Problem Solving

Many different concepts were discussed in this class. Hence, rather than writing about the class in a chronological order I have decided to give a summary of the important learnings from the various topics discussed in class.

1) Problem Solving (An Introduction):

          The first and most important step in problem solving is IDENTIFYING  the problem because unless we know a problem exists we cannot convert it into an OPPORTUNITY. Basically problem solving involves using generic methods, in an orderly manner, for finding solutions to problems. 

            The next part of the problem solving loop is to explore ideas and select an idea. This leads us to another important aspect of management called Decision Making.

2) Decision Making:

             Decision making can be regarded as the process resulting in the selection of a course of action among several alternative scenarios. Every decision making process produces a final choice.

The output can be an action or an opinion of choice. But Decisions can be made in two ways : (a) Individually and (b) In a Group.

           Individual Decision making is extremely fast and simple. It does depend on the structure of the organization. However the fundamental problem with Individual Decision Making is that is tends to be parochial. There can be severe bias in the process.

         Group Decision making is a more systematic process to solve problems because a problem is EVERYONE'S not just of the one person making the decision. However it is not without its flaws. For starters it  extremely Time- Consuming. There is also a very good chance of polarization in the group which can lead to too much time being wasted in taking the necessary decisions.

3) Job Design:

            
             Job Design is the process of deciding the contents of a job. It fixes the duties and responsibilities of the job, the methods of doing the job and the relationships between the job holder and his superiors, subordinates and colleagues.   

        We must understand that Job Design is different from Organizational Design. Job Design is a MICRO level process while Organizational Design is a MACRO level process. How jobs are designed is very important and crucial to an organization. Jobs SHOULD lead to happiness and self-satisfaction which in turn MUST lead to high Productivity and better levels of Excellence. We can improve significance by giving incentives. Incentives need not be money alone. It could be recognition from higher management (like a photo with the CEO for the best employee.

Job design basically takes place by looking into 5 Aspects:

1) Skill Variant - If it is Low , Medium or High?

2) Task Identity - If it has Low , No or High identity?

3) Task Significance - Is the job least significant, most significant or of no significance at all?

4) Autonomy - does the worker have autonomy?

5) Feedback - how quickly will feedback be given?

4) Group Cohesiveness: 

                When discussing social groups, a group is said to be in a state of cohesion when its members possess bonds linking them to one another and to the group as a whole. Although cohesion is a multi-factored process, it can be broken down into four main components: social relations, task relations, perceived unity, and emotions. 

               Members of strongly cohesive groups are more inclined to participate readily and to stay with the group. The mental distances between the group shortens. Of course, some teams are more cohesive that others.