Groupthink in Organizations
Applying the concept of groupthink in organizations can be very useful for firms indulging in group discussions and collective decision-making. Janis’ concept of groupthink, in the organizational perspective, means that people in a meeting will stay silent due to the fear of coming in to disagreement with other members. The employees will give greater importance to accepting the decision of the majority as their own rather than extending the meeting discussing and trying to defend their suggestions (Grohol, 2009).
The result of the antecedents and symptoms of groupthink lead to a defective decision-making process. This consensus-driven approach is a consequence of following the groupthink concept (Kamau & Harorimana, 2008). Consensus which is reached not by trying and testing various alternatives but by a lack of differing opinions is a sign of groupthink and could be a threat to effective decision-making in the organization (Jones, 2010). It will pose problems for the organization which are discussed in the next section.
Problems of Groupthink in an organization
The concept of groupthink causes four major problems for the organization to run effectively. The primary socially negative cost of groupthink is the loss of individual creativity, uniqueness and independent thinking (Turner et al, 1998). Other problems that groupthink might pose to the organization are bad decisions due to no opposition, possible alternatives might be overlooked and lastly, profitability is jeopardized.
集体思维概念的原因为组织有效运行的四大问题。群体思维的主要社会负成本是个体创造力的损失，唯一性和独立思考（Turner et al，1998）。其他群体思维可能会对组织的问题是糟糕的决策，由于没有反对，可能被忽略了，最后，盈利能力受到损害。