or dysfunctional decision-making outcome. On the other hand, diversity in communication is the presence of different perspectives, opinions, and backgrounds in a group. While diversity can lead to conflicts, it can also lead to more creative and innovative solutions to problems (Ross et al., 2019). There are a few ways to achieve understanding without settling for groupthink. For instance, conflicting concepts can be peacefully debated, people’s different opinions considered, and bias on one point of view.
How to Avoid Groupthink and Encourage Diversity
A few steps can be taken to avoid groupthink and encourage diversity of opinion. Managers can ensure a mix of people from different backgrounds and perspectives on the team. This can be done by actively recruiting people with different beliefs and backgrounds or creating opportunities for people with different opinions to share their views (Ross et al., 2019). Work diversity establishes a pool of workers with various experiences and ideas that they can share to prevent the occurrence of groupthink.
Managers can create an environment where people feel safe to share their opinions. This means creating an environment where people feel comfortable disagreeing with each other and feel their views will be respected (Valentine, 2019). This can be done by ensuring everyone can speak and be heard and encouraging open and honest discussion. It is crucial to ensure that one person or perspective does not dominate the conversation (McCluskey, 2019). If this occurs, it is more likely that the group will make a decision that is not in its best interest.
People should make sure that decisions are made based on facts and evidence rather than on consensus. Empirical evidence, whether by witnesses by people or through physical illustrations, provides more tangible explanations for an issue that is hard to refute. This means that when there is disagreement, the decision should be based on what is most likely to be successful rather than everyone agreeing (McCluskey, 2019). This is because sometimes the majority may settle for a wrong choice as it appeals to them, which may not solve an issue adequately. This can be done by ensuring that all options are considered and that decisions are made based on data and analysis rather than personal opinions.
Encouraging people to think independently is another way to avoid groupthink. If people are encouraged to come to their own conclusions, they are more likely to consider all options and make a decision that is in the group’s best interest (Gupta, 2019). Furthermore, people should be open to changing their minds when new information or perspectives are presented. Leaders can promote dissenting opinions and critical thinking to prompt people to share their ideas and opinions, even if they differ from the majority. This can help to avoid groupthink because it allows for different perspectives to be considered.
If groupthink does occur, it is essential to recognize it and take steps to address it. This can involve questioning the group’s decisions and looking for alternative solutions. For example, if a group is considering a course of action that seems risky or ill-advised, it may be helpful to ask another group for their opinion (Gupta, 2019). This can help challenge the group’s assumptions and help them make a more informed decision.
Conclusion
In conclusion, groupthink is an idea that can occur within groups when there is an intense desire for consensus. This can lead to pressure to conform and a lack of critical thinking. This can damage an organization, leading to poor decision-making and creativity. There are several ways to prevent or mitigate groupthink, such as encouraging dissenting opinions, increasing diversity, and having a clear and effective leader. People should anticipate the possibility of groupthink and make necessary choices to avoid it.
Reference List
Gupta, A. (2019) ‘Women leaders and organizational diversity: Their critical role in promoting diversity in organizations‘, Development and Learning in Organizations: An International Journal, 33(2), pp. 8–11. Web.
McCluskey, J.J. (2019) ‘Why diversity and expectations matter‘, Agricultural Economics, 50(S1), pp. 107–111. Web.
Ross, J.I. et al. (2019) ‘Clarifying street culture: Integrating a diversity of opinions and voices‘, Urban Research & Practice, 13(5), pp. 525–539. Web.
Valentine, J. (2019) ‘Building a diverse workforce: Diversity, equity, and inclusion in Undergraduate Medical Education‘, Proceedings of the 2019 AERA Annual Meeting [Preprint]. Web.