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strategic and internal alignment
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Understanding consensus and its role in a business
As mentioned earlier in the introduction, consensus is a general agreement that is made within different groups. Consensus is another word for consent, which means to give permission. It is part of the process of decision-making where everyone within the group has a say and agrees to support a decision in the best interest of the business as a whole. Consensus builds a relationship within the workforce and this helps them find a solution that meets the needs of the group and work together to strategically make the best decision suited for the company.
Consensus can work in different surroundings, whether it is a small or a large business, or even in a local community. The end goal is the same for them all, to come to a general agreement within the group, even though the procedure of consensus may differ depending on the size of the business.
How consensus influences business decision-making in the strategic environment
Consensus is a very important part in a business and it is a very powerful process, which can be overlooked. If a company wants to generate high quality decisions and are willing to invest time in creating a plan or a proposal then the company will be assisted from the use of consensus. This allows all group members to be a part of the decision-making process when for example issues are to be addressed.
“Consensus decision-making has a rich history dating back to early Native American societies, as well as the Quaker tradition.” (Extension.umn.edu, 2007)
This quote shows the effectiveness of consensus as it has been used for decades and demonstrates the importance it is for a firm to include consensus decision-making in its plans when a certain change is to be...
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Irvine, D. 2012. 4 Good Reasons Why Culture Is More Important Than Strategy. [online] Available at: http://www.tlnt.com/2012/01/16/4-reasons-why-culture-is-more-important-than-strategy/
Knight, D., Pearce, C. L., Smith, K. G., Olian, J. D., Sims, H. P., Smith, K. A. and Flood, P. 1999. Top management team diversity, group process, and strategic consensus. Strategic Management Journal, 20 (5), pp. 445--465.
Management.Net, �. 2014. Summary of the Strategic Alignment Model by Venkatraman. Abstract. [online] Available at: http://www.valuebasedmanagement.net/methods_venkatraman_strategic_alignment.html (Management.Net, 2014)
Palgrave-journals.com. 2014. [online] Available at: http://www.palgrave-journals.com/jit/journal/v22/n4/images/2000109f2.gif
Wiley, J. 1999. [online] Available at: http://web.cgu.edu/faculty/pearcec/TMT_diversity.pdf
In the workplace, the team leader's job is to make decisions that benefit the team and the whole company. This places them with a lot of responsibility. They must contemplate the options and consciously select the decision-making strategy most appropriate for the circumstances in which the decision will be made and implemented. Often the decision-making style chosen is among the most significant roles of the project manager. Communication and interpersonal skills of the group members influence the decision. The incorrect approach can cause problems within the group. "Research conducted by Wheelen, Murphy, Tsumura and Kline (1998) demonstrates a clear correlation between positive group dynamics and team productivity". There are many decision-making strategies available. Three of the most common styles are when decisions are made by the group leader alone, decisions by the leader after group discussion, and consensus by the whole group.
The astute reader may notice that this review does not include any papers that did not find a false consensus effect. The reason for this is not that this paper is not representative of the literature, but rather, that it is. The uniformity of the literature suggests that the phenomenon is fairly common. Some interesting arguments as to why this is are motivational or cognitive in nature. The motivational premise is based in the idea that people are motivated to believe that they have a place in their social environment. This argument is a based in self-justification, in that if many people share a given belief or behavior, it makes it easier to justify that this attitude or behavior is either right, or not as bad as it might seem.
Miller, C. E. Group Decision Making Under Majority and Unanimity Decision Rules. Social Psychology Quarterly, 48, 51-61.
The World Consensus GameTM allows anyone to contribute to the creation of a world consensus on issues that divide people. Participants can look up positions that have been taken on topics that people disagree on and can contribute to the discussion of these topics. Participation is easy to do. Once you identify a question that interests you, a map is provided that shows the positions that have been taken on that question along with definitions of positions. You can examine arguments that have been provided for a position, including the argument judged best by philosophers and the argument favored by the general public, and you can express your judgment on positions and arguments. Finally, you can contribute new positions, new arguments, and criticisms of other individual's arguments. The world consensus game is like a huge symposium of the world's people with you as a participant. The World Consensus GameTM can be used in a classroom setting, a conference setting, by Fax, or by computer.
Each chapter introduces the rationale for the theoretical approach and its unique characteristics, discusses the model’s key concepts and their implications for group process, discusses the approach’s basic procedures and techniques, defines the role and function of the group leader, and when applicable describes the stages of development of that particular group process. Finally near the end of each of the 10 theoretical chapters is an evaluation section. This section is devoted to Corey’s personal assessment of the approach.
Cohesion is the “glue” that binds a group of people together. It represents the unity of a group and shows the strength of the bond between group members. This is a direct reflection of the efforts that are coordinated to achieve a goal. Many factors can affect the success of group cohesion such as group size, stability, and success; however a level of group cohesion can still be achieved if the members have a willingness to work together towards the same goal. There is very little commonality between the cohesion that exists and looking at each factor, the individual might identify keys to group cohesion success. On a successful team the capabilities of the members to work together on future projects is sustainable and stronger.
Our book defines a group as a collection of people who are perceived to bond together in a coherent unit to some degree (Baron 241). Making a decision isn’t always easy depending on how many people are in the group and if there is any conflict within the group. The basic aspects of a group include roles, status, norms and cohesiveness but when viewing my soccer team I see only certain obvious aspects being present. When thinking about the process in which we, as a group have to make the decision of where to stop for food after an away game, it is obvious that many theories and/or topics can be applied. These theories or topics include evaluation apprehension, social decision schemas, authentic dissent and conflict. The four subjects listed above help explain how a group can come to a decision together.
1.all policies a matter of group discussion and decision, encouraged and assisted by the leader.
In order to gain some purpose while working in a group, I know it can be challenging task to do because every group member is required to agree and cooperate. I am privileged to become a part of a group and completed our task successfully. Our group consists of 5 members and we experienced the stages of group development along with which different roles being considered. Our group formed with the common interest of competing and representing ourselves as competent and knowledgeable. The storming phase involved a trial being held to determine the capabilities of each other and positions were found to be disputed due to which we voted on leader of team. In the norming stage, roles of every group member have been stated and identified with the
...T.S., & Snell, S.A. (2009). Management: leading and collaborating in the Competitive World (8th ed.). Retrieved February 13, 2011 from https://ecampus.phoenix.edu/content/eBookLibrary2/content/eReader.aspx?assetMetaId=f65d6fdb-d2b7-4710-8429-2e86eeb1129c&assetDataId=2ff3a671-8b6b-4f7d-a5b1-59e8755f8099&assetpdfdataid=a5d9d898-620d-4975-b3af-1957bf8ee4bd.
In this way, the participants had clear idea about the consequence of each choice so that they would make more insightful decisions. In addition, the sample covered every grade level of high school students and gender with relatively equal distribution. However, the sample were all drawn from students in Xavier High School, which was a biased group, and the situation might differ in other schools. Also, high school students did not represent the whole population of teenagers. Therefore, performing the research with more diversified sample would be necessary for future research to explore the false consensus effect. This research only examined the generality of the false consensus effect; the reasons behind it were not yet investigated. Future research can further the study by looking for the possible causes of the false consensus
Groupthink is the communications theory that addresses, “ defective decision making on the part of a cohesive decision-making group in which loyalty to real or perceived group norms take precedence over independent, critical judgment” (Redd & Mintz, 2013). The main idea behind the theory of groupthink is that when participants in a group discussion do not want to disrupt the group, they will in turn reframe from suggesting other solutions to a problem. By not contributing other suggestions, better solutions may be overlooked and this leads to poor decision making in general. In order for the best possible solution to be found, participants in the group need to feel like they can ask questions and discuss their own personal opinions and beliefs.
Witcher, B., and Chau, S. V., 2010. Strategic Management: Principles and Practice. Cengage Learning EMEA.
Consensus occurs if everyone who is faced with a similar situation responds in the same way. If consensus were high, you would be expected to give an external attribution to the employee's tardiness, whereas if other employees who took the same route made it to work on time, your conclusion as to causation would be internal.
Another important aspect in towards positive group dynamics is to make all members feel accepted in spite of any diversity. Trust is an important trait for the survival of a group. More importantly, the likelihood of accomplishing goals increases with maximum trust and confidence. However, numerous personalities with different backgrounds may cause friction while attempting to resolve conflicts or reaching a consensus. These challenging situations can lead to stress and tension amongst the group members, but when successfully resolved they lead to further strengthening of the bonds and the emergence of a more cohesive group. Also certain measures can be taken to avoid certain petty discrepancies right from the beginning. Specific ground rules; code of ethics and conduct should be established that would encourage smooth functioning and efficient target