Question

Often times employees develop ownership in the organization and feel work and materials are the product of their personal efforts. When this happens, it can be hard to overcome the obstacle because employees feel they are owed the opportunity to possess an area, idea, or process. This can cause a problem that is very difficult to overcome when group think sets in. Group think is a definite barrier to growth because new ideas cannot flow in the organization and their is not a sharing of information to develop others. To overcome this a process has to be developed to help limit the thinking of seasoned employees. The process has to be a collaborative effort by managers and leaders to overcome the obstacle. How can Human Resource intervene in the process and set goals to help with the problem? Should HR work with this issue until it is eliminated?

Answer 1

I believe that this is a very common issue when employees develop a sense of belonging and ownership within the organization and I believe that this is something by which the growth and development of employees are stunted because there is a the concept of group think that may creep in where it is clear that personal or individual importance becomes very less. In order to get rid of such an attitude I believe that the managers and leaders need to be effective to ensure that the individuals prioritize their individual growth and development primarily and then group goals.

The manager should define goals and objectives regarding the same to their employees and they should be effective enough to make them understand the difference between individual growth and the group growth. Once this is implemented the HR should look after it to ensure that the individuals abide by the process and strive for individual growth which is primary and once individual growth is achieved individuals may look for group goals or team goals.