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Question: Introduce efficiencies within an Organization that may result in job losses, including long standing Employees. Answer: Rephrase problem situation In order to survive in a challenging environment, it is important to maintain the efficiency of an organisation. The efficiency can come in the form of resources, assets, capabilities and structure of an organisation(Streak, 2011). The systems used in order to enhance the potential of an organisation can help in increasing the prospect of success of the organisation. The report analysis these issues and identifies the causes for the occurrence of loss of jobs for the employees. The report also analyses the activities of a group of members involved in making decisions about the topic at hand. The process undertaken by the group in order to take the decision and the method adopted by the members are analysed. The comparison is made between the method adopted by the group with the general method may suitable for coming to a conclusion regarding group decision activities. As mentioned by (Harvey, 2013) increasing the efficiency of an organisation enhances the quality of work. This is because the employees are exposed to various techniques and expertise that can be considered as a positive factor for the employees. The efficiency of an organisation can be increased by making certain changes that are important for its success. The changes required at the workplace are identified based on the performance of each employee and department of an organisation. For example, efficiency can be maintained in enhancing the communication pattern of an organisation. This can help in improving the share of important information between one departments of an organisation to another. It can also help to improve the relationship between employee and employer(Levine, 2013). The skills of an employee can also be enhanced by applying proper technique such as training and development. In the modern world, the advent of technology is another method by which skills of an empl oyee and the efficiency of an organisation can be improved. This is mainly because technologies help to reduce the workload of the employees and carry out effective and accurate results. According to (Bancroft, 2012), in order to increase the efficiency of an organisation, managers need to follow simple steps that can help in gaining success. These steps need to be followed in a systematic manner in order to understand gain successful solution in trying to improve the standards of the organisation. The first and foremost requirement is identifying the values, objectives and goals. This can help in understanding the response of the employees during situations that lead to stress. Description and value provided by the business need to be defined in order to help employees and customers to form a clear idea about the business. In the case of purchase and sales of the products, it is necessary to document the strategies and provide an explanation about the type of promotional activity that is required. (Cole, 2012) stated that training of employees is one of the most effective manners by which efficiency can be increased. Designing the workflow and developing communicati on can also help to increase the efficiency of an organisation. However, research shows that increasing the efficiency of an organisation does not always help an organisation in a positive manner. At times, it is seen that employees lose the job due to the increase in efficiency. (Mintzi, 2011) observed that the foundation of a good business is the increased number of talents of the employees. The employees of an organisation provide the main source of increasing profitability of an organisation. Thus, conserving the interests of the employees is important for an organisation. In this regard, it can be said that the changes made in an organisation while trying to increase the efficiency can bring about resistance from the employees. This is mainly because most employees fear the loss of job due to backdated skills. Most employees are unaware of the application and use of new technologies that are used in order to increase the efficiency. Hence, this becomes a concern for the employees in terms of adjusting to the changed systems of an organisation. (Moreland, 2013) stated that employees lose a job due to the failure to continue with the changes, failure in morale, complete work within a deadline and so on. This can be the reason for the increased efficiency o f an organisation. The failure to complete work within time can be because the improved technologies can be considered as an out of expertise experience for the employees. This is considered as one of the main reason behind the loss of jobs of people. Hence, increasing the efficiencies can cause positivity as well as negativity in an organisation. Decisions made by the group The topic tries to analyse the reasons for the loss of work among employees due to the increase in efficiency at the workplace. The analysis of the topic revealed positive as well as negative factors that are involved with increasing the efficiency of an organisation. As observed by (Rhee, 2017) the loss of jobs is due to the emergence of factors that are perceived as negative by the employees. In this regard, decisions need to be made regarding the negative effect of increasing efficiency and providing recommendations about the ways to improve the mentality of the employees in an organisation. The decisions made by the group are based on the analysis of the impact of efficiency in the organisations. As seen in the analysis, increase in the efficiency of the employees results in a positive feedback in an organisation. This is because employees feel motivated due to the emergence of new systems and the manner in which technology can be used in order to make the workload less (Stienessen, 2013). Apart from this, the skills of the employees are also enhanced due to the existence of improved systems in the organisations. Hence, it can be said that in order to attain success in the workplace, the managers need to incorporate the efficiencies in the form of changes in the organisation. However, it has been seen that changes incorporated in an organisation often leads to resistance from employees. Changes come in the form of resources, capabilities and the number of employees that are employed. Hence, this becomes a challenge for employees that do not have a high skill to survive in the workplace. As stated by (Theiner, 2013), an introduction of efficiencies can help in enhancing the sk ill sets, however; it is to be kept in mind that the manner in which the employees perceive the efficiencies can result in frustration. The decision taken by the group is based on two factors that involve the reasons for employees to leave an organisation and the reasons behind an employee are made to leave an organisation. Both situations arise due to the failure to reach the objectives of an employee. (Waller, 2016) opined that an employee is provided with knowledge and training regarding the expectations after being recruited in an organisation. Hence, it is necessary for the employees to uphold the values and goals so that they do not fear even during the time of change. It has also been seen that on some occasions the employees do not agree on decisions made by the organisation. This is because the perception and beliefs of the employees are different from that of the managers. (Nonacs, 2014) stated that such an occasion usually occurs if the managers focus only on profit making rather than the goodwill of the employees. In this regard, it can be said that leaving an organisation based on poor management cannot be considered as an effect of improving the efficiency of the organisation. Apart from this, the other reasons that arise include lack of recognition. (Emery, 2013) opined that the lack of recognition can be viewed as a positive as well as a negative factor as recognition can be attained only after developing proper skill. Proper contribution at the workplace may help an employee to gain recognition in an organisation. This cannot be possible if the employee does not contribute well. Hence, feeling of frustration based on lack of recognition cannot be taken as an example of improving efficiencies and loss of a job. In this regard, it can be said that the group had to undertake these analyses in order to understand the effectiveness of the situation. The positive, as well as the negative factors of increasing efficiency, can be attributed to the fact that employees need to perceive the good things that happen in an organisation in a proper manner. Employees perceiving themselves as a backdated need to take an active part in accepting the efficient techniques for a further career growth. The analysis was also conducted about the use of certain theoretical approach such as Lewin's change management model. The fact that such a change management model can be used in order to understand the analysis of the effectiveness of efficiency in the organisation can be related to the topic. (Xia, 2013) observed that such a critical analysis of the issue needs to be undertaken by conducting a minute yet effective process. This process requires systematic management and a proper team leader so that every detail about the topic can be understood. Process undertaken by the group In order to be effective as a group, it is required that the team members develop a mutual understanding of one another. The strengths and weakness of each of the member need to be analysed in order to build an efficient team that can help in solving problems (Saaty, 2013). This can be done by proper interaction among the team members. In this regard, the process undertaken in order to conclude regarding the topic can be analysed. The process undertaken involves the use of group theories that define working in a group. The use of Belbins team role has been used in order to conduct a systematic approach to the problem. However, before the application of the theory, each team member was assigned a role based on the talents that they possess. From the analysis of the talents of the team, it is seen that the team members needed to trust among one another in order to identify the necessary contributions that they can make. According to (Chen, 2013), Belbins team role is effective in order to delegate roles that are best suited for an individual. An individual can excel in the role given to him in a team if the roles are attributed to the particular skill set of the person. Belbin's teamwork manages to identify the skills of the employees and ensure that every employee gets a team role based on the talent. In order to be successful as a team, it is necessary to maintain 9 roles that can help in attaining the organisational as well as the team goals. The roles can be broadly classified into three levels according to a specific value that the roles provide. The first set of roles involves the cerebral roles. People with the ability to remain creative, sober and single-minded are usually fitted in this category. The rules include Plant, Monitor evaluator and Specialist. These people have the ability to solve difficult problems and judge situations accurately. (Palomares, 2014) observed that these employees need to provide knowledge and skills that of rare ideas that are either obsolete or creative. However, a potential weakness of these roles is that lacks the ability to inspire others and mainly depends upon the technologies. The second set involves the people-oriented roles. This involves the Co-ordinator, Team worker and Resource Investigator. These people are matured, confident, co-operative and extrovert. They develop contacts with other people and listens to the opinions of others before promoting a decision. (Chiclana, 2013) opined that these people can sometimes be perceived as manipulative. They even remain indecisive in crunch situations and fail to take proper decisions. Another weakness is that these people tend to lose interest in a project after the initial enthusiasm is achieved. The third set of roles involves the action-oriented roles. These involve the Shapers, Implementer and Finisher. (Marshall, 2017) stated that these people challenging, conscious and disciplined during the time of work. They help to eliminate obstacles by motivating people and turns ideas into practical actions. Proper monitoring identifies any error or flaw and delivery of the solution is made in time after rectifying the mistakes. However, these people can be provoked easily and the rudeness offends the feelings of other people. They are inflexible and tend to worry more than the rest of the members of the team. According to (Lyndon, 2015), the roles delegated to these people involve the final execution of a team project. Hence, any changes that need to be made during this stage are met with a slow response. It can be said that the application of Belbins team role can have helped the team to identify the talents and develop significant roles for the team. Some of the more experienced members were asked to maintain the people oriented-roles based on the characteristics they possess. Apart from the use of theories related to team roles, analysis of the other theories that lead to the loss of jobs or turnover of employees are analysed. Theories that involve motivation were used in order to understand the ways to retain employees. Lewins change management model was also analysed in order to understand the ways to mitigate resistance of employees related to changes in an organisation. Hence, the manner in which the progress was made helped in a systematic analysis of the problem along with a clear understanding of the ways to approach the topic. However, certain recommendations are also required in order to be more effective in team management. Comparing group-decision making technique (Loebl, 2015) stated that in order to be successful as a group, it is important that the team members work together and share every information that is available with one another. However, in order to gain such information, it is necessary that the team members develop a technique that can be useful to search and collect information. Furthermore, the techniques also help in making the group decision making easier and employees can focus on areas of further improvement after the analysis of a topic (Beshears, 2015). In this regard, it can be said that certain techniques that can be used for effective group decision-making technique are described in a broader manner. The comparison is made between the techniques adopted for reaching a potential decision about the topic with the techniques that exist. One such technique involves the process of brainstorming. According to (Cole, 2012), brainstorming is used to generate ideas that are unique. Such ideas can be applied to the presentation of a problem related to general ideas. In this method, the team leader or the group leader presents a problem in front of the employees. The problem is analysed based on the possible solutions that exist and the manner unique manner in which it can be solved. The ideas presented by the members are taken in a round-robin manner in which every member presents more than a solution that can be useful for reaching a potential solution. As observed by (Palomares, 2014) brainstorming does not always help to solve the problem, instead, it helps in providing creative solutions that are effective in terms of analysing a particular case from various perspectives. However, the positive thing about brainstorming is the fact that it does not generate any critical ideas from any of the members that are involved in the team. Understanding of the situation is important in order to provide the effective solution to the people. Apart from this other technique that can be used involves the nominal group technique that helps in identifying the problems and evaluating it. According to (Stienessen, 2013), this technique can be effective as people spend five to ten minutes writing the ideas without discussing it. After this, the members provide their ideas individually which are written on a flip chart. This is a systematic process as every step is analysed before progressing to the next step of the technique. Hence, this technique has been criticised as lengthy and time consuming owing to a step-by-step analysis of the technique. Voting on a decision is carried out in order to identify the best and suitable technique that can be applied in order to mitigate the situation. The discussion of the results, generate more ideas and in this manner, the cycle continues. Both these methods are different from one another in terms of techniques used in order to approach a group discussion session. Both the techniques help in creating a relaxing atmosphere in the team and provide a creative feeling among the members of the group. Having analysed the techniques, co mparison of the techniques used for undertaking the topic can be conducted. The group discussion technique that is used includes the Delphi method. According to (Xia, 2013), the Delphi method is used for reaching a consensus without being influenced by any members of an organisation. Usually, this happens within the team in which the experienced members try to dominate the junior members. This creates a sense of dissatisfaction among the team members and creates mistrust among the team members. This method is used in forecasting the potential outcomes of a topic with a traditional view from the experts of a particular project. Questionnaires are mailed to the experts in order to identify the view of the experts about the topic at hand; In this case, however, no such questionnaires were provided instead a secondary analysis was conducted in order to understand the topic. Hence, it can be said that the use of the Delphi technique has helped in conducting the research of the topic in an effective manner. Thus, it can be said that the use of brainstorming technique can help in the effective analysis of a topic. It is required that the team leaders provide excessive support to the team members in order to encourage creative ideas. This can be helpful for every member as the team can understand the topic in an explicit manner and provide instant and positive solutions that can be useful in order to complete the project in an efficient manner. Bibliography Bancroft, S. G. (2012). The ripple effect: Emotional contagion and its influence on group behavior. Administrative Science Quarterly , 644-675. Beshears, J. . (2015). Leaders as decision architects. Harvard Business Review , 52-62. Chen, N. X. (2013). Interval-valued hesitant preference relations and their applications to group decision making. Knowledge-Based Systems , 528-540. Chiclana, F. G.-V. (2013). 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