Signs Of Dysfunctional Groups And Their Impact On The Health Of The Organization

2024 Author: Harry Day | [email protected]. Last modified: 2023-12-17 15:43

When consulting managers and business owners, attention is drawn to the fact that organizations mainly use those types of consulting that are based on a rational path of knowledge. And few have investigated irrational organizational dynamics and what obstacles can arise as a result of their manifestation

This article contains material based on working with organizations, groups, business owners, managers. And it is devoted to empirical observations of destructive group processes. When we talk about a "healthy" organization, we consider this "health", placing responsibility on the actions of the leader, his managerial decisions, on his ability to manage business processes, on the management system as a whole. This is of course true. But I would like to draw your attention to the fact that considering in consulting the irrational (unconscious) aspects of the functioning of the system, we can reveal the presence in the organization of the so-called "dysfunctional" groups.

And they directly affect the stability and development of the organizational system. Below I will list the signs that such groups exhibit. Signs that are important, first of all, to pay attention to managers and consultants in order to identify such dysfunction. Otherwise, you can be plunged into the fight against windmills, losing strength and resources.

1. Dysfunctional groups are built on the manifestation of dominance and submission. In the ego-consciousness of people who have co-organized into a given group, a community, there is a conviction that they need partner interaction and development. Whereas in the unconscious the idea of domination is realized - submission and the fear of being outsiders. On the one hand, they will assure others of their desire to help in the development of the organization, on the other hand, they will resist and sabotage the actions of the leader or the leader of the group, as they see this as their abuse of power and infringement of their dignity.

2. In such a community of people, rallying occurs at the level of "friend or foe". An external enemy is needed, which will create the illusion of the compatibility of their ideas, a kind of like-mindedness. Without it, it is impossible to identify oneself and find oneself in the space of the group. "If there are others and they think the same way as I do, then everything is in order." Anyone who does not fit into the microcosm of the group must be sanctioned. The need to belong to an organization is perverted here. Only one who shares this microcosm and does not show dissent can belong.

In such a system, it is impossible to build individuality and compete within the human framework.

3. Idealization and depreciation are indispensable components of a dysfunctional group. A team member or leader may initially have high expectations that are elevated to a "mission of salvation" for the entire organization. But since this group functions according to a narcissistic scenario, the put forward "savior" has practically no chance of fulfilling these expectations. And then he will be overthrown from the pedestal on which he was raised.

4. In such a group, personal dynamics prevail, the participants look at each other, while the purpose of what they are together for in this group is lost. Everyone brings their prima-matter (inner essence) into the interaction. Unconscious unconscious processes within the organization turn into a destructive process.

5. In a dysfunctional group, it is impossible to synchronize between its members and maintain a balance of exchange. It is impossible to fully use your creativity and professionalism in it. There is isolation and disunity in the creation of a common cause.

6. The inability of the members of such a group to recognize and accept leadership in another person. Inability to create shared leadership. The narcissistic script serves as an obstacle to this. Therefore, in an organization where dysfunctional groups are present, there will be conflicts with the leader with accusations against him.

7. Dysfunctional dynamics of such a group (system), in turn, will affect the people who are in it, and those who have come to this system, depriving the organization of "health"

All of the above signs can serve as "beacons" in clarifying the unstable situation in the organization as a whole. And they can serve as an excuse for leaders and consultants to look at tense places, exploring and clarifying the irrational fields of interaction within their organization. This is something that will undoubtedly bring greater clarity to group processes and make it possible not to get involved in destruction and to manage it.