Discuss strengths and weaknesses of group decision making - Essay Example

Strengths and Weaknesses of Group Decision Making In school, at home, or at work, it is unavoidable that we will exchange ideas and opinions with a group of people to reach a decision that will affect each person in a variety ways. Differences in age, experience, culture, skill, and knowledge are things that determine if group decision making will be effective or not. A motivated group of people focused on solving problems encourages a participant to use his creativity in finding ways to gather background information of the case they are trying to solve, persuade each person to actively participate in the discussion, manage arguments that may happen among members that have different points of views and suggestions, and agree among themselves on what could be the best solutions to the problems they are trying to solve.

Also, the group can also compel a person to be more open-minded when considering ideas that he may not accept in the beginning. People who were actively involved in the decision making process are more committed in making sure to implement the solutions agreed upon by the team. Group decision making is an important part in increasing the output and the profits of a business. It motivates employees to be more involved in their work and so increase their effectiveness in doing their jobs. It is also easier to measure the results of an agreed solution and the related performance of the people involved in the problem solving discussion.

Because they feel they own the agreed solution, they are bound to use all their innate abilities to make sure that the solution will work. Their sense of ownership and responsibility towards the project will develop their leadership to the benefit of the organization. However, group problem solving can be disadvantageous in some cases. First of all, it needs more time than an individual deciding for himself. Opinions and ideas from each member of the group have to considered before the group can reach an agreement.

It is also possible that some individuals may think that the process is a competition. If someone disagrees with a person’s idea, that person may feel embarrassed and rejected. He may revenge by criticizing or shooting down the other person’s ideas to show that he is more intelligent than the other person. This behavior prevents the creative process of true problem solving. Another common scenario is when an authority figure or a minority group controls the discussion, such as what happens in board meetings involving the Chief Executive Officer and/or the department heads and the lower level employees.

Participants whose opinions are overlooked may feel indifferent or negative towards the whole process. They may not be inspired to get involved or use their creativity in helping find solutions. Lower level employees may not contribute as much because they may feel that they lack the skills, knowledge, or experience to be able to give good ideas. They may easily accept what their bosses would suggest in order to get approval of their superiors. Finally, participants who did not contribute much to the discussion have weaker motivation to lead in the putting the solution in action.

They may not be able to fully develop their sense of commitment, responsibility, and leadership thereby decreasing the general productivity of the organization. BIBLIOGRAPHY Starbird, Dodd, and Roland Cavanagh. Building Engaged Team Performance: Align Your Processes and People to Achieve Game-Changing Business Results. NY: McGraw-Hill, 2011 Young, Kathryn Sue, et al. Group Discussion: A Practical Guide to Participation and Leadership. 4th ed. Long Grove, IL: Waveland Press, 2007.