Problem-solving and decision-making through group-based organizational approaches

Work and Organisation

Improving the capabilities of individuals and groups to solve problems and arrive at decisions is identified as an important issue in organizational settings in spheres of education, industry, and government. Latest research in this realm has found an authoritarian model of problem solving, even though there are fewer consensuses regarding the right methods. Independent research on personality and cognitive styles has found vital individual disparities in the manner in which people approach and solve problems. (Problem Solving and Decision Making: Consideration of Individual Differences Using the Myers-Briggs Type Indicator)

Decision making - a group based approach:

major change is happening in organizations across the world, a changeover which has important connotation for expertise which will be crucial to the success both as a member of organizations and as a manager and leader. This change entails enhancing the importance on the group or team. A lot of factors are prompting this change. Technology is a chief force prompting this as responsibilities have often come to be extremely intricate for people to address in their individual capacities. Apart from that competitive forces have constrained several organizations to flatten the organization by considerably curtailing the number of levels of middle-level managers. Transferring authority and responsibilities to percolate to the bottom level to let teams to take over responsibilities used to be performed by the management. (Surviving the Group Project: A Note on Working in Teams)

On an increasingly broad scale, as organizations, particularly multinationals get in the act of several businesses, several industries and several nations, new and complex decisions are surfacing which depend on a lot of interdependent groups with decisions arrived at teams having members of these several groups. Even, in the absence of these forces, others have found a simple solution that exploiting the potential power of these groups can put a remarkable effect on efficiency and job satisfaction. Currently, nearly all organization espouses the concept of groups. Groups have come to be the central unit in a lot of organizations. Part of this is focused on the fact which is backed by research that efficiency of the groups are more in providing a solution to the problem and learn more quickly compared to learning at the individual level.

Nevertheless, inspection will discover that less organizations and individuals in them are especially content with the manner in which their groups are functioning. While a group is operating well, the dynamics of the group and a sense of belongingness and acceptance can extract the cream. Groups have the potential of improving problem solving and creativity; generate understanding, acceptance, support, and dedication. Apart from that, groups have the potential to improve the morale, give a vent for association, and improve self-esteem, aid in the creation of unanimity and security. Everybody among us possesses at least a few experiences wherein involvement in an efficient group has assisted us to attain at levels which we did not thought to be possible. Even people, who assert a real aversion towards groups, mention that some type of working in groups have put a major mark in their lives. (Surviving the Group Project: A Note on Working in Teams)

Decision making models:-

Group decision making is the process of reaching at a conclusion based on the feedback of several individuals. Such a decision-making is a major constituent to the functioning of the organization, since it is acknowledged that organizational performance entails more than merely action at the individual level. Because of the significance of the group decision-making process, decision-making models serve to establish an organized method of developing an effective group decision making. Overall, four group making models can be identified with each one possessing distinct merits and demerits. These four models include the rational model, political model, process model, and garbage can models. (Group Decision Making within the Organization: Can Models Help?)

Rational Model:-

This model is based on the economic analysis of the decision making. This is based on objectives, alternatives, consequences and optimality. This model takes into account that complete information as regards the decision to be taken is offered and one appropriate conception of a problem or decision to be arrived can be determined. The model also takes for granted that the decision-makers persistently evaluate the merits and demerits of any options with goals and objectives in view. Thereafter, they calculate the consequences of selecting or otherwise of each alternative. The alternative which gives the maximum utility will be chosen for implementation. The rational model constitutes the baseline against which other models are contrasted. The most relevant benefit of the rational model is that it uses a logical, sequential approach. Decisions are arrived at deductively by determining the goals or objectives to be obtained, assessing the possible options based on the information at hand and selecting the most appropriate option. To put it differently, the model is intuitive in character.

Political model:-

As against the rational model, the participating individuals do not execute the decision task by means of rational task in terms of objectives and on the contrary are guided by and perform on their independent needs and perceptions. This process entails a series of bargaining within the decision makers for everybody to endeavor his independent viewpoint to be the perfect one to be chosen. Hence, every decision maker attempting to influence powerful workforce with the framework to assume his or her standpoint and pressurize the remaining decision makers. The merit of political model is that it gives a representation of the subjective manner in which the real world frequently functions, and it has the potential to lessen variance. It is well-known that individuals always reserve their personal biases and agendas which impact their behavior. Through proper recognition or acknowledgement of this fact within the decision making process, potential problems and conflict can be forecasted and minimized. Conflict can also be minimized when people having clout favor this viewpoint, and once this happens, other group members tow in line behind them. but, the political model suffers from a disadvantage that often the best solution or decision might not be chosen. Besides, the type of bargaining and maneuvering is can generate effects that are long-term and damaging. (Group Decision Making within the Organization: Can Models Help?)

Process model:-

This model is more structured wherein the decisions are based upon standard functional procedures, or pre-established instructions within the organization. Actions and behaviors take place within the ambit of these procedures or guidelines. The most integral part of process model is conformity as it is a means queries, or incertitude is addressed at the time of decision task. In case the decision makers are not sure regarding the possible effectiveness or the outcome of a decision, they conform to the existing standard. This conformity must not be understood to imply that the decision will not bear a concrete basis. In this situation, conformity is connected to the fact that the reasoning for the decision is based upon predetermined guidelines.

Improvement of Decision making process:-

While people speak of continuous improvement, they are in fact implying continuous change. To achieve a continuous change, there has to be certain factors, which makes people cohesive. A common purpose ought to be present, and each member must appreciate his responsibilities. When genuine, long-term change is desirable; in that case one ought to have a method of concentrating people on the change not as individuals, rather as a cohesive unit. Human capital is vital; however, the belief that people are the most vital asset is not true. The most vital asset of an organization is not its people, its technology, or even it's highly paid managers. Every component can be important, but each one in isolation is just an instrument. Even the most talented personnel will not be successful in case they operate in a system that is devised to be unsuccessful. Therefore the corporate system of drawing people together for mutual purposes is a critical factor to success.

In case some great integrating factor is able to draw normal, diligent people in a cohesive manner and aids them see their significance and their position inside the organization, those people will be able to make an immense contribution. On the contrary, a loose endeavor or approach to launching a change will likely to meet with failure. Also people working very hard will fail in case they have no focus. Perceptibly, it would be ideal to have exceptional people as well as exceptional system of introducing change, but an exceptional system of introducing change is what matters. (Creating a system for continuous improvement - improving an organization's decision-making process)

In an ideal situation, fulfilling evaluations must allow a facilitator to detect the strength and weakness of a group and choose appropriate interventions to assist the group to enhance it effectiveness. The various approaches to evaluation of group decision making has been criticized by John Rohrbaugh and Bradley Wright and recommend that evaluations must concentrate on processes instead of results, deal with the group rather than individual role and behaviors, and view the group in organizational perspective rather than in isolation. Building on the Competing Values Approach or CVA to organizational evaluation, they describe four perceptions on group decision processes. These are empirical, rational, political and consensual. (Evaluating the strengths and weaknesses of group decision-making processes: A Competition Values Approach)