1.The three group closures which a group leader can adopt to make decisions are as follows:
Use of Command style
The command style is one of the most effective measures of achieving closure in a decision making concerning a group. In this style the group leader acts as an authoritarian and is the only decision maker (Kaner 2014). This does not mean that ideas are not encouraged but the final decision is made by just one individual. The leader makes sure that closure can be effectively achieved with the help of the given style.
However, from the group member’s point of view, this is not an optimum style as they do not feel encouraged in an organization. This gives rise to resentment.
The given method is most appropriate to use when the decision has to be taken within a short period of time and the organization more or less shares a general view about the factors to be considered. This kind of method can also be used when the decision is being taken for a matter which is not very significant.
Example
When I was interning at Honda, the given method was used hen decisions like change in the design of a product was generally made (Oshima Lee and Emanuel 2013). This design decision was in the hands of the top management.
Using a consultative approach
The second method is the consultative approach which is similar to the autocratic style. Like the previous method, even this method makes use of the leader`s decision as the final one (Ferrell and Fraedrich 2015). However, even then this approach is derived to be more democratic in nature because the leader takes active views of the members and the decision making team feels respected.
This method can be utilized when the organization needs to take in different perspectives for a particular decision making, however a consensus is not necessary and the decision maker can
just go with one of the view points (Pettigrew 2014). This is also a cost friendly method of taking decisions in an organization.
Example:
When I was interning at McDonalds, this kind of decision was generally used to decide the opening and closing times of the restaurant. The primary decision was however, taken by the owner.
Using consensus decision making
In this approach, a totally different method with respect to the above two methods are followed. This view takes into consideration the decision which is voted for by a majority of the group members. However, the closure in the given scenario is achieved by investing time and effort which gives rise to a hugher level of commitment from all the team members. This method dissolves any resentment that exists in the given organization.
The given method of decision making can be used when the organization is undergoing a huge crises and the consensus of every member becomes critical (Fischhoff 2013). The given decision shall be impacting the firm in a huge way hence, the viewpoint o everyone needs to be taken.
Example:
When the office timings of the individuals at Honda were considered, a consensus was used because it affected all the members.
2.A team is a group of people coming together for a particular objective, With time it often happens, that the team evolves into a group. However, the given transition is not an easy one. It is the duty of a leader to take the group through this phase (Frensch and Funke 2014). These stages through which a team goes through are the stages of understanding and cohesion. The four primary ways in which groups evolve are through:
Expect socializing
This method states that socializing and interacting among one another goes a long way in determining the success of a group. In this stage the group members begin to know one another and it is the duty of a team leader to invest time and effort into the stage to ensure that the members are comfortable with each other.
Example
During my work experience at Samsung, I was involved in the sales team. We were a group of five members working together. Hence, initially our team leader played a great role in ensuring that as a team we bond with one another and are able to know each other well. We were often taken out on team lunches and dinners.
Forming a division of labor
In this stage, it is a duty of the leader to ensure that the team members have a common shared vision and mission which is very essential to ensure that the tasks are completed successfully (Sternberg and Frensch 2014). Each member in a group is expected to take his or her responsibility which determines the direction in which a group goes.
Example
When I was interning at Mc Donalds, after being appointed behind the counter, all of us in the group were given advice on how customer satisfaction was the key to success and that it is very important to keep that vision in mind. For this reason, each of the responsibilities was well explained to us in order to ensure that we function efficiently and know what to do.
Information sharing an processing
In the given stage the information is passed around even on sensitive matters as the members feel closer to one another. The group at this stage becomes primarily active and there takes place various meetings and brainstorming sessions which help in ensuring the amalgamation of the various tasks performed.
Example
During my work experience in a local restaurant, every morning a meeting used to take place which determined the agenda of the day (Baker 2017). These meetings were headed by a leader who ensured we all contributed well in order to ensure that we remained close and focused.
Problem solving collaboration
In the given stage, the team is working in a synergy and the results finally decide to reflect that the group has evolved into a team and the members start respecting one another, the environment in the group is extremely positive. The team cohesiveness at this stage is very strong and the team is extremely productive and effective.
Example
During my work experience at Honda, after a few months when the team which I was a part of finally gelled up, we became the ultimate collaboration for solving complex problems. We exchanged ideas and no problem was big enough. We solved various technical as well as managerial problems through this method.
3.Emotions can be described as the intense feelings that exist in a person towards a particular entity or object. A person generally expresses their emotions when they are upset with someone or are happy about something. Emotions tend to have a huge impact on out daily lives and more importantly on the decisions that we take (Folkman 2013). These factors of emotions are generally joy, fear, anger and others. Hence, the decision choices that we are exposed to our often influenced by the emotion that is reigning over us during that point of time. Emotions can be described as both positive and negative.
The negative decisions can be described as one which do not result in good for others and are generally a source of hatred, anger and fear. These decisions tend to have a negative impact on the organization because they are made in a hustle. These decisions have the power to have an impact on the organization in a bad way and have an impact on the quality and outcome of the processes.
It is often believed that decisions are different when made in a calm and peaceful manner and different when they are made in anger.
Decisions which are generally made from the impact of negative emotions do not contribute to the good of the organization. They limit the efforts of new alternatives and are influenced by quick decisions just to be done with the task. whereas those decisions taken with impact from positive emotions tend to be good for the long term success of the organization. They are taken after considering all factors of the organization.
Example of negative emotions
During my internship at Honda, a competitor company had once showcased an advertisement which directly spoke against our company (Klir 2013). The top management of the company got negatively influenced and decided to take revenge on them by demeaning the company. Their decisions was influenced by anger and thus the advertisement which was created gave rise to another cold war between the two companies which was not called for and lead to huge spending for Honda. Thus, this decision was not useful for the firm.
Example of Positive emotions
During my internship at a local restaurant, the owner was greatly troubled by the condition of the homeless and decided to give them food for free. This decision was influenced by the emotion of empathy and thus increased the brand name of the restaurant and was beneficial for it in the long run.
References
Baker, Rebecca. “Problem-solving.” In Agile UX Storytelling, pp. 107-116. Apress, Berkeley, CA, 2017.
Ferrell, Odies C., and John Fraedrich. Business ethics: Ethical decision making & cases. Nelson Education, 2015.
Fischhoff, Baruch. “Judgment and decision making.” In Judgment and Decision Making, pp. 19-38. Routledge, 2013.
Folkman, Susan. “Stress: appraisal and coping.” In Encyclopedia of behavioral medicine, pp. 1913-1915. Springer New York, 2013.
Frensch, Peter A., and Joachim Funke, eds. Complex problem solving: The European perspective. Psychology Press, 2014.
Kaner, Sam. Facilitator’s guide to participatory decision-making. John Wiley & Sons, 2014.
Klir, George J. Architecture of systems problem solving. Springer Science & Business Media, 2013.
Oshima Lee, Emily, and Ezekiel J. Emanuel. “Shared decision making to improve care and reduce costs.” New England Journal of Medicine 368, no. 1 (2013): 6-8.
Pettigrew, Andrew M. The politics of organizational decision-making. Routledge, 2014.
Sternberg, Robert J., and Peter A. Frensch. Complex problem solving: Principles and mechanisms. Psychology Press, 2014.
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