This paper aims to study the need for moderation, factors affecting moderation and its contribution to organizational improvement. Organizations are made up of people working in groups and handling different roles. Employees differ in terms of ego, thinking preferences, attitude, perceptions, behavior etc. Often, these individual differences create group synergy and team excellence. More often than not, these individual differences also create extremities and polarities in the group which become difficult to resolve and challenges/ problems are not solved in the optimal manner and become time and resource consuming and become more of a blame fixing game than a problem solving exercise. Removing such extremities of thoughts, opinions, perceptions, behaviors etc and to channelize teams towards common goals requires the intervention of trained and experienced moderators. Moderation techniques, if used properly, can help teams to work on problem statements and generate effective solutions and action plans. A repeated-measures experimental design for 28 subjects revealed that moderated meetings are more effective compared to non-moderated meeting.
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