The Main Advantages And Disadvantages Of Individual Versus Group Essay Sample

Highlight the chief advantages and disadvantages of single versus group determination devising. Discourse the chief factors impacting decision-making procedures in administrations. How can directors guarantee effectual decision-making? January 2001. Word Count: 3113.

§Decision devising is the procedure of doing a pick between options ¨ Rollinson ( 1998 ) .

Decision-making is about universally defined as taking between options within an administration. It is both an aim and subjective procedure affecting both the designation of ends and explicating an orderly procedure for achieving them. but besides the existent determination shapers features and traits may advance expendancy cutoffs and demuring less than ideal options. It should farther be noted that in conformity with Minzberg and his conceptualised through empirical observation based three phase stages of determination devising: designation. development and choice. he deduces that it is besides a dynamic procedure as there are uninterrupted feed-back cringles in each of the stages. §Feed-back cringles can be caused by jobs of clocking. political relations. dissensions among directors. inability to place an appropriate option or implement the solution. turnover of directors. or the sudden visual aspect of a new alternate ¨ Herbert A Simon ( 1955 ) .

Decision-making is one of the first primary duties of direction and executives likewise at all degrees of the concern administration. and is straight related to all of the traditional direction maps. Subsequently it is adhered to be one of the riskiest and toughest intents that directors have to set about. The quality of a directors determinations straight effects his or her calling chances. wagess and occupation satisfaction. but more conspicuously the ensuing determinations contribute to the success or possible failure of an administration. Bad determinations have the possible to irreparably damage a concern or calling. Decision-making is a consecutive procedure instead than a series of stairss. and should be thought of by directors as a means instead than terminals. Best determinations result in a chosen solution produced with full information and in equal clip to decide a chiseled job. Rollinson ( 1998 ) defined a good determination as § KOne that helps better the public presentation of the administration. non impede its advancement ¨ .

Simon ( 1960 ) suggests that you can split decision-making into two classs: programmed ; everyday types. Existing norms. regulations. Torahs and ordinances have antecedently been defined and enforced. and non-programmed where the determinations held in manus are fresh or unstructured. Unlike programmed determinations there is no set process to follow as they are normally complex or have high precedence of importance. they therefore require particular intervention as they have a higher leaning of hazard. Ideally. the primary concern of top direction should be the latter. with senior troughs managing programmed determinations.

Hickson ( 1986 ) clarifies decision-making procedures in footings of three types. Sporadic ; information is clearly discontinuous and spread. as characterised by many beginnings of experts the quality of information readily available varies greatly. with high degrees of informal interaction. Second Fluid ; determinations are reached comparatively rapidly. finally because the decision-makers hold formal meetings. which help retain impulse therefore the process runs swimmingly. And thirdly Constricted. Information is somewhat discontinuous within the house and narrowly channelled instead than dispersed. but information is available without the demand to keep formal meetings to deduce a determination.

It is still preponderantly evident that a bulk of persons steadfastly believe that group determination devising is far superior to single determination devising. due to the excess wealth of cognition and expertise a pool of people would possess over an persons experience. However research suggests that it really depend on the state of affairs. with the key variable being the nature of the job. as to which type would be superior. For illustration when it comes to bring forthing thoughts. remembering information accurately. gauging and measuring unsure or equivocal state of affairss. or in any combination of these aims. the group appears to be advanced to the person. On the other manus when it comes to believing out jobs that require long ironss of idea and determinations. the person is frequently superior to the group. In conformity with Stuart Hart ( 1985 ) . §All successful groups are likely to use both single and group determination doing ¨ .

He besides notes that § Kalthough groups chiefly perform at a higher degree than the competency of its mean member. they seldom do every bit good as the most effectual members ¨ . Yetton and Bottger ( 1987 ) derived that if a group adopted a determination of a individual member. who was so judged to hold the best member scheme. they in fact did every bit good as squads that talked over their scheme and jointly decided what to make. John Rohrbaugh ( 1981 ) ain research collaborated with the findings of Yetton and Bottger. deducing really similar consequences when they tested the method on high technological companies in the early 1980 s. Four out of the five single determinations taken were of a higher grade than groups of people who had jointly determined what to make.

Including groups in the decision-making procedure has both strong statements for and against. On the positive side groups contain a greater pool of cognition so can convey much more information and experiences to bear on a determination than can an single playing entirely. therefore this can besides make a deeper comprehension of the determination as the persons who will be straight affected by the result of the procedure will be straight involved in the spring and take of the treatments about alternate classs of actions. hence will be able to to the full understand the comprehension and rational behind the concluding determination.

Consequently this can in bend produce a higher grade of determination credence. as those who play an active axial rotation in the procedure tend to see the result as ours instead than theirs. Kreitner ( 1998 ) . Groups can besides supply far more varies of positions as they are more likely to convey an copiousness of experiences and involvements that can assist the group see determinations and jobs from divergent angles. Group decision-making can play a cardinal function in developing the inexperient employee. Less experienced participants within the group environment can larn how to get by with group kineticss by straight being involved. one of the cardinal elements in organizational preparation. Further to this in conformity with Mullins ( 1994 ) §Interactions among members can hold a snowball consequence and provoke hereafter ideas and thoughts in the heads of others ¨ .

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In regard to the above one might therefore anticipate a higher criterion of decision-making to ensue from group treatments. However there is an ascendent construct of via media and determinations merely being made inline with the bulk of the group. or the highest common position. At the other terminal of the spectrum there is the Hazardous Shift phenomenon which possess intrinsic features that intrigues research workers. When doing determinations. persons tend to be more conservative than when they are placed within a sorted environment. where it is apparent that there are greater hazard takers. In conformity with Darwin Cartwright ( 1971 ) there are five chief accounts for this. He exclaims that when in a group it allows for diffusion of duty in the event of a incorrect determination. Hazardous people are more influential in group treatments than conservative people as hazard pickings is deemed socially desirable in our civilization. and socially desirable qualities are more likely to be expressed within a group instead than entirely. finally group force per unit area towards audacious behavior endorses organizational creativeness.

Hazardous people are more likely to convey persons around to their point of position. particularly if there is an facet of force per unit area being enforced from seniors to acquire a consentaneous sentiment. However. this later fuels over assurance and promotes group-think. This can move as a step of opposition to see alternate solutions proposed by persons. Popularised by Irvin Janis in the seventiess. he deludes that it consequences in a §Deterioration of mental efficiency and moral opinion that consequences from inter-group force per unit area ¨ . This appellation denotes a construct that explains why groups make hapless determinations. Some premier illustrations of group-think are Britain s idler policy prior to World War Two. the USA onslaught on Pearl Harbour. and the recommendation by President Kennedy to travel in front with the Bay of Pigs Invasion. Nevertheless. on the positive side this force per unit area can besides convey about organizational creativeness. as in the instance of subsidiaries who push their higher-ups towards riskier and enhanced originative consequences.

However. to straight cite Solomon Asch. whom 50 old ages ago conducted a series of laboratory experiments. which in-adversely revealed a negative side to group kineticss through The Asch Effect. Asch had groups of 7-9 voluntary s expression at 12 braces of cards. tease a ) had one line drawn in the Centre. and Card B ) had three lines drawn on it. one line was the same length as on card a ) . The simple aim of the trial was to place which line that was the same length as the standard line on card a ) . Each person had to denote his/her pick to the group. Since the differences in the line lengths were so obvious at that place should hold been a consentaneous understanding during each of the 12 unit of ammunitions. This wasn t the consequence. Due to in-group force per unit area: Group Think. and the Risky Shift phenomenon. Asch was astounded by the consequences: there was no consentaneous understanding in more than 6 of the unit of ammunitions conducted. A premier illustration of sorted determination failure.

A farther negative variable of sorted determination devising. which could besides hold straight affected Aschs consequences. is that of societal force per unit area. The unwillingness to sway the boat and force per unit area to conform may unite to smother the creativeness of single subscribers. Log-Rolling: political Wheeling and dealing can displace sound thought when persons pet undertakings or vested involvements are at interest. Finally end supplanting. § Ksometimes secondary considerations such as winning an statement. doing a point. or acquiring back at a rival displace the primary undertaking of doing a sound determination or work outing a job ¨ Kreitner ( 1998 ) To enact whether groups are more effectual than persons adheres on the standards used to specify effectivity.

Group determinations tend to be more accurate due to the sum of clip spent over the determination period. and the added component of more than one sentiment. Evidence besides suggests that groups make better quality determinations on norm than persons. However. if determination proficiency is defined in footings of clip and velocity. persons are far superior. if creativeness is at the head. so groups tend to be more effectual than persons. but in footings of efficiency. the person is once more superior as groups doing determinations devour far more work hours than if an person were to set about the same mystery.

Decision-making theoretical accounts can be divided into three chief groups: normative. descriptive and other theoretical accounts. Normative theoretical accounts relate to the reason rule that all information and options are available for determination devising. Descriptive theoretical accounts refer to the determination doing procedure in the absence of all-relevant information or options. that is the delimited reason theory. Simon ( 1987 ) chiefly describes this theory of one when limited clip. information and resources are forefront restraints to impede the decision-making advancement. The chief ground bounded reason occurs is due to human bounds. chiefly the restriction of the encephalon. There is merely a limited sum of information that the encephalon can treat at any one clip. otherwise people can bury or ignore potentially relevant information. An illustration of other theoretical accounts of determination devising is that of the Management Science Approach. This was chiefly developed for the armed forces at aiming the enemy. The Carnegie theoretical account is a alliance formation based attack.

It is straight aimed at organizational group decision-making. as it is specifically directed to how they can do superior determinations. Minzberg developed the Incremental Decision Process Model by integrating three phases ; the designation. development and choice stage. This was to lure more coherence and determination lucidity in the feed-back procedure to necessarily bring on a desirable right determination. Anderson ( 1983 ) researched the Decision-Making by Objection theoretical account. In 1983 he undertook a elaborate analysis of the 1963 Cuban Missile crisis. He specifically studied archival records on the workings of the Executive Committee of the NSC as they sought to find what actions to take to take Soviet atomic missiles form Cuba.

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On the footing of his research he found that § K decision-making more commonly involves consecutive yes / no picks over an array of compatible classs of action. and that ends are discovered in the class of doing that determination ¨ . He argues that the end find theory means that the decision-making procedure can get down without waiting for elucidation of all ends. and therefore when complex policy affairs arise one wouldn T get overwhelmed when chiefly sing all the options. as it would be a staggered procedure.

An even broader descent on the construct of reason was antecedently mounted by March and Olsen. A simplistic penetration of the Garbage-Can theoretical account is that organizational determinations aren T ever efforts in purpose and control. They oppugn that traditional theories underestimate the confusion environing most determinations. Cohen ( 1972 ) deliberates this point by proposing that in fact directors indirectly enforce organized lawlessness s. Directors continuously work among a great trade of upset. penchants are seldom good ordered or stable. and standard for judging the relevancy of information is typically obscure. Consequently determination processes seldom unfold in a logical orderly mode. In the long tally can do of import jobs to be neglected and certain solutions overworked.

Hickson ( 1986 ) developed the Top Decision theoretical account. He found that there are two chief variables in the procedure and way of organizational determination devising. First the complexness of the determination in manus. and secondly the political influence. for illustration the ordinance of the procedure from the stakeholders in respects to their ain involvements.

The decision-making procedure is influenced by a manifold of environmental and behavioral factors due to differences in perceptual experiences. values and personalities each single possesses. This explains why different decision-makers may non choose indistinguishable options in the same state of affairs. Some of these factors merely influence minor facets of the procedure. while others have the possible to act upon the full procedure negatively.

Every person has specific values developed through traits. the really basic unit of an single s behavior. Developed over a period of clip values become set. and therefore directors can do specific opinions and determinations on the footing of these rules. accordingly. strongly set uping their decision-making logic. A 2nd influential factor is a individual s Propensity of Risk. In conformity with Whyte ( 1991 ) this is straight linked with an persons personality and therefore there are two types of features they can suit into: a high or low antipathy of hazard. The former person wanting to avoid any bad determinations. and would therefore drama safe and take the safer. programmed determination. While the latter person with the low antipathy to put on the line might take a more diverse procedure. where evidently more hazard of result would be involved as the chosen option could be a considerable gamble.

Leaning for hazard about wholly depends on 1s perceptual experience V the loss / addition outcome factor of the determination. and how one feels a determination would turnout. Festinger ( 1957 ) argues that one of the primary influences on decision-making is that of the potency for disagreement. What anxieties do decision-makers see one time they have their determination. if any. and how this could consequence future determinations on specific topics. If has been proven that if the determination is a fiscal or societal one so the anxiousness experienced is high. as there is more evident concern for the determination made to be the right pick. Besides the anxiousness is likely to be greater if there are legion foregone options which have favorable characteristics.

Escalation of committedness or Escalation of errors is another outstanding behavioral influential factor. Staw ( 1981 ) explains that at a clip when a determination has been concluded. and the shapers start acquiring a intimation that it was the incorrect pick of determination. they will merely transport on regardless. For illustration. gamblers carry on wagering to seek and reimburse their losingss. Any rational adult male would halt and comprehensively reexamine the state of affairs. As evidenced by Lyndon Johnson. escalation of committedness refers to § Kthe inclination to lodge to an uneffective class of action where it s improbable that a bad state of affairs can be reversed ¨ . Case surveies indicate that escalation of committedness is partly responsible for some of the worst fiscal losingss experienced in administrations. A premier illustration of this is Nick Leeson and the ruin of Bearings Bank.

He continuously made a series of black fiscal determinations for old ages. in the full cognition that they were holding ruinous effects. but once more he was under the false pretensions that he could repossess the losingss through farther deceptive. bad determination devising. One cause of this escalation is organizational determiners. the dislocation in communications. workplace political relations. and organizational inactiveness ; all of these can do houses to keep bad classs of action. Barry Shaw and Jenny Ross V the research workers. who originally identified the phenomenon of escalation recommended several ways to cut down it. Set minimal marks for public presentation and have determination shapers compare their public presentation with these marks. have different persons make the initial and subsequent determinations about a undertaking. Make determination shapers aware of the costs in continuity. and cut down the hazard of punishments for failure by supplying more frequent feedback ¨ .

In line with Minzberg. feedback is another influential tool on determination devising. Before a determination is made feedback should be expelled from all relevant people involved straight or indirectly with the procedure. Whether it is specializers. other members of the group. or other external organic structures within the house. feedback should be sought and consequences jointly analysed and collaborated so that the best determination can be reached. A farther type of feedback is that received after the determination has been made. If the consequences are negative to the determination. this can take to the determination shaper ( s ) sing sorrow. and even impede their hereafter prominence in other decision-making programmes. However. if the feedback is positive this can take to confidence within an persons accomplishments and wagess in footings of organizational effectivity and efficiency.

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Within the on the job environment. most of the clip it s deemed every bit unsure as one buzzword foresees events that could consequence certain motivations for taking one option over another. Merely if the administration information allows it to cognize precisely what the competition will make can the steadfast operate determinations under conditions of certainty. When the administration is runing under conditions of uncertainness. for illustration when a house is making a new merchandise and seeking to find the best class for advertisement. the house can see considerable uncertainness as there are no fixed regulations or norms to steer them. they would be at an deadlock in assignment chances of additions or losingss. The house hence needs to turn to a standard that has been developed for specifically covering with these state of affairss. The preponderantly popular of these being the Maximum standard. in which the person / group chooses the program with the highest minimal final payment. regardless of the rivals scheme.

A concluding behavioral influence is that of Hidden-Traps within the decision-making procedure. illustrations of these include the Anchoring. Sunk Cost. the Overconfident and the Prudence Trap. This influential factor differs from all the above as to cite John Hammond ( 1998 ) . § Ksometimes the mistakes lie non in the decision-making procedure but in the head of the decision-maker ¨ . The manner the encephalon plants can undermine determinations. For illustration the discontinuance of information. and information overload can take to the skip of certain factors. and therefore can falsify the decision-making procedure. This deformation of information can take to biased and centripetal misconceptions or irrational anomalousnesss in our timing. These psychological traps are assumed unsafe because of their invisibleness and failure to recognize. For executives and senior directors alike these traps are particularly unsafe. However Ralph Keeney and Howard Raiffa ( 1998 ) suggest that the best signifier of defense mechanism against these influential factors is merely awareness.

Directors make determinations on the footing of the information ( communications ) they receive through the organizational construction and the behavior of persons and groups within it. The quality of a directors determination determines their effectivity as directors. §The quality of these determinations is the yardstick of managerial effectivity ¨ Brian Mullen ( 1991 ) . In conformity with Hoskings and Morley a adept leader is one who is really knowing about the environment that governs the work topographic point and is adept at construing information. and doing determinations on the footing of analyzing that information to the benefit of themselves and all those whom straight incur it. From this we can deduce that to guarantee effectual determination devising directors need to do certain they adopt a systematic attack. non merely through the different stages the procedure travels. but peculiarly when assemblage and analyzing the information to see all the options.

All the relevant information available should be made a precedence to garner. so when the concluding determination is made it s just and merely. with the assurance and full cognition that all options have been widely explored and the solution deplored upon is the right 1. Further more directors need to guarantee that determinations are made within an acceptable timeframe so that the concluding determination is still relevant. Failure to run into this standard would ensue in an inefficient usage of likely scarce resources. decreased worker satisfaction and an inability to vie efficaciously in the market topographic point. A determinations credence is the cardinal characteristic to its success. To vouch this. directors need to do certain that it is understood and implemented by those who it concerns. so that they don t feel alienated from the determination made. other wise this could do black recoil effects from employees.

Bettering the existent decision-making procedure can further guarantee effectual decision- devising. For illustration in line with Judith Gordon ( 1992 ) . the usage of brainstorming within the group processes generates big Numberss of thoughts without measuring their virtues: the Nipponese focal point one stage chiefly on this variable in their systematic. 4-part procedure. and therefore once more promotes the Snow-ball consequence antecedently mentioned. More over merely cognizing when to utilize groups. persons or a mixture of both. to undertake certain determinations is a major advantage. Finally effectual decision-making involves directors sporadically mensurating consequences. by comparing them with planned consequences ; therefore alterations will hold to be made if divergences are outstanding. Without this there is no manner to judge public presentation. and continuously strive for betterment.

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“X Organisational Behaviour: Theory and Practice. Hodgetts. M. Richard. 1991. Macmillan Publishing Company. New York “X Organisational Behaviour. Fred Luthans. 1995. 7th Edition. McGraw Hill Publishing. USA “X Organisational Theory and Design. A. G. Bedeian. R. E Zammuto. 1991. The Dryder Press International Edition. Orlando “X Management and Organisational Behaviour. Laurie J Mullins. Pitman Publishing. 1996. 4th Edition. “X Organisational Behaviour. Hellnegel. Slocum. Woodman. 1995. 7th Edition. West Printing Company. America “X Organisational Behaviour. Robert Kreitner. Angelo Kinicki. 5th Edition 2000. McGraw Hill Publishing “People in Organisations V An Introduction to Organisational Behaviour. T. R Mitchell. J. R Larson Jnr. 1987. International Edition. McGraw Hill Publishing International Photocopies / Diaries: “Group Versus Individual Decision Making. Frederick C. Miner. 1984 ( Organisational Behaviour and Human Performance ) ” The Hidden Traps in Decision Making. John S. Hammond. Ralph L. Keeney. Howard Raiffa. Harvard Business Review. September V October 1998. Volume 76 World Wide Web ” World Wide Web. researchassistant. com “www. slu. edu/department/managemen/chapter6. htm