Group dynamic and contests..factor that can poison group dynamic

This is why leaders need to be aware of the factors that greatly influence how their teams work.
“Leaders who see a good team going bad must intervene immediately,” Lipkin writes. Unfortunately, “quite often a leader can’t see it happening because he or she has also conformed to the group.”
Below, Lipkin explains the four factors that affect group conformity.
Group dynamics and contest can be carried out in functions like camps for students youths, outdoor gatherings, school parties or other program, vexcursion and tours, activities for youth societies.
1. Competition Gets Too Serious

Competition is typically healthy among co-workers and may stimulate a healthy work environment. However, too much competition may create different alliances among people in the organization and lead to a toxic workplace.
Lipkin calls this the “us versus them mentality,” which is caused when people feel so alienated from other team members that they no longer feel they are a part of their team—despite working in the same company. Competition may occur naturally if the organization is divided into teams or departments because people typically try to “enhance the status of the group to which they belong.” However, this divided way of thinking should never become so extreme that the individuals in the different groups no longer feel like they are working toward the same goal.
At this point, leaders should disrupt the competition by rearranging the groups and switching a few people from one group to another. They can also come up with a project that requires everyone to work together to promote “inter-group cooperation.”
2. Loyalty is Extreme to a Specific Group

Managers should be aware of “extreme group conformity” since it runs the risk of stifling “creativity, innovation, critical thinking, decision making and problem solving,” Lipkin writes.
This happens when people feel so loyal to a specific group in the organization that they will turn a blind eye to any wrongdoing for fear of disapproval.
Lipkin says that leaders can prevent extreme group conformity by establishing a “rule of alternatives,” which would allow numerous people to get involved when making decisions or embarking on a task. This way, employees won’t feel like they have to conform or risk disapproval from others.
4. Having a Bad Attitude

“In the workplace, people’s moods tremendously impact decision making, problem solving, attention/focus, interpersonal interactions, performance, productivity, and the whole organizational culture,” Lipkin says.
Leaders need to be extra cautious of their own emotions because it has the potential of bringing down the entire team.
How can leaders instill and maintain the right mood in their organization? Lipkin says to watch how your own mood and nonverbal behavior affects others around you. You should also carefully read over every email, instant message or text you send to a colleague or business associate to make sure you’re not inadvertently projecting your emotions onto someone else.
Lipkin says that there are “positive and negative effects of the emotional dance that takes place in every group.”
Many young people ( and older ones too!) Simply love to take part clean, healthy competitions or contests. Among others things, group dynamics and contests serve to:
Train leadership qualities.
Spur people to excel or give their best.
Encourage teamwork and cooperation.
Provide clean fun for young and old alike.
Inculcate good moral value and virtues.