Groupthink occurs when groups value unanimity over critical evaluation, leading members to avoid dissent and overlook risks. This can result in defective decision-making and unethical behavior. Examples include Neville Chamberlain's appeasement of Hitler, escalation of the Vietnam War, and the Watergate cover-up. Symptoms include illusion of invulnerability, pressure on dissenters, and failure to consider alternatives. Organizations can reduce groupthink through techniques like assigning devil's advocates and establishing norms of open critique.
This is my presentation for my Final Major Project Proposal and Thesis research done examining potential and fun solutions that the tech workplace can adopt to mitigate unconscious bias that is potentially counteracting diversity efforts and negatively impacting the capacity for innovation.
Psychological Safety: An Important Component for Safety in the Workplace
Psychological safety has been referred to as the single most important characteristic for successful teams and leads to decrease in turnover and increases in effectiveness. Psychological safety is the belief that your environment is safe for interpersonal risk-taking meaning that asking questions, pointing out problems, and suggesting innovation will be responded to in a respectful manner. This presentation will cover what psychological safety is, why it’s important, how to assess its presence, and tips on how to grow this in your workplace.
By
Paula Allen, MS, BSN, RN, CPPS and
Karen Allard, MS, BA, RN.
Patient Safety Specialists, Bellin Health
How to recognize and minimize unconscious bias in the workplaceCase IQ
The modern workplace should be an inclusive and welcoming environment for all employees but that isn’t always the case. In fact, systemic inequality is the norm for a vast number of workplaces throughout North America, Europe and beyond. And while the BLM and MeToo movements have received much media attention, the underlying factors that contribute to the inequality they point out aren’t always addressed.
Implicit, or unconscious, bias is the root of many systemic inequities in the workplace. It’s important that we recognize our personal biases, take action to mitigate them and actively serve as an ally to others.
On June 10, join Catherine Mattice-Zundel, president of Civility Partners, a training and consulting firm focused on helping organizations build positive workplace cultures, as she outlines strategies for uncovering and reducing implicit bias in workplace decision-making.
The webinar will cover:
● The origins of bias and four different types of bias
● Risk factors that increase our likelihood to engage in bias
● How to compensate for and attempt to overcome bias through clear and tangible actions
● Strategies to combat microaggressions and other exclusive behaviors using simple, tried and true
intervention methods
The presentation describes the processes involved in group’s formation, development, performance and the interaction among the group members. It helps in acquiring the necessary skills to intervene and improve individual and group performance in an organizational context and in building more successful organizations by applying techniques that provide positive impact on goal achievement.
Where an organisation or individual is aware of stereotyping and bias, many effective steps may be taken to correct behaviour.
But what to do when the bias is more subtle or unconscious? These unconscious biases and stereotypes are a major barrier to organisations achieving true inclusion and diversity.
In this webinar Dr Pete Jones, author of Hogrefe Ltd’s unconscious bias testing tool Implicitly, gives an introduction to the topic of unconscious biases and looks at what you can do to address them.
Groupthink is a term first used in 1972 by social psychologist Irving L. Janis that refers to a psychological phenomenon in which people strive for consensus within a group. In many cases, people will set aside their own personal beliefs or adopt the opinion of the rest of the group.People who are opposed to the decisions or overriding opinion of the group as a whole frequently remain quiet, preferring to keep the peace rather than disrupt the uniformity of the crowd. Groupthink can have some benefits like When working with a large number of people, it often allows the group to make decisions, complete tasks, and finish projects quickly and efficiently.
However, this phenomenon also has costs as well. The suppression of individual opinions and creative thought can lead to poor decision-making and inefficient problem-solving.
This is my presentation for my Final Major Project Proposal and Thesis research done examining potential and fun solutions that the tech workplace can adopt to mitigate unconscious bias that is potentially counteracting diversity efforts and negatively impacting the capacity for innovation.
Psychological Safety: An Important Component for Safety in the Workplace
Psychological safety has been referred to as the single most important characteristic for successful teams and leads to decrease in turnover and increases in effectiveness. Psychological safety is the belief that your environment is safe for interpersonal risk-taking meaning that asking questions, pointing out problems, and suggesting innovation will be responded to in a respectful manner. This presentation will cover what psychological safety is, why it’s important, how to assess its presence, and tips on how to grow this in your workplace.
By
Paula Allen, MS, BSN, RN, CPPS and
Karen Allard, MS, BA, RN.
Patient Safety Specialists, Bellin Health
How to recognize and minimize unconscious bias in the workplaceCase IQ
The modern workplace should be an inclusive and welcoming environment for all employees but that isn’t always the case. In fact, systemic inequality is the norm for a vast number of workplaces throughout North America, Europe and beyond. And while the BLM and MeToo movements have received much media attention, the underlying factors that contribute to the inequality they point out aren’t always addressed.
Implicit, or unconscious, bias is the root of many systemic inequities in the workplace. It’s important that we recognize our personal biases, take action to mitigate them and actively serve as an ally to others.
On June 10, join Catherine Mattice-Zundel, president of Civility Partners, a training and consulting firm focused on helping organizations build positive workplace cultures, as she outlines strategies for uncovering and reducing implicit bias in workplace decision-making.
The webinar will cover:
● The origins of bias and four different types of bias
● Risk factors that increase our likelihood to engage in bias
● How to compensate for and attempt to overcome bias through clear and tangible actions
● Strategies to combat microaggressions and other exclusive behaviors using simple, tried and true
intervention methods
The presentation describes the processes involved in group’s formation, development, performance and the interaction among the group members. It helps in acquiring the necessary skills to intervene and improve individual and group performance in an organizational context and in building more successful organizations by applying techniques that provide positive impact on goal achievement.
Where an organisation or individual is aware of stereotyping and bias, many effective steps may be taken to correct behaviour.
But what to do when the bias is more subtle or unconscious? These unconscious biases and stereotypes are a major barrier to organisations achieving true inclusion and diversity.
In this webinar Dr Pete Jones, author of Hogrefe Ltd’s unconscious bias testing tool Implicitly, gives an introduction to the topic of unconscious biases and looks at what you can do to address them.
Groupthink is a term first used in 1972 by social psychologist Irving L. Janis that refers to a psychological phenomenon in which people strive for consensus within a group. In many cases, people will set aside their own personal beliefs or adopt the opinion of the rest of the group.People who are opposed to the decisions or overriding opinion of the group as a whole frequently remain quiet, preferring to keep the peace rather than disrupt the uniformity of the crowd. Groupthink can have some benefits like When working with a large number of people, it often allows the group to make decisions, complete tasks, and finish projects quickly and efficiently.
However, this phenomenon also has costs as well. The suppression of individual opinions and creative thought can lead to poor decision-making and inefficient problem-solving.
Moral courage is the strength to use ethical principles to do what one believes is right even though the result may not be to everyone’s liking or could occasion personal loss. In organizations, some of the hardest decisions have ethical stakes: it is everyday moral courage that sets an organization and its members apart.
This presentation defines what a groups is, what group dynamics is, stages of group formation, types of groups, why groups are formed, good and bad practices in groups.
Leadership is one of the key drivers of a culture within an organisation.
Key attributes of a safety leader include understanding the basis of a high performance organisation through the adoption of HSE mindfulness.
Lunenburg, fred c[1]. group decision making ijmba v13 n1 2010William Kritsonis
Published by National FORUM Journals (Founded 1983) by Dr. William Allan Kritsonis, International Website: www.nationalforum.com, NATIONAL FORUM JOURNALS is a group of refereed periodicals. Manuscripts are recommended for national and international publication by members of the Invited National Editorial Review Board and formally approved by the NATIONAL POLICY BOARD representing all NATIONAL FORUM JOURNALS.
Embracing GenAI - A Strategic ImperativePeter Windle
Artificial Intelligence (AI) technologies such as Generative AI, Image Generators and Large Language Models have had a dramatic impact on teaching, learning and assessment over the past 18 months. The most immediate threat AI posed was to Academic Integrity with Higher Education Institutes (HEIs) focusing their efforts on combating the use of GenAI in assessment. Guidelines were developed for staff and students, policies put in place too. Innovative educators have forged paths in the use of Generative AI for teaching, learning and assessments leading to pockets of transformation springing up across HEIs, often with little or no top-down guidance, support or direction.
This Gasta posits a strategic approach to integrating AI into HEIs to prepare staff, students and the curriculum for an evolving world and workplace. We will highlight the advantages of working with these technologies beyond the realm of teaching, learning and assessment by considering prompt engineering skills, industry impact, curriculum changes, and the need for staff upskilling. In contrast, not engaging strategically with Generative AI poses risks, including falling behind peers, missed opportunities and failing to ensure our graduates remain employable. The rapid evolution of AI technologies necessitates a proactive and strategic approach if we are to remain relevant.
Palestine last event orientationfvgnh .pptxRaedMohamed3
An EFL lesson about the current events in Palestine. It is intended to be for intermediate students who wish to increase their listening skills through a short lesson in power point.
A Strategic Approach: GenAI in EducationPeter Windle
Artificial Intelligence (AI) technologies such as Generative AI, Image Generators and Large Language Models have had a dramatic impact on teaching, learning and assessment over the past 18 months. The most immediate threat AI posed was to Academic Integrity with Higher Education Institutes (HEIs) focusing their efforts on combating the use of GenAI in assessment. Guidelines were developed for staff and students, policies put in place too. Innovative educators have forged paths in the use of Generative AI for teaching, learning and assessments leading to pockets of transformation springing up across HEIs, often with little or no top-down guidance, support or direction.
This Gasta posits a strategic approach to integrating AI into HEIs to prepare staff, students and the curriculum for an evolving world and workplace. We will highlight the advantages of working with these technologies beyond the realm of teaching, learning and assessment by considering prompt engineering skills, industry impact, curriculum changes, and the need for staff upskilling. In contrast, not engaging strategically with Generative AI poses risks, including falling behind peers, missed opportunities and failing to ensure our graduates remain employable. The rapid evolution of AI technologies necessitates a proactive and strategic approach if we are to remain relevant.
Operation “Blue Star” is the only event in the history of Independent India where the state went into war with its own people. Even after about 40 years it is not clear if it was culmination of states anger over people of the region, a political game of power or start of dictatorial chapter in the democratic setup.
The people of Punjab felt alienated from main stream due to denial of their just demands during a long democratic struggle since independence. As it happen all over the word, it led to militant struggle with great loss of lives of military, police and civilian personnel. Killing of Indira Gandhi and massacre of innocent Sikhs in Delhi and other India cities was also associated with this movement.
Read| The latest issue of The Challenger is here! We are thrilled to announce that our school paper has qualified for the NATIONAL SCHOOLS PRESS CONFERENCE (NSPC) 2024. Thank you for your unwavering support and trust. Dive into the stories that made us stand out!
Introduction to AI for Nonprofits with Tapp NetworkTechSoup
Dive into the world of AI! Experts Jon Hill and Tareq Monaur will guide you through AI's role in enhancing nonprofit websites and basic marketing strategies, making it easy to understand and apply.
Instructions for Submissions thorugh G- Classroom.pptxJheel Barad
This presentation provides a briefing on how to upload submissions and documents in Google Classroom. It was prepared as part of an orientation for new Sainik School in-service teacher trainees. As a training officer, my goal is to ensure that you are comfortable and proficient with this essential tool for managing assignments and fostering student engagement.
June 3, 2024 Anti-Semitism Letter Sent to MIT President Kornbluth and MIT Cor...Levi Shapiro
Letter from the Congress of the United States regarding Anti-Semitism sent June 3rd to MIT President Sally Kornbluth, MIT Corp Chair, Mark Gorenberg
Dear Dr. Kornbluth and Mr. Gorenberg,
The US House of Representatives is deeply concerned by ongoing and pervasive acts of antisemitic
harassment and intimidation at the Massachusetts Institute of Technology (MIT). Failing to act decisively to ensure a safe learning environment for all students would be a grave dereliction of your responsibilities as President of MIT and Chair of the MIT Corporation.
This Congress will not stand idly by and allow an environment hostile to Jewish students to persist. The House believes that your institution is in violation of Title VI of the Civil Rights Act, and the inability or
unwillingness to rectify this violation through action requires accountability.
Postsecondary education is a unique opportunity for students to learn and have their ideas and beliefs challenged. However, universities receiving hundreds of millions of federal funds annually have denied
students that opportunity and have been hijacked to become venues for the promotion of terrorism, antisemitic harassment and intimidation, unlawful encampments, and in some cases, assaults and riots.
The House of Representatives will not countenance the use of federal funds to indoctrinate students into hateful, antisemitic, anti-American supporters of terrorism. Investigations into campus antisemitism by the Committee on Education and the Workforce and the Committee on Ways and Means have been expanded into a Congress-wide probe across all relevant jurisdictions to address this national crisis. The undersigned Committees will conduct oversight into the use of federal funds at MIT and its learning environment under authorities granted to each Committee.
• The Committee on Education and the Workforce has been investigating your institution since December 7, 2023. The Committee has broad jurisdiction over postsecondary education, including its compliance with Title VI of the Civil Rights Act, campus safety concerns over disruptions to the learning environment, and the awarding of federal student aid under the Higher Education Act.
• The Committee on Oversight and Accountability is investigating the sources of funding and other support flowing to groups espousing pro-Hamas propaganda and engaged in antisemitic harassment and intimidation of students. The Committee on Oversight and Accountability is the principal oversight committee of the US House of Representatives and has broad authority to investigate “any matter” at “any time” under House Rule X.
• The Committee on Ways and Means has been investigating several universities since November 15, 2023, when the Committee held a hearing entitled From Ivory Towers to Dark Corners: Investigating the Nexus Between Antisemitism, Tax-Exempt Universities, and Terror Financing. The Committee followed the hearing with letters to those institutions on January 10, 202
How to Make a Field invisible in Odoo 17Celine George
It is possible to hide or invisible some fields in odoo. Commonly using “invisible” attribute in the field definition to invisible the fields. This slide will show how to make a field invisible in odoo 17.
The Roman Empire A Historical Colossus.pdfkaushalkr1407
The Roman Empire, a vast and enduring power, stands as one of history's most remarkable civilizations, leaving an indelible imprint on the world. It emerged from the Roman Republic, transitioning into an imperial powerhouse under the leadership of Augustus Caesar in 27 BCE. This transformation marked the beginning of an era defined by unprecedented territorial expansion, architectural marvels, and profound cultural influence.
The empire's roots lie in the city of Rome, founded, according to legend, by Romulus in 753 BCE. Over centuries, Rome evolved from a small settlement to a formidable republic, characterized by a complex political system with elected officials and checks on power. However, internal strife, class conflicts, and military ambitions paved the way for the end of the Republic. Julius Caesar’s dictatorship and subsequent assassination in 44 BCE created a power vacuum, leading to a civil war. Octavian, later Augustus, emerged victorious, heralding the Roman Empire’s birth.
Under Augustus, the empire experienced the Pax Romana, a 200-year period of relative peace and stability. Augustus reformed the military, established efficient administrative systems, and initiated grand construction projects. The empire's borders expanded, encompassing territories from Britain to Egypt and from Spain to the Euphrates. Roman legions, renowned for their discipline and engineering prowess, secured and maintained these vast territories, building roads, fortifications, and cities that facilitated control and integration.
The Roman Empire’s society was hierarchical, with a rigid class system. At the top were the patricians, wealthy elites who held significant political power. Below them were the plebeians, free citizens with limited political influence, and the vast numbers of slaves who formed the backbone of the economy. The family unit was central, governed by the paterfamilias, the male head who held absolute authority.
Culturally, the Romans were eclectic, absorbing and adapting elements from the civilizations they encountered, particularly the Greeks. Roman art, literature, and philosophy reflected this synthesis, creating a rich cultural tapestry. Latin, the Roman language, became the lingua franca of the Western world, influencing numerous modern languages.
Roman architecture and engineering achievements were monumental. They perfected the arch, vault, and dome, constructing enduring structures like the Colosseum, Pantheon, and aqueducts. These engineering marvels not only showcased Roman ingenuity but also served practical purposes, from public entertainment to water supply.
2. GroupthinkGroupthink
► Groupthink is a mode of thinking that peopleGroupthink is a mode of thinking that people
engage in when they are deeply involved inengage in when they are deeply involved in
cohesive in-groupcohesive in-group
► Member’s strive for unanimity that overrides theirMember’s strive for unanimity that overrides their
motivation to appraise alternative courses ofmotivation to appraise alternative courses of
actionaction
► During groupthink small groups develop sharedDuring groupthink small groups develop shared
illusions and related norms that interfere withillusions and related norms that interfere with
critical thinking and reality testingcritical thinking and reality testing
3. Historic Examples of GroupthinkHistoric Examples of Groupthink
► Neville Chamberlain’s inner circle and theNeville Chamberlain’s inner circle and the
supported policy of appeasement of Hitler in 1937supported policy of appeasement of Hitler in 1937
and 1938and 1938
► President Truman’s advisory group and thePresident Truman’s advisory group and the
escalation of war in North Koreaescalation of war in North Korea
► President Kennedy’s inner circle and thePresident Kennedy’s inner circle and the
supported decision to launch Bay of Pigs invasionsupported decision to launch Bay of Pigs invasion
in Cubain Cuba
► President Johnson’s close advisors and thePresident Johnson’s close advisors and the
decision to escalate the Vietnam Wardecision to escalate the Vietnam War
4. Historic Examples of GroupthinkHistoric Examples of Groupthink
► Historic fiascos can be tracedHistoric fiascos can be traced
back to defective policy byback to defective policy by
leaders who received socialleaders who received social
support from their in groupsupport from their in group
advisorsadvisors
► Groupthink dominated groupsGroupthink dominated groups
were characterized by strongwere characterized by strong
pressures toward uniformity,pressures toward uniformity,
which inclined their members towhich inclined their members to
avoid raising controversialavoid raising controversial
issues, questioning weakissues, questioning weak
arguments, or calling a halt toarguments, or calling a halt to
soft-headed thinkingsoft-headed thinking
5. Groupthink: Precursor to UnethicalGroupthink: Precursor to Unethical
BehaviorBehavior
► What guides the behavior of managers andWhat guides the behavior of managers and
employees as they cope with ethicalemployees as they cope with ethical
dilemmas?dilemmas?
Individual characteristics (such as locus ofIndividual characteristics (such as locus of
control)control)
Situational forces (such as an organization’sSituational forces (such as an organization’s
rewards and punishments and its culture)rewards and punishments and its culture)
► Individuals’ standards of right and wrong areIndividuals’ standards of right and wrong are
not the sole determinant of their decisionsnot the sole determinant of their decisions
6. Groupthink: Precursor to UnethicalGroupthink: Precursor to Unethical
BehaviorBehavior
► Under stress, members of the group develop aUnder stress, members of the group develop a
number of cognitive defenses that result in anumber of cognitive defenses that result in a
collective pattern of avoidance that are antecedentscollective pattern of avoidance that are antecedents
of groupthink:of groupthink:
1.1. Misjudging relevant warningsMisjudging relevant warnings
2.2. Inventing new arguments to support a chosenInventing new arguments to support a chosen
policypolicy
3.3. Failing to explore ominous implications ofFailing to explore ominous implications of
ambiguous eventsambiguous events
4.4. Forgetting information that would enable aForgetting information that would enable a
challenging event to be interpreted correctlychallenging event to be interpreted correctly
5.5. Misperceiving signs of the onset of actual dangerMisperceiving signs of the onset of actual danger
7. Symptoms of GroupthinkSymptoms of Groupthink
► Symptoms of GroupthinkSymptoms of Groupthink
1.1. Illusion of invulnerabilityIllusion of invulnerability
2.2. Collective rationalizationCollective rationalization
3.3. Belief in inherent morality of the groupBelief in inherent morality of the group
4.4. Stereotypes of out-groupsStereotypes of out-groups
5.5. Direct pressure on dissentersDirect pressure on dissenters
6.6. Self-censorshipSelf-censorship
7.7. Illusion of unanimityIllusion of unanimity
8.8. Self-appointed mind guardsSelf-appointed mind guards
8. Symptoms of GroupthinkSymptoms of Groupthink
► Evidence of most of theEvidence of most of the
symptoms of a groupsymptoms of a group
caught in groupthinkcaught in groupthink
appeared in the uneditedappeared in the unedited
transcripts of thetranscripts of the
deliberations of thosedeliberations of those
involved in the Watergateinvolved in the Watergate
cover-upcover-up
► Also shows up inAlso shows up in
discrimination violations,discrimination violations,
horizontal or vertical price-horizontal or vertical price-
fixing, and internationalfixing, and international
securities fraudsecurities fraud
9. Symptoms of defective decisionSymptoms of defective decision
makingmaking
► Symptoms of groupthink will inevitably lead toSymptoms of groupthink will inevitably lead to
defective decision making such as:defective decision making such as:
1.1. Incomplete survey of alternativesIncomplete survey of alternatives
2.2. Incomplete survey of objectivesIncomplete survey of objectives
3.3. Failure to examine risks of preferred choiceFailure to examine risks of preferred choice
4.4. Poor information searchPoor information search
5.5. Selective bias in processing information at handSelective bias in processing information at hand
6.6. Failure to reappraise alternativesFailure to reappraise alternatives
7.7. Failure to work out contingency plansFailure to work out contingency plans
► One particular incentive looms large in defectiveOne particular incentive looms large in defective
decision making: the approval or disapproval ofdecision making: the approval or disapproval of
his or her fellow group members and their leaderhis or her fellow group members and their leader
10. Devil’s Advocate and DialecticDevil’s Advocate and Dialectic
MethodsMethods
► The devil’s advocate is assigned to identifyThe devil’s advocate is assigned to identify
potential pitfalls or unethical behavior with apotential pitfalls or unethical behavior with a
proposed course of actionproposed course of action
► Irving Janis recommends that everyone in theIrving Janis recommends that everyone in the
group assume the role of a devil’s advocate andgroup assume the role of a devil’s advocate and
present a critique of the proposed course of actionpresent a critique of the proposed course of action
► Conflict generated by the devil’s advocate mayConflict generated by the devil’s advocate may
cause groups to avoid false assumptions andcause groups to avoid false assumptions and
closely adhere to guideline for ethical analysis inclosely adhere to guideline for ethical analysis in
decisionsdecisions
11. Devil’s Advocate and DialecticDevil’s Advocate and Dialectic
MethodsMethods
► The dialectic method can program conflict into aThe dialectic method can program conflict into a
group’s decisions while offsetting potentiallygroup’s decisions while offsetting potentially
unethical behaviorunethical behavior
► False or misleading assumptions becomeFalse or misleading assumptions become
apparent and can head off ethical decisions thatapparent and can head off ethical decisions that
are based on these poor assumptionsare based on these poor assumptions
► Programming conflict into the group decision-Programming conflict into the group decision-
making process allows dissent and can decreasemaking process allows dissent and can decrease
the likelihood of groupthink and unethical behaviorthe likelihood of groupthink and unethical behavior
12. ConclusionConclusion
► Organizations committed to ethical behavior in theirOrganizations committed to ethical behavior in their
organizations must work toward the reduction andorganizations must work toward the reduction and
prevention of groupthinkprevention of groupthink
► Organizations can take a number of steps such as:Organizations can take a number of steps such as:
►Develop strong norms of critical appraisalDevelop strong norms of critical appraisal
►Group leaders can abstain from pushing their ownGroup leaders can abstain from pushing their own
views and using their influenceviews and using their influence
►Groups can attempt to avoid isolation by involvingGroups can attempt to avoid isolation by involving
more than one group in the decisions makingmore than one group in the decisions making
processprocess
► Ethical behavior foundations are first established when anEthical behavior foundations are first established when an
organization commits itself to success that results fromorganization commits itself to success that results from
ethical behavior of its membersethical behavior of its members