How to Start a Limited Liability Company - Free Essay Example

Sample details Pages: 6 Words: 1917 Downloads: 3 Date added: 2017/06/26 Category Business Essay Type Analytical essay Did you like this example? Abstract/SUMMARY An abstract is a brief or condensed statement by the writer, or the essential ideas of the writerà ¢Ã¢â€š ¬Ã¢â€ž ¢s work. It should be straight to the point, not too descriptive but highly informative. It is a statement of the problem, a summary of the scope, methods and procedures, findings and results of the project. Don’t waste time! Our writers will create an original "How to Start a Limited Liability Company" essay for you Create order This Project is a Study about how to start an HOW TO START LLC/LLP/CO. These 3 are basically a commonly seen things. Everywhere we see we notice some or the other company and only few have the knowledge of what type of company it is. Introduction What is Limited Liability Company? A Limited Liability Company (LLC) is a business structure which consolidates the pass-through levy of an association or sole proprietorship through the restricted risk of an enterprise. LLC is not a partnership, however it is an authoritative document of an organization that gives LLC to its holders in numerous wards Nature of a LLC A LLC is a sort of business arrangement that joins certain parts of company and association. It offers the parts a restricted obligation. Also the parts are not generally subject for the organizations obligation. The LLC part will just lose the cash that he/she put into the business. The LLC Company must keep a different element which is valuable to make a work ing understanding when framing a LLC. This will detail the rights, obligation, and obligations of the parts and % of the organization that every part possesses. This is help full in dodging discussion and clash that can emerge from a Llcs generally adaptable administration structure. Types of LLC Sole Proprietorship This is the circumstances where stand out individual possesses the business and oversees it. He is generally at risk for business exchanges, obligations and charges the business makes or owes. This is the most widely recognized and less lavish sort of documenting to structure. It likewise includes less paperwork. Limited Partnership There is more than one individual imparting obligation, however the key distinction is that one part must keep up full risk for the business structure and have no less than one part that just has a restricted measure of obligation. General Partnership A General association is fundamentally the same to a constrained org anization. This structure is utilized when there is more than one part of the LLC being structured. This organization implies each of the co-holders is presently in charge of the obligations, business exchanges and assessments the business makes. Family Limited Partnership This structure is much the same as the restricted association as depicted above, aside from all the parts are relatives. Most generally, families for this situation structure a restricted obligation organization as an issue or constrained association and afterward put their advantages into this structure. When they feel it is important to do thus, they can appoint control or change the participation so the kids or different relatives take full control over the advantages. Doing this in the structure of a constrained obligation organization may spare the family cash relying upon the circumstances. The Formation of an LLC This structure is much the same as the restricted organization as depicted above, w ith the exception of every last one of parts are relatives. Most regularly, families for this situation structure a restricted obligation organization as an issue or constrained association and afterward put their benefits into this structure. When they feel it is important to do in this way, they can allot control or change the participation so the youngsters or different relatives take full control over the advantages. Doing this in the structure of a restricted obligation organization may spare the family cash relying upon the circumstances. Jurisdictional requirements Of a LCC Before making an LCC form by the members they should be aware of the rules and requirements that are already there in Jurisdiction. There are certain rules and procedures that has to be followed and take notice of before going ahead. WHAT IS Limited Liability Partnership? Limited Liability Partnership is another name for a Limited Liability Company and ità ¢Ã¢â€š ¬Ã¢â€ž ¢s used by professional associates. The Partner here is limited to the amount invested unlike LLC. So, it prevents the partner for being accountable for the wrongdoing of the other partner. And LLP is used mainly in Law or Accounting Firms. LEGAL FRAMEWORK OF LLP The Limited Liability Partnership Is basically governed by Limited Liability Partnership (LLP) Act, 2008 and Limited Liability Partnership Rules, 2009. The LLP Rules, 2009 contains administrative provisions for formation, management, reconstruction and winding up of LLPs. Central Government has the power to make applicable any provision of Companies Act to LLP with suitable modifications by issuing a notification. The Indian Partnership Act, 1932 is not be applicable to LLPs. Key features of LLP Act LLP is a body and a legal entity which separates it from its partners. There is no limits to how many member can be added to the firm unlike an ordinary partnership firm where the maximum number of partners cannot exceed 20 (10 in case of banking). While the LLP will be a separate entity which is liablefor all its assets and the liability of the partners would be limited to their agreed contribution to the LLP. No Partner is responsible for the wrong decisions made by other partners The framework of LLP has no limits to professional services alone. Any business activities can be undertaken using the LLP structure. Enrollment Charge points of interest à ¢Ã¢â€š ¬Ã¢â‚¬Å" Enrollment charge according to the piece given in Annexure An of the LLP Tenets, 2009. Constrained Risk Association whose commitment does not surpass Rs. 1 lakh Rs. 500/ Rs. 1 lakh however does not surpass Rs. 5 lakhs Rs. 2000/ Rs. 5 lakhs however does not surpass Rs. 10 lakhs Rs.4000/ Rs. 10 lakh Rs. 5000/ For recording, enlisting or recording any record, structure, explanation, notice, Articulation of Records and Dissolvability, yearly return and an application alongside the Announcement for transformation of a firm or a privately owned business or an unlisted open organization into LLP by this Demonstration or by these principles obliged or approved to be recorded, enrolled or recorded: Rs. 1 lakh Rs. 50/ Rs. 1 lakh yet does not surpass Rs. 5 lakhs Rs. 100/ Rs. 5 lakhs yet does not surpass Rs. 10 lakhs Rs. 150/ Rs. 10 lakh Rs. 200/ Essentials for enrolling a LLP Least 2 Accomplices Least 2 Assigned Accomplices who are people. Advanced Mark Endorsement LLP Name LLP à ¢Ã¢â€š ¬Ã¢â‚¬Å" Assention Enrolled Office Strategy for creation of an LLP Stepà ¢Ã¢â€š ¬Ã¢â€ž ¢s For LLP 1. Deciding the Partners and Designated Partners LLP can be incorporated with a minimum of at least two partners who can be Individuals or Body Corporate through their nominees. 2. Obtaining DPIN No. Digital Signature Designated Partner Identification Number (DPIN): As per section (6) of LLP Act 2008, it gives that each Assigned Accomplice to get a DPIN from the Focal Government. DPIN is an eight digit numeric number apportioned by the Focal Government keeping in mind the end goal to recognize a specific accomplice and can be acquired by making an online application in. Digital Signature Certificate: Accomplice/Assigned accomplice of LLP, whose marks are to be attached on the e-structures, needs to get class 2 or class 3 Computerized Mark Authentication (DSC) from any approved affirming office 3. Checking the Name Availability: The following step is to choose the name for the proposed LLP to be joined, they need to choose the name as indicated by the Guideline 18(5) of the Restricted Obligation Organization Act 2008, for reservation of the coveted name. The name of the restricted obligation organization ought not be comparable or indistinguishable with other organization or effectively enrolled LLP. It ought not contains the words which are precluded under the Images and Names (Avoidance of despicable use) Act, 1950 or which fulfills the conditions endorsed under govern 18(2). 4. Drafting of LLP Agreement The following related step is drafting of Restricted Risk Association Understanding representing the shared rights and obligations among the accomplices and among the LLP and its accomplices The contents of Agreement are: Name of LLP Name of Partners Designated Partners Form of contribution Profit Sharing ratio Rights Duties of Partners Proposed Business Rules for governing the LLP 5. Filing of Incorporation Documents Next is the recording of Incorporation archives, assent of Partners and affirmation electronically through the medium of e-structures recommended with the Registrar of LLP for joining of the LLP on installment of endorsed charges focused around the aggregate financial estimation of commitment of accomplices in the proposed LLP. DocumentsNeeded: Name Availability Application Incorporation Document Details of LLP Agreement Application for Designated Partners Identification Number Subscription Sheet LLP Agreement duly stamped as per relevant Stamp Act of the State. 6. Certificate of Incorporation After the Registrar is fulfilled that all the conventions regarding the consolidation has been gone along, he will issue a Certificate of Incorporation as to framing of the LLP inside greatest of 14 days of documenting of Form-2 and will issue an authentication of fuse in Form-16.the Certificate of Incorporation issued should be the decisive confirmation of establishment of the LLP. WHAT IS CO? An organization is a relationship of people, whether common persons, legitimate persons, or a mixture of both. Organization parts impart a typical reason and unite so as to center their different gifts and arrange their on the whole accessible aptitudes or assets to accomplish particular, announced objectives. Organizations take different structures. It is made at law as legitimate individual so the organization in itself can acknowledge Limited obligation for common obligation and levy acquired as parts perform (or come up short) to release their obl igation inside the freely pronounced conception endorsement or distributed strategy. Since organizations are lawful persons, they likewise may partner and register themselves as organizations regularly known as an issue bunch. At the point when the organization closes it may require a passing declaration to keep away from further lawful commitments. Steps to start a Company Creating an Organizational Structure We have to consider the authoritative structure before beginning a business. Whether its fuse, structure a constrained risk organization or an association, or run it as an issue proprietorship, talking about the profits of every authoritative structure with lawyer or business counselor permits to settle on the right choice. We need to check with the Secretary of State for essential reports and suitable business filings. Innovation permits numerous entrepreneurs to record obliged documentation electronically. Taxation Contingent upon the business sort, we may fi t the bill for specific sorts of expense classes, for example, a S Company or a 501(c) 3 association for charitable associations. Get to know the focal points of each one expense classification with bookkeeper, lawyer or business counselor Employment On the off chance that we are beginning a business that will be staffed with representatives, check with federal, state and nearby government substances for filings and regulations identified with turning into a superintendent. The Equal Employment Opportunity Commission and Occupational Safety and Health Administration oblige executives to post data about the lowest pay permitted by law and reasonable work hones. Without these obliged postings, we may be liable to punishments, fines and conceivable suit. 12.Conclusions and recommendations There are a no. of steps to start a particular firm. In order to avoid any kind of government intervention it is advisable to follow all the rules and regulations. Failure to do so would r esult in unavoidable intervention by the government leading to a loss in the creditability of the company as well as loss of goodwill. References What is a limited liability company?. Nolo.com. Retrieved 29 October 2014 https://smallbusiness.chron.com/ Wikipedia.org

Human Resource Information Systems - 2522 Words

INTRODUCTION Office automation has become a reality. Stand-alone personal computers are universally used for word processing, and spread sheets have become the workhorses of office life. As a result, electronic records are being created virtually everywhere in the world. Wherever computers are used to carry out a function records are being generated. Records provide the primary evidence of how the functions of public administration are carried out. They are the building blocks of accountability. In a growing number of organizations human resources are now viewed as a source of competitive advantage. There is greater recognition that distinctive competencies are obtained through highly developed employee skills, distinctive†¦show more content†¦Transaction processing system provides this kind of information. This is a computerized system that performs and records the daily routine transactions necessary to conduct business such as employee record keeping and payroll. This type of system i s used as operational level and at this level tasks, resources and goals are predefined and highly structured (Laudon K, 2012,76). When using a transaction processing system for payroll processing, a payroll system keepsShow MoreRelatedQuestions On Human Resource Information System1588 Words   |  7 Pagessales volume. The daily average turnover rate for the restaurant is $2500 and we aims to achieve the daily sales by $3500 per day. To achieve these we need to work as a supportive work team. Assessment 1 Human resource information system HRIS is essentially an integration of human resource and information technologies linked through specific software. It makes HR actions and process to occur through a computerised application. It has the following functions: o Retaining of staffs o Staff recruitment oRead MoreQuestions On Human Resource Information System1588 Words   |  7 Pagessales volume. The daily average turnover rate for the restaurant is $2500 and we aims to achieve the daily sales by $3500 per day. To achieve these we need to work as a supportive work team. Assessment 1 Human resource information system HRIS is essentially an integration of human resource and information technologies linked through specific software. It makes HR actions and process to occur through a computerised application. It has the following functions: o Retaining of staffs o Staff recruitment oRead MoreCase Study : Human Resource Information Systems1237 Words   |  5 PagesStage I: Course Project Name: Duc Minh Nguyen HRM340: Human Resource Information Systems INTRODUCTION Numerous characters of HRIS systems and methods have been abstracted to help Jay Morgan and Family Castle Restaurant run more conveniently as a business. Jay Morgan the Operations Manager, have been using obsolete procedures for recruiting, hiring, scheduling, and answering inquiries from its staff members. Cultivating precise books and keeping continual conversation with the Managers haveRead MoreHuman Resource Information Systems Essay example1775 Words   |  8 PagesIntroduction Human Resource Information Systems (HRIS) can provide an organization a wide variety of functionalities that improve the productivity of the HR department while supporting the desires and requirements of the rest of the organization. However, organizations need to ensure that the costs associated with the HRIS is justified. Organizations spend on average $1,300.000 annually to maintain and administer HRIS and their portals (Gueutal, 2005). In a competitive market all project investmentsRead MoreThe Human Resources Information System978 Words   |  4 Pages The Human Resources Information System, â€Å"is a framework that gives you a chance to stay informed concerning every one of your workers and data about them. It is generally done in a database or, in a progression of between related databases† (Human Resource Information Systems, n.d.). It’s very important for an HR director to be knowledgeable of this information, because maintaining a business will produce a ton of data, both identified with the business and identified with yourRead MoreHuman Resource Information System And Human Resources Essay2170 Words   |  9 Pages1. Human Resource Information System is also known as Human Resource Management System, which is the integration of information technology and human resources through Human Resource software. The system enables Human Resource activities or processes electronically occur. Human Resource Information System is a technological solution to help corporates to solve human resource activities through software. Activities include human resources, accounting, management and payroll. The software also helpsRead MoreThe Human Resource Information System1260 Words   |  6 PagesThere are many things to consider when choosing the right Human Resource Information System (HRIS) for an organization. However, it is important understand that human resource information systems require different computer-based systems to run an HRIS. The purpose of this paper is to examine database management systems (DBMS) used with HRIS systems. The paper will evaluate two top-tier database systems, specifically, Oracle Database 12c and IBM’s DB2. Next, the paper will identify the advantagesRead MoreThe Human Resource Information Systems Essay1190 Words   |  5 PagesINTRODUCTION There are so many different Human Resource Information Systems (HRIS) available to choose from that a company can pick and choose what features and programs they need for their business. Companies range big and small and each business needs different options to run their business. Castle s Family Restaurant is looking into implementing an HRIS and they have asked our company to research and suggest programs that will benefit them as a company. Per the initial assessment of the businessRead MoreThe Human Resource Information System758 Words   |  4 Pagesthat this system does not have all of the ERP product that other human resource information system may have. The second that was research was Kronos. This is an electric system that does different tasks when it comes to human resources, and payroll. This system was founded in 1977. Kronos is a monitoring system that keeps a full track of employees’ time and attendance. It helps companies control labor cost, minimize compliance risk and manage talent with ease. When it comes to the human resourceRead MoreThe Human Resource Information System1475 Words   |  6 PagesThe Human Resource Information System (HRIS) teams work with the performance of tasks such as bookkeeping, employee performance and trainings, ordering, payroll, maintaining former, current, and potential employees information, and upholding policies and guidelines. Human resource managers use information systems to help in their daily duties of handling the above mentioned duties. Human Resource managers develop and analyze the many functions and determine the type of Human Resource Information

Influencing & Making Decisions-Free-Samples-Myassignmenthelp.com

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). A statistical comparative study of different similarity measures of consensus in group decision making. Information Sciences , 110-213. Cole, J. D. (2012). Peer group behavior and social status. Peer rejection in childhood, , 17. Emery, C. C. (2013). Leadership as an emergent group process: A social network study of personality and leadership. Group Processes Intergroup Relations , 28-45. Harvey, S. . (2013). Collective engagement in creative tasks: The role of evaluation in the creative process in groups. Administrative Science Quarterly , 346-386. Levine, A. . (2013). Ethnocentrism: Theories of Conflict, Ethnic Attitudes, and Group. The Journal of Politics, , 35. Loebl, E. M. (2015). Group theory and its applications. London: Academic Press. Lyndon, R. C. (2015). Combinatorial group theory. Berlin: Springer. Marshall, J. A. (2017). Individual Confidence-Weighting and Group Decision-Making. Trends in Ecology Evolution , 636-645. Mintzi, A. (2011). Non-adaptive group behavior. The Journal of abnormal and social psychology , 150. Moreland, R. L. (2013). Creating the ideal group: Composition effects at work. Understanding group behavior , 11-35. Nonacs, P. . (2014). Cultural evolution and emergent group-level traits through social heterosis. Behavioral group dynamics , 266-267. Palomares, I. M. (2014). A consensus model to detect and manage noncooperative behaviors in large-scale group decision making. IEEE Transactions on Fuzzy Systems , 516-530. Rhee, Y. W. (2017). Knowledge management behavior and individual creativity: Goal orientations as antecedents and in-group social status as moderating contingency. Journal of Organizational Behavior , 813-832. Saaty, T. L. (2013). Group decision making: drawing out and reconciling differences. RWS publications , 444. Stienessen, S. C. (2013). The effect of disparate information on individual fish movements and emergent group behavior. Behavioral Ecology , 1150-1160. Streak, M. E. (2011). Group dynamics: The psychology of small group behaviour. London: Pearson. Theiner, G. (2013). Transactive memory systems: A mechanistic analysis of emergent group memory. Review of Philosophy and Psychology , 65-89. Waller, M. J. (2016). Conceptualizing emergent states: A strategy to advance the study of group dynamics. Academy of Management Annals , 561-598. Xia, M. X. (2013). Leadership as an emergent group process: A social network study of personality and leadership. Group Processes Intergroup Relations , 28-45.