《群体绩效》这本书解决了一个长久困扰我的问题，即公司或组织如何达到最佳绩效，现代心理学对此命题有何研究进展和成果？虽然这并非此书作者的真正意图。
由于众所周知的原因，涉及社会心理学的观点由于讨论者的意识形态难以统一，总是带来很多争议，所以本文只作为一个本书的推荐，以下部分观点仅为本书的引申观点，如有争议可阅读完全书后与本文作者讨论。本书作者没未全部表达本人观点。
说明：以下原书中群体泛指公司，组织和团体等含有群体实体性特征的集合，本文偏重讨论公司和商业组织的相关问题，故下文简单用公司替代。
如果试图成立和发展一家相对成功的公司，卓越管理，基业长青，那么根据本书理论及本书所引述心理学研究成果，那么可以得到很多建议。
推论1: 公司的决策大多是错误的，并且不能达到最佳绩效。
首先，个体决策总不能优于集体决策。原因一方面是群体决策因为需达成共识，使参加决策的人充分表达意见，倾听每个人的想法。最终执行决策也会因为曾参与决策而更加顺利。另一个方面集体拥有的资源和信息比个人更多。所以个体决策总无法优于集体决策带来的绩效。这个虽然比较好理解，但是在一般公司的实际工作中恐怕就难以执行。
其次，集体决策的决策规则选择是有争议的。我们常用少数服从多数原则，即本书指的多数派获胜在大多数场景适用，但在很多特定场景还需要考虑少数派意见，甚至是决策的唯一正确性（书中指真理获胜）而非考虑参与决策者的意见。这点略难理解，但实际工作中还是会运用到，比如技术唯一性，特点时间要求，法律法规要求等。
最后，即使选对了决策规则。 群体决策思维先天就有很多症状，导致错误决策。比如优越感，外界隔绝，缺乏领导公正力，向异见者施加压力，不表达真实观点，未充分讨论各种可能方案，信息未充分分享等。以上都将导致公司决策的最后错误。
所以书中引用对群体思维的定义非常准确，引述如下：“人们深度卷入一个有高度凝聚力的本群时所产生的一种思维模式，此时人们对群体共识的追求超越的对其他可行办法进行现实性评估的动机”。
所以回到起点，在大多数场景中公司的决策的动机是什么，结果往往并非最优的，而是多数人认可的。如果不是这样，那造成的混乱和对抗将离最佳绩效越远。
因此优秀的公司决策必然考虑以上决策因素，精心选择和管理决策团队和流程，对这种非最优决策的偏差及时发现，调整。
推论2: 公司招聘流程严格有利新员工入场。
认知失调理论，可以解释严苛的招聘可以提高应聘者对公司的承诺。（书中原文为入会仪式）。比如经过的严苛的招聘后，如果公司不如想象中的那么有吸引力，这就导致认知失调。但如果承认这点，就无法为这种严苛的招聘着到充分理解，那么就会倾向于否认这点，而且仍然对公司保持高水平承诺。
我想这点也可以解释仪式感的重要性。
推论3 需要有社会心理学家参与建立公司流程制度。
待续。。
类似这样的推论至少可以写20条以上，比如丧失与协作丧失，比如观众效应。可见此书在公司和团队管理上的作用。作为管理者可以用于调整公司流程和制度。作为员工，可以更好理解管理制度，建言建策。对于其他类型群体，也同样适用，推荐大家阅读。
《Group Performance》 The book solves a long-standing problem, that is, how companies or organizations achieve the best performance, modern psychology on this proposition has research progress and results? Although this is not the true intention of the author of this book.
Because of the well-known reasons, the social psychology of the views due to the difficult to unify the ideology of the debate, always bring a lot of controversy, so this article only as a recommendation of the book, the following part of the view is only the extension of the book, such as the controversial reading of the complete book with the author discussed The author of this book has not fully expressed his opinion.
Description: The following original book group refers to companies, organizations and groups, such as the collection of physical characteristics of groups, the article focuses on the company and business organizations related issues, so the following simple use of the company instead.
If you are trying to establish and develop a relatively successful company, excellent management, and a long run, then you can get a lot of advice based on the book's theory and the results of the psychology study cited in this book.
Inference 1: Most corporate decisions are wrong and do not achieve optimal performance.
First, individual decisions cannot always be better than collective decisions. One reason is that group decisions need to be agreed upon to make the people who participate in the decision-making fully express their opinions and listen to everyone's ideas. Final execution decisions are also more successful because they have been involved in decision-making. Another aspect collectively has more resources and information than individuals. Therefore, individual decision-making can never be better than the performance of collective decision-making. Although this is better understood, but in the general company's actual work may be difficult to implement.
Secondly, the decision rule choice of collective decision-making is controversial. We often use a minority to obey the majority principle, that is, the majority victory in this book is applicable in most scenarios, but in many specific scenarios it is also necessary to consider the minority opinion, or even the sole correctness of the decision (the book's Truth wins) rather than the participation of decision makers. This is a bit difficult to understand, but it will be used in practical work, such as technical uniqueness, characteristics of time requirements, laws and regulations requirements.
Finally, even if the decision rule is selected. Group decision thinking inherently has many symptoms, leading to wrong decisions. such as superiority, isolation, lack of leadership impartiality, pressure on dissidents, no real views, no full discussion of possible options, incomplete sharing of information, etc. All of these will lead to the final error of the company decision.
So the book refers to the definition of group thinking is very accurate, quoted as follows: A thinking pattern that arises when people are deeply involved in a highly cohesive group of people, while the pursuit of group consensus transcends the motivation for a realistic assessment of other viable alternatives.
So back to the beginning, in most scenarios, what is the motivation of the company's decision, the results are often not optimal, but most people agree. If not, the resulting confusion and confrontation will be far from optimal performance.
Therefore, excellent corporate decision-making must take into account the above decision-making factors, carefully select and manage the decision-making team and process, the deviation of the optimal decision in time to find, adjust.
Inference 2: The company recruitment process strictly benefits the admission of new employees.
The theory of cognitive dissonance can explain that rigorous recruiting can improve the applicant's commitment to the company. (The original book is the initiation ceremony). For example, after the rigorous recruitment, if the company is not as attractive as they think, this leads to cognitive dissonance. But if this is acknowledged, there is no way to fully understand the rigors of recruiting, and that would tend to deny it and still maintain a high level of commitment to the company.
I think that explains the importance of ritual.
Inference 3 requires social psychologists to participate in the establishment of a corporate process system.
To be continued.
Such inferences can at least be written above, such as loss and collaboration loss, such as the audience effect. This book can be seen in the company and the role of team management. As a manager can be used to adjust the company's processes and systems. As an employee, we can better understand the management system and build policy. For other types of groups, also apply, recommended to read.
