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