Describe the group think theory and how this theory could produce negative consequences in group decision-making when terminating an employee.

You are a new human resources director at the Wilson Public High School located in the southwestern United States. On the first day of your job the superintendent scheduled a meeting with you to present several human resource issues that currently exist at the school that need to be addressed.
The superintendent has asked you to review each of these situations and to submit a report to him as to how you plan to handle each of these issues.
The issues are:
1. Employee #1—Henry has been a high school teacher with the district for over thirty years. He has been frequently sick lately, and his absenteeism is becoming a real problem. He has been a good teacher over the years, but lately he seems listless, quiet, and withdrawn.
2. Employee #2—Max is a second-year employee and holds the position of groundskeeper. He is single and he likes to party. In fact, he is often seen showing off his new sports car to others while bragging about his late-night activities. The superintendent has noticed that he often sticks to himself at work and does not perform a thorough job in maintaining the school grounds. He seems to do the minimum job and nothing more.
In fact, he has often been seen by the superintendent sleeping during his breaks or coming in at the last minute.
3. Employee #3—Kathy is an intelligent teacher with six years of experience and a high achiever. She finished her master’s degree within the first two years of teaching. She is constantly complaining to her colleagues and gives the impression that she doesn’t feel motivated or challenged on the job as before. She also gives the impression that she is impatient with students and bored and frustrated with the job.
4. Employee #4—Mark is assistant superintendent but is deep in debt, which is no surprise to anyone, since he recently purchased a very expensive home, bought a new car, purchased elaborate furnishings, and got married. Since then, the home value has plummeted, and he is “under water” with his mortgage.
He has revealed to the superintendent that he has many college loans and other outstanding bills because of his lavish lifestyle. He has only been an assistant superintendent for about two years, having been promoted fairly rapidly as a young teacher. His wife does not work, and it has been revealed that she is three months pregnant. He already has a three-year-old child from a previous marriage.
It also didn’t help matters when the superintendent stated he had overheard Mark talking to a friend in the lounge about his potential gambling problem. As far as his performance, the superintendent feels that he is doing a good job, but lately he seems to be distracted and is having a hard time concentrating and being motivated.
5. Employee #5—Jill is an attractive young administrative assistant who works in the school district office. Unfortunately, she has just filed a sexual harassment claim against John, who is the director of special services for the district. She claims in the complaint that John has sent several sexually based e-mails to her. She also has stated that they used to date but the relationship has soured.
She claims that John is persistent in trying to salvage the relationship.
He frequently calls her at her home in the evening. To make matters worse, she has stated that apparently while she was in John’s private office he inappropriately embraced her and gave her a kiss, although there were no witnesses. Following the complaint Jill has been irate and has been making inappropriate comments about John and speaking poorly about him to her colleagues and even parents.