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  #1 Gerard David on 01 Apr 12

   

  Managers should also consider that although it generally takes considerably longer, consensus more often comes up with a better result. Again in the legitimate system, a recent study in the difference between judges' opinions in the outcome of 48 trials (including a day to several weeks duration) along with the ultimate outcome decided with the actual juries using the consensus method, resulted in only three differences. (Regulation Reform Commission of NSW http: //www. ajs. org/jc/juries/jc_decision_research. or net )
  
  However, if you do not want commitment, but merely complying, then it can end up legitimate and effective to choose a method other than consensus. Sometimes this may very well be necessary because of time period, context or other difficulties. For example, it would be incompatible (and quite hazardous) on an army officer to hold an organization consensus meeting with your troops on how to attend the imminent approach with the enemy!
  
  Inspite of which decision making strategy you adopt, the most critical point for managers to remember is:
  
  "Always tell your team beforehand the way the decision will be made. "
  
  For instance, if you decide that in a particular case, this is your selection to make but you want the input of your team to make an informed decision (by the leader following group consultation), say so. You'll discover that if you try this on all occasions, than the team will become more involved (and ultimately committed) to both the decision making process and the decisions themselves.
  
  You should also consider what your preferred type of group decision making is and most importantly, how appropriate is it for the current condition. Think for a moment about the last 5 or 6 meetings you have run with your team where there would be a critical decision to make. What style of decision making as a leader did you adopt? What style do you sense most comfortable with? My suggestion is to read the list again just before each team meeting and decide first what method you will adopt for this decision. This will prevent you from becoming locked into your natural and preferred method.
  
  Above all, having decided on a method for this decision, stay with it. In the case of Rob's manager (whom I mentioned at the start of this article), we can all probably note that she adopted consensus as the most likely and effective method, even so changed her mind following your event. Initial commitment had been certainly lost, grudging compliance was gained and my bet is actually that staff morale may be very low for a long time to come.
  
  Copyright 2006 The National Learning Institute
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  sra handbookManagers are the primary contact with most of the rank-and-file employees in an organization. Whether it is an office manager in doctor's company, the warehouse manager within a storage facility, or a listing manager in a retail store operation, all managers interact with their staff on a regular basis. As such, maintaining an educated together with informed management team will go a considerable ways in helping your business stick to complicated labor and occupation laws.
  
  In an informal poll taken as a result of AllBusiness (a department of Dunn & Bradstreet), administrators were asked, "What is a manager's role"? The answers were wide-ranging, but all shared the identical underlying theme: daily oversight with the staff:
  

   

  <div class="cArrow"> </div><div class="cContentInner">Managers should also consider that although it generally takes considerably longer, consensus more often comes up with a better result. Again in the legitimate system, a recent study in the difference between judges' opinions in the outcome of 48 trials (including a day to several weeks duration) along with the ultimate outcome decided with the actual juries using the consensus method, resulted in only three differences. (Regulation Reform Commission of NSW http: //www. ajs. org/jc/juries/jc_decision_research. or net ) <br /> <br /> However, if you do not want commitment, but merely complying, then it can end up legitimate and effective to choose a method other than consensus. Sometimes this may very well be necessary because of time period, context or other difficulties. For example, it would be incompatible (and quite hazardous) on an army officer to hold an organization consensus meeting with your troops on how to attend the imminent approach with the enemy! <br /> <br /> Inspite of which decision making strategy you adopt, the most critical point for managers to remember is: <br /> <br /> "Always tell your team beforehand the way the decision will be made. " <br /> <br /> For instance, if you decide that in a particular case, this is your selection to make but you want the input of your team to make an informed decision (by the leader following group consultation), say so. You'll discover that if you try this on all occasions, than the team will become more involved (and ultimately committed) to both the decision making process and the decisions themselves. <br /> <br /> You should also consider what your preferred type of group decision making is and most importantly, how appropriate is it for the current condition. Think for a moment about the last 5 or 6 meetings you have run with your team where there would be a critical decision to make. What style of decision making as a leader did you adopt? What style do you sense most comfortable with? My suggestion is to read the list again just before each team meeting and decide first what method you will adopt for this decision. This will prevent you from becoming locked into your natural and preferred method. <br /> <br /> Above all, having decided on a method for this decision, stay with it. In the case of Rob's manager (whom I mentioned at the start of this article), we can all probably note that she adopted consensus as the most likely and effective method, even so changed her mind following your event. Initial commitment had been certainly lost, grudging compliance was gained and my bet is actually that staff morale may be very low for a long time to come. <br /> <br /> Copyright 2006 The National Learning Institute <br />.<br /><br /><br /><a href="http://www.compliancemanageruk.com" rel="nofollow">sra handbook</a>Managers are the primary contact with most of the rank-and-file employees in an organization. Whether it is an office manager in doctor's company, the warehouse manager within a storage facility, or a listing manager in a retail store operation, all managers interact with their staff on a regular basis. As such, maintaining an educated together with informed management team will go a considerable ways in helping your business stick to complicated labor and occupation laws. <br /> <br /> In an informal poll taken as a result of AllBusiness (a department of Dunn & Bradstreet), administrators were asked, "What is a manager's role"? The answers were wide-ranging, but all shared the identical underlying theme: daily oversight with the staff: <br /></div>

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