Decision Making Of Diverse Groups

Monumental solutions are not created by individuals, but rather by teams, and it is because of this that diversity is so important. Problem solving is not necessarily a product of being smart, but of having a different way of looking at the problem. If a team is composed of a homogenous group that all come from the same background, they have fewer ways of approaching solutions to problems. A diverse group of people who come from different socioeconomic, ethnic, and cultural backgrounds is more likely to think of a wider array of approaches to different

This in turn can increase the creativity and innovation within organizations. As well, individuals from diverse backgrounds are able to provide companies with insight into foreign business practices, translation assistance, and offer detailed information to assist in market penetration. A diverse working team can also improve decision making by providing different perspectives on problems. Individuals embrace working alongside other cultures, as it is a personal learning process that will prove useful in the future.

The positive impact of cultural diversity on group behavior can contribute creativity to a high-performance team. Membership diversity offers a rich pool of information, talent, and varied perspectives that can help improve team problem solving and increase creativity (Hunt, J., Osborn, R., Schermerhorn, J., 2005). Cultural diversity contributes various group input and group dynamics to the team. These two factors are essential in the high performance of a team. Cultural diversity can develop a high-performance team by allowing the diverse potentials of a team to operate. The negative impact of cultural diversity on group behavior can develop numerous of conflicts between team members. Conflicting interaction can limit or decrease the effectiveness and efficiency of productivity. There should be an awareness of the diverse culture values in order to prevent these conflicts.

Shared decision-making involves an open and honest conversation between the clinician and the patient. It is a collaboration that takes into account treatment options and the patient’s values and preferences. It gives a patient a voice in their own care. Therefore, pure placebo-prescribing is ethical when the patient has a say – which can foster a placebo effect within the patient. Not from the pill “itself, but rather from the relationship between [the] healer and [the] patient, and the latter’s own capacity for self-healing” (Brody, 1982, 117). In other words, the context in which the pure placebo is prescribed can influence its positive results. Contrastingly, when patients are left out of the decision-making process, there is no room for the clinician’s and patient’s relationship to grow. It also raises the possibility of deception – a concept appearing in almost all of the medical literature on placebo-prescribing in clinical practice.

The next step would be to investigate each individual 's personality, learning style, skill set, attitudes and other key factors that would be diverse in relation to the team. Hubbard uses the term “behavioral diversity as encompassing work styles, thinking styles, learning styles, communication styles, aspirations,beliefs/value systems as well as changes in the attitudes and expectation on the part of employees. (2014, p. 27)” This explanation of behavioral diversity (Hubbard, 2004) expounds and gives additional insight in regards to deep-level diversity.

Decision making is affected by the Group Think because of the lack of openness that should be displayed and offered by everyone involved. The development of the organization is dependent on the ability of the group to make decisions that are thought through and not made solely on pressures and accepted or narrow minded ways that are not thought out.

A little more than half of the team has primary strengths characterized as thinkers with an even mix of theoretical and practical thinking. The rest have strengths that lean toward risking or doing. There is also an even mix of the independent and collaborative decision making.

“Diversity may be the hardest thing for a society to live with and perhaps the most dangerous thing for a society to be without” _William Sloane Coffin Jr_ Over the last decade there has been massive rise in level of workplace diversity within all the organizations. As a result of it majority companies achieved higher performance and according to all the researchers, it shows heterogeneous groups are more inventive than homogenous groups. It is not only about those heterogeneous people bring various type of figures their different type of thinking benefit organizations to bring out their best outcomes throughout the process

There are two threats to team effectiveness. First, the Asch effect, when an individual’s judgement is distorted by an incorrect but unanimous opposition, and second, group think, when a cohesive in-group members choose unanimity over appraisal of alternative courses of action (Kreitner & Kinicki, 2013, pp. 290, 292). Diversity is important to mitigate the Asch effect and group think.

Every person’s opinions and skills are valuable. It is important to be well-rounded and understand an individual’s views on particular topics. By being considerate of other’s feelings, there will be less conflicts. So far in my BA 105W group, we each have our own ideas and input when we work together. The vibe within our groups makes it easy to throw our ideas out there knowing that the others will add more to the ideas instead of attack each other. Like any other teams, there are times when we cannot come to a conclusion and would have to reason why we believe this idea is better than the others. Also, diversity within a group is very important. Groups and teams that consist of diversity are more successful because of different backgrounds

The article Titled “partners in care: patient empowerment through shared decision-making, Written by Debra J. Hain and Dianne Dandy explores the benefits of shared disciomne making and having a patient- provider partnership. Although the authors specifically mention a patient with chrinoch Kidiney diese and talks about how this helps nurses and their patients in the Nephrology specialty I believed that the subjects talked about in this article can be used by any nurse. Our patient MR.G has a diagnosis of powerlessness relating to the dependence on others and because of this we knew he needed to gain some control back. This is why we decided to aprroce him with the topic of going to a support group but we did not want to just

Diversity in culture and demographic characteristics can be a negative impact or be one of the team's greatest strengths, depending on how the team as a whole functions and applies these different “routes to success”. A group can become a high performing team by understanding how cultural and demographic differences influence group behavior. The groups must realize that they can benefit from their diversity to their advantage and into a high performance team.

The ideal team should consist of a mixture of individuals who have different behavioral styles. In addition to the mixture, managers should also take the

Most people want to know precisely how diversity can improve an individual’s intelligence and productivity. There are various ideas and explanations when it comes to explaining how diversity affects an individual. It is significant to understand the positives of working with a diverse group. Authors state their opinions on the subject of exploring diversity and the overall effect it has on a particular individual. Although there are authors that agree with the fact that diversity increases creativity, the authors use a variety of methods to support their results. More opportunities are available to a person as he or she works with a diverse group. An individual is more willing to listen to intriguing and intelligent ideas when working with a diverse group. Three authors use distinctive approaches to support the theory that diversity increases creativity by way of enhanced ideas.

Research by Charlene J. Nemeth found that minority views can stimulate consideration of non-obvious alternatives in task groups. Nemeth found that the "minority" groups adopted multiple strategies and identified more solutions than the "majority" groups. She concluded that the groups exposed to minority views were more creative than the more homogeneous, majority groups. She further concluded that persistent exposure to minority viewpoints stimulates creative thought processes. Another experiment compared the creativity of teams that were homogeneous on a series of attitude measures against teams with heterogeneous attitudes. Problem solution creativity was judged on originality and practicality. Results indicated that as long as the team members had similar ability levels, the heterogeneous teams were more creative than the homogeneous ones. If