ABSTRACT
Companies relate to society in different ways and at different levels. Be it through their shareholders, workers, clients and suppliers or through their receptionist, the delivery man or garbage disposal worker; relations are built that permeate the company’s life and future. At the Tavistock Institute of Human Relations, Bion pioneered an understanding of the internal processes that occur within groups that help or hinder the group’s capacity to work effectively. Two corporate governance leading best practices are most fitting to deal with the board dynamics above mentioned: board diversity and board evaluation. Board diversity is not an end in and of itself or a desired result but a means in a dynamic process. When engaging in basic assumption behaviour, i.e., not engaging in effective work group mode, Bion also noted that groups enter into splitting and projections, which also help the group deal with its unconscious anxiety.
