This article discusses why meetings are not as useless and wasteful as they may seem. Face-to-face meetings may serve valuable functions like giving more information about a

person's status, self-confidence, etc. The attendees of the meetings feel that they are part of the decision making process and therefore get motivated. Frequent meetings also

help a business to apply bonuses and appraisals with greater precision. An employee who has attended many meetings may take the feedback in a constructive spirit rather than

feeling resentment. The author is neutral about new, radical ideas for improving meetings and reducing wastage of time. The author suggests that just like in the education

field, live classroom study and discussions are preferred over DVD presentations of the best economist, there can be no substitute of a meeting where everyone is there in

person. The pre-meeting and the post-meeting are as important as the actual meeting according to the author. In conclusion, a company needs some means of producing social

orientation and the appropriate feelings of individual control and meetings are the best way to accomplish these objectives.

Meetings are related with many concepts of organizational behavior and group dynamics. A meeting can tell you more about a person. This is true. Different types of leadership

could be identified in a person from the way he/she interacts in a meeting. For example: expert leadership, charismatic leadership, etc. could be identified in a person in a

meeting. A meeting also helps to increase cohesion and reach consensus within a group. It must also be mentioned that a worker who attends many meetings may take feedback in a

constructive way rather than vice versa. The GII decision making method from the Vroom/Yetton/Jago model of leadership also supports these points. It must also be mentioned

that a person could feel motivated and feel that he/she has a role to play in the decision making process. This also fits in with motivation theories like goal-setting theory,

management by objectives, self-efficacy theory, etc. A meeting may be a place where an employee compares himself/herself to others to know his/her position, status, etc. The

equity theory and expectancy theory also focus on the same. The model of organizational justice also looks at how an employee perceives himself/herself in the organization. The

concepts of team-work and group communication also have direct effects on meetings. Thus both this article and the concepts of organizational behavior support the importance of

meetings in the work place.

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