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Group Lit Review Paper - Final

Group Lit Review Paper - Final - TITLE Title Introduction...

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TITLE 1 Title Introduction Brainstorming is a concept that can make or break an organization. Successful brainstorming sessions may trigger million-dollar ideas; unsuccessful brainstorming sessions may cause tension or division in the workplace. Brainstorming practices may be determined by an organization’s goals, values, and team members’ personalities. Success rates, referring to how satisfied employees feel about their ability brainstorm, vary from organization to organization, and several factors affect the process: in order to maximize the potential of employees during brainstorming sessions, organizations should take employees’ feelings into consideration, experiment with different methods to determine which one is right for the organization, and implement a training program to ensure that members understand how brainstorming will function. Understanding Employees Concepts such as personality clashes and confidence levels affect an employee’s ability to contribute to a brainstorming session. A study by Jablin, Sorenson, and Seibold focuses on the differences between people who feel slightly apprehensive while brainstorming and those who feel very apprehensive. The study analyzes relationships in relation to perceptions of status, satisfaction, oral contributions, and ideas shared among high and low apprehensive communicators (1978). Jablin’s study involved analyzing data from 72 undergraduate students enrolled in communication courses at a university in the Midwest. In the experiment, each participant was assigned a role based on his or her scores from a report testing a person’s tendency to be apprehensive in various situations. The students were grouped, put into a room, and given a sheet
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TITLE 2 with “Rules for Brainstorming” that stated that criticism is forbidden; that all contributions, including ones that are off-the-wall, are encouraged; that the quantity of ideas is important; and that ideas and solutions should be mentioned, where bouncing ideas off of one another is helpful (Jablin 1978). The experimenters provided students with a hypothetical situation to contemplate. Based on the assumptions that people who contribute a lot of ideas are viewed as overpowering and slightly intimidating to those who are more reserved, the experimenters made the following hypotheses: highly apprehensive people would see a bigger difference in status in terms of power than less apprehensive employees; both high and low apprehensive employees would feel satisfied with their personal brainstorming experience; and less apprehensive individuals would be more satisfied with the group’s performance than those with high apprehension (Jablin 1978). Researchers were surprised by their results and found that employees who were less apprehensive perceived more of a discrepancy in statuses among all employees in terms of who held power in the organization. Additionally, employees with higher apprehension were more satisfied with group performance (Jablin 1978). These findings demonstrate that employees’
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Group Lit Review Paper - Final - TITLE Title Introduction...

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