To assess shift work risks, you should: Collect and evaluate information about your shift work practices. Decide what risks are present. Find out who may be at risk from shift work e.g. Pregnant women, young people and staff with pre-existing health problems. Review the risk assessment at regular intervals. How to lessen shift work risks.
In fact, any worker who must drive while tired — whether it’s on the job or driving home after a night shift — is at risk. In 2004, the National Institute for Occupational Safety and Health reported that car crashes are the top cause of occupational fatalities, accounting for 22 percent of work-related deaths between 1992 and 2001. Predilection for decisions made in a group setting to be less conservative, more experimental, and more dangerous than would be the decisions of individual group members by themselves. RISKY SHIFT: 'The group of kids got into trouble because of risky shift.'
This is a guest article by Dr Mike Clayton, the brains behind OnlinePMCourses.com. It’s an edited extract from his book Risk Happens!
Risky-shift effect A social psychological term, referring to the observed tendency for people to make more daring decisions when they are in groups, than when they are alone. Source for information on risky-shift effect: A Dictionary of Sociology dictionary. Risky-shift effect Encyclopedia.com Skip to main content. Risk shifting is a risk management strategy that transfers the risk of loss or liability from one party to another. Risk shifting is designed to reduce the impact of the risk by transferring the responsibility of the risk to a third party. Unlike risk sharing, risk shifting adjusts the risk impact on the organization.
In the 1970s, the social psychologist Irving Janis examined how groups make decisions. He found that a group’s dynamic often inhibits exploration of alternatives.
People find disagreement uncomfortable, so the group seeks consensus before it has reached a satisfactory conclusion.
As the group approaches consensus, dissenting voices are rejected or, indeed, are often self-censored. Janis wrote:
Concurrence-seeking becomes so dominant in a cohesive group that it tends to over-ride realistic appraisal of alternative courses of action.
When we fall prey to Group Think, decisions tend to be based on “what we all know” – that is, members are inhibited from challenging the consensus and relevant information, ideas and challenges are not fully explored.
Janis described Group Think as occurring “when the member’s strivings for unanimity override their motivation to realistically appraise alternative courses of action.”
Group Think Introduces Risk
As a result of Group Think, the group tends to a higher collective confidence in a decision than individuals have in the same decision made separately. Therefore, with dissent discouraged, groups tend to endorse higher risk decisions than individuals would. Psychologists refer to this as “risky shift”.
People with more extreme positions are more likely than others to develop clear arguments and are also most likely to voice them.
Comments early in a debate are more influential in forming opinions and also create the framework for the discussion. Where Group Think starts to endorse a decision at one extreme, members of the group may be emboldened to put forward still more extreme points of view.
Risky shift is the difference between the average risk taken by individuals and the risk taken by the group. This can generate either a risky shift towards a higher risk position or, equally, a cautious shift towards a more risk-averse stance.
Risk management will make you a better project manager, so it’s worth spending some time thinking about how to address this issue.
How to do away with group think at work
In his book, The Wisdom of Crowds, James Surowiecki writes:
In unstructured, free flowing discussions, the information that tends to be talked about the most is, paradoxically, the information that everyone already knows.
Therefore, to prevent Group Think, you must ensure that new information can be introduced, dissenting voices can be heard and criticisms can be made.
6 Tips for dealing with group think
Here are 6 tips for dealing with Group Think.
1. Appoint a devil’s advocate
Ask one member of the team to play the role of “devil’s advocate” and seek to oppose any consensus with contrary evidence, different logic, fresh interpretations or a new perspective.
In their book, The Corporate Fool, David Firth and Alan Leigh identify different ways we can shake up the soft thinking and status quo of organizations by borrowing from the different roles of the medieval ruler’s fool.
The “contrarian” challenges norms and the “truth-seeker” tells difficult truths. This is just the cure for Group Think.
2. Encourage everyone to be a critical evaluator
Risky Shift Phenomenon
There is no reason why we should not all adopt the devil’s advocate role. Edward de Bono’s Six Thinking Hats approach to critical and creative thinking suggests that two hats – the White Hat and the Black Hat – encourage us to assess the evidence logically and with all of the available data (White Hat) and to challenge, criticize and evaluate all that has been proposed (Black Hat).
As a project manager, encourage your team members to all put on their White Hats and Black Hats from time, to avoid sliding into Group Think.
3. Do not let the leader state a preference up front
There are many types of “leader” in a discussion: the chair or facilitator, the expert or the boss. All of these individuals can have a disproportionate impact on the group’s thinking, arising from the status they possess.
To help avoid group members being seduced by the leader’s point of view, ask them to hold it back until after the main discussion.
This has a large extra advantage: when we state our position, it becomes harder to change it and often this is even more the case when we see ourselves as leaders or experts – we fear losing face.
By encouraging the leaders and experts to not state their position, you make it easier for them to evaluate the arguments they hear and therefore re-evaluate their own thinking.
4. Set up independent groups
If a group is susceptible to Group Think, it will fight hard to have its point of view adopted. By splitting it into two or more independent sub-groups, you encourage each to think for itself.
Bring them back together to share their thinking in plenary. This way you will hear a range of arguments.
This is a really easy technique to use and it goes some way to addressing the risk.
Read Next:A Project Manager’s Guide to Risk Analysis (on Mike’s website)
5. Invite new people into the group
When you bring new people into a group, you do more than just introduce fresh ideas. With no group allegiance, they will not feel the same pressure to conform.
And, as an outsider, they will be unlikely to share the group’s acquired biases and prejudices. They will need to ask questions to understand arguments and will not settle for easy and weak answers.
Most of all, they bring diversity of ideas, thinking styles and knowledge.
6. Gather anonymous feedback
When we contribute anonymously to an argument, we are far more comfortable and likely to say what we really think. How can you use suggestion boxes, an online forum or an independent intermediary to encourage honest feedback and genuine contributions?
These 6 simple ways to manage Group Think will get you better project results and manage project risk.
Watch Dr Mike Clayton talk about what is project risk management in this short video. (Can’t see the video? Watch it on YouTube.)
Get the Fast Start Program project management training, and accelerate your way to project management success! Try out OnlinePMCourses for free with a short taster course. Get the Project Management Fundamentals short course free (it’s aimed at complete beginners but it will give you an idea of the teaching style and quality of the other courses). You can read my review of OnlinePMCourses here.
Risky Shift Theory
About the author:
Mike Clayton is an author and speaker specializing in project and
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