The Charrette Process of Problem Solving, Decision Making and Management
There are many ways that the management can use to ensure there is proper management, problem-solving and productivity in an organization. In any corporations, the use of democratic management has been termed as the road towards the success they are enjoying. One of the many methods of democratic management is brainstorming. Despite its ability to involve the entire team of staff, in most cases, it makes people go away from the main discussion, and without proper leadership, it ends up driving the entire group into chaotic noises that will not yield any solid results. However, the Charette means of conducting a brainstorming discussion appears to be the best of all. It involves breaking down the discussion groups into smaller groups where every member must comment on the issue before concluding. Additionally, upon concluding, the matter is handed over to other groups for them to refine the matter before its implementation (Wigfall, Gurung, Blair, Singh, & Sadlong, 2017).
The Charette Method and Problem Solving
Indifferences in the workplace is a common occurrence. The way that the management will deal with this challenge creates the determinant line between a successful organization and one that will end up failing. Taking the authoritative role has appeared to make the situation worse. However, splitting the conflicting parties into two groups, with each group having either side represented, gives the management a chance to get a perfect understanding of the situation. This is because, such an arrangement will allow most if not all parties get a chance to be heard owing to the principles of the Charette brainstorming model (Valdes-Vasquez, Blizzard & Smith, 2014).
Once each group has completed having a say on the conflicting issue, the management will have a chance of comparing notes from both sides before reaching out a verdict. However, the verdict is made based on the brainstorming process between the two groups. By this, the management will provide the potential solutions at hand and table them for a brainstorming process in the two groups, and the resolutions made per group presented to the other group (Wigfall, Gurung, Blair, Singh, & Sadlong, 2017). In the long run, a final acceptable solution will be reached, and all parties will be happy.
Decision Making Using the Charette Process
Making decisions is always faced with opposition if the proper model is not utilized. In most cases, the staff sees it as a way of the management imposing their authority on them. However, a management that utilizes the Charette process has high chances of bringing in a change that will be warmly accepted not only by the staffs but also by all the stakeholders of the organization. The first step towards achieving this is by providing the idea of the change to all the departments. These departments will be acting as the groups, and by this, every department will be forced to form subgroups that will brainstorm on the proposal. The main aim of the discussion will be on establishing the relevance of the change in that department, how it will influence the activities of the department and lastly how they will want it to be so that inconveniences are avoided (Lehnert, Park, & Singh, 2015).
Upon the discussions from every department, the management will then go ahead into reviewing the details brought in by every department. By this, there will be a need of formulating something that will serve the concerns that were highlighted by the different departments (Wigfall, Gurung, Blair, Singh, & Sadlong, 2017). In the long run, it will be found out that the change made will be easily adopted by the entire team because they will feel to have been involved in decision-making process.
Management using the Charette Process
The management is the link between the owners of an organization and other stakeholders of the organization who include the staffs, clients, suppliers and the entire community. One thing that comes out is that there is a need for the management creating a perfect relation with all these groups of people. More so, it is the management that falls the victim of blame when there is a failure in making a wrong decision. In undertaking their management roles, therefore, the management is expected to take into consideration all the groups in the organization. For instances in developing a budget, the executive committee should be brought into a brainstorming arena regarding the expenses that would have been proposed by the different departments through the same brainstorming process. By this, the manager will be able to reach for an amount that all parties will agree upon. More so, this process can be used in the recruitment process whereby, the manager engages several groups of staffs regarding the kind of professionals needed. Upon selecting the potential ones, the management should go ahead and involve the executive in determining the best candidates for the post. Such a framework creates a perfect understanding among all the people, and this makes the organization move forward (Valdes-Vasquez, Blizzard & Smith, 2014).
From the flexibility and efficiency that the Charette process offers, it is true to say that an organization that uses this method of management and decision making with always have a conducive environment for productivity. Additionally, the method allows the staff to feel involved in the management process hence increasing their morale and eventually, their productivity.
- Lehnert, K., Park, Y. H., & Singh, N. (2015). Research note and review of the empirical ethical decision-making literature: Boundary conditions and extensions. Journal of Business Ethics, 129(1), 195-219.
- Wigfall, L. J., Gurung, A., Blair, A. M., Singh, A., & Sadlong, L. Z. (2017). Illustrating the Charrette Process.
- Valdes-Vasquez, R., Blizzard, J., & Smith, A. (2014). Design Charrette: An important tool for the development of sustainable construction projects.