Hello Respected Researchers and HR managers, In this section we will discuss about “Strengths and Weaknesses of Group Decision-Making“. It is very much important for a Researcher as well as HR Concern person/ manager to know Strengths and Weaknesses of Group Decision-Making. If researcher or HR Manager could follow the Points accordingly,it would easier to reach the goal. Let’s have a look…
⊕ Strengths of Group Decision-Making:
- Often the decision quality is higher in groups, because the group as a whole can generate more complete information and knowledge. In addition, groups tend to generate more ideas than individuals, and they can evaluate ideas better than individuals.
- Groups offer a greater diversity of views than individuals because of the heterogeneous nature of the group. There is also generally an increased acceptance of and commitment to the decision, partly because of the diffusion of responsibility across the members of the group.
- Given the strengths of group decision-making, can we conclude that the groups actually do make higher-quality decisions than individuals do? The answer to that question is yes. And the research supports the notion that group performance is heightened when and where:
- the group members differ in skills and abilities
- division of labour can occur
- the group members have a memory for facts;
- individual judgments can be combined by weighting them to reflect the expertise of the various members.
⊕Weaknesses of Group Decision-Making:
⇒ While there are a number of advantages to using groups to make decisions in organisations, there are a number of shortcomings:
- Group decisions are usually more time consuming . Often the decisions necessitate much discussion and debate, and this tends to increase with group size. In addition, as was previously mentioned in block three, group conflict is difficult to avoid, and is considered part of the stages of group development. Domination of the group and its processes is often a problem in groups; one individual or a small coalition may create ineffective decisions, if views are imposed on the group that emerge from misinformation or extreme biases. Finally, groupthink is a risk of group decisions. There are a number of steps that can be taken to minimise the risk of groupthink: leaders must try not to exert undue pressure toward a specific outcome; norms should be established that encourage dissent, and outside experts might be invited occasionally into the group to contribute their own perspective on various problems.
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