Groups I Sent You a Research Paper

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The reason the first problem-solving/quality circle "holiday rush" group I had worked with failed read like a textbook case of the disadvantages of group work. The manager, who led the group, was feared by many in the team as being quick to fire. As a result, participation in the group included saying what the manager wanted to hear, not necessarily what was the best or most feasible idea for the team. Even if an alternative suggestion to how to handle the holiday rush was offered (and, as I recall, maybe only one was), it was quickly squashed by the others who cared more about keeping their position rather than ensure customer satisfaction. Upon analyzing whether one individual dominated the discussion, that, indeed was the case in this group. As (cite author's name here____) says, "When all is said and done (that individual) insists that his or her position on the issue is the best one." That was, regrettably, the case in my first "holiday rush" group; the manager, who had assembled the team with the idea of brainstorming solutions, still insisted that the way things had been done in prior years was the most effective.

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Needless to say, the results were the same as in prior years, and productivity, nor revenue, increased as far as I could discern. Fortunately, by Memorial Day, that manager was no longer in charge of the franchise where I worked.

Things changed the following year; the difference in teamwork was palpable. Most of the team groaned inwardly when yet another "holiday rush" brainstorming session was held, but this.....

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