How To Break Groupism - CiteHR
Bodhisutra
Manager, Operations
Svsrana
Hr Head With Pmi
Rajusharadha@yahoo.com
Managing Director
Kapilrangari
Jsw Ispat Steel Limited
Ramit_chd
Manpower Planning
+6 Others

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Hello HR Folks!!!
Greetings for the day!!!
Please look into my query. Some of our employees they are making group. being an HR Person i am scared it can effect our company efficiency.
Please guide me how to stop this groupism.
Thanks
NK

Dear,
This is happned every were. You can consider this as a positive things.
Apply theire enegy to increase productivity. e.g. give them common task
which is little bit harder for other team.
How they complete it is depends on their behaviour.
If you found it is difficult you can shuffle them. e.g change their dept, shift or location.
Regards,
Kapil

If those individuals are taking wrong benefit of their groupism then this must be broken down for the betterment of business. A good way to break the groupism is to assign different tasks to all those individuals in order to let them remain busy with their work. This has been noticed that in a company environment , people when in group , get a chance to criticize the policies of system which cultivates negative thoughts in mind and this is not at all good for productivity.
Dear Krishnamoorthy
analyze the issues raised by them. Try to redress the grievances at your level or apprise the seniorsmanagement. Take into confidence the supervisors and pro management employees. Arrange meetings with the aggrieved employees and their representatives in cordial manner to find our the solutions.
regards
R K SINGH
CHANDIGARH

Dear Sir
Pl. check what is the reason behind it.
If you are biased on some of the employees this would lead to form groups. Pl. check and try to eliminate the same.
OR Call the groups of workmen for a discussion and understand the issue and resolve.
OR If they wanted to start a trade union. Explain the advantages and disadvantages of trade union in an industry. Suggest a works committee instead of a trade union. Involve employees also in management meetings. Get their ideas and try to implement the same during crisis situation. If it is found successful appreciate or reward them openly this would lead to transparancy and belief on management.
regards
raju

Dear All,
As we you know in the organization there is two type of group, formal / informal since if there is any informal group so if they have some sort of social activity like gathering together in lunch , birthday itís OK, however but having such a group working environment will be more socialize, But in case if there some sort of group that they are trying to do some action that itís against the company rules and regulation why youíre not managing a meeting with them and ask them what is the reason behind it, if this method did not work transfer them into different duty station and somehow make the environment in a such a manner that they should not have time for such a actives, however this is a alarm for you to do a SWOT analysis for your company and find out what is the reason behind this philosophy in order to full fill the gap and safe your company.

Please maintain good rapport with all employees. Try to understand their feelings & Problems. And give prioritize. Identify the leaders, negotiate with them regarding their benefits, demands,etc.,.. Most of the people, who involved in groupism want's identity among their workmen group.
So, try to avoid that fellow's by giving welfare benefits equally to all workmen. And show MANAGEMENT is doing good and favor to workmen.
Thanks n Regards
Srikanth.

Why do you want to prevent people from doing some thing, is it a school ? Why do you want to control natural human behavior?
Dear Devraj_aa, Please note this issue that sometime a group will be more dangerous in some organizations and they can make a illegal power against the organization goals.
There is term known as "tribalism"... its present everywhere be it a company/ dept/ process ....
it cannot be eliminated..
even in dictatorship, it exists...
depends on how you harness it...
are you aware about Belbin's technique ?
sheds more light on team roles- plants/ resource investiagtors/ coordinators/ implementers etc
try to introduce strong systems/ knowledge mgmt/ focus on individual etc


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