Observation Review on Decision Making - Coursework Example

Observation review on decision making Observation review on decision making Response to question Each year, Noogle incorporationoffers opportunities for internship to students especially those in their final year study. Through this program they monitor the interns and depending on qualities exhibited, some of them get absorbed. One of the factors embraced by the institution is diversification of staff. On one particular day, the general manager summoned a meeting to the top management leadership of the company inclusive of the human resource manager (a position I held in the company. The agenda for the meeting was to come up with the appropriate technique of recruiting new staff members into the institution. Previously, the modalities of recruitment entailed advertisement for the vacant positions, application by different suitors, listing of candidates to be interviewed, conducting interviews and finally depending on the outcome of the interviews an individual or individuals are recruited. The technique mentioned has become the most conventional way of recruiting new employees. However, the company came to the realization that qualities exhibited by some candidates during the interview do not match their performance. The most affected groups were new recruits who had freshly graduated from learning institutions. Perhaps, the resounding debate ringing around the country that current graduates complete their studies but they are half baked in terms of converting the skills acquired into practice. After, several deliberations on the best modality for the company, one of the managers in my department, who was so adamant and convicted on his beliefs and convictions made a suggestion. He suggested a technique were intern programs were to be used to absorb staff. The interns would not be necessarily recent graduates but any person or persons who had a compelling belief on their capabilities. Through the various challenges that would be offered, managers were to preside over them and observe how interns seek solutions to the problems. The manager argued that the challenges were to be those that do not guarantee job based on luck but qualities. I vividly recall that in the first intern group, we encountered a challenge when two gentlemen who had applied literary did not have academic qualifications. However, the manager insisted that they be given opportunity to showcase what they would offer to the institution. If anything diversity was in the DNA of Noogle Inc. Initially the two gentlemen ran into trouble as they were competing against a bunch of genius kids. Despite their obvious and outstanding limitations, they never gave up in their quest. Interestingly, the two emerged top in most of the challenges and their contributions to the company have been great. Response to question 2 It is prudent for managers to make decisions based on the analysis of facts. There are two approaches of solving problems by decision making (Harrison, 1999). They are rational and intuitive decision making. Intuitive decision making process involves making decisions based on an individual’s instinct. It is most common in situations where there are no facts. On the other hand, rational decision making entails attempting to find solutions to problems by critically analyzing situations on contention using high definition quality glasses. The facts are weighed and then sieved on the screens of reality (Marwala, 2014). It is a formal process that favors the use of objective data. The assumption in this case is that the decision maker has not only appropriate information but also informed alternatives. The choices made are geared towards optimizing benefits and reducing costs of inputs (Mintz & DeRouen, 2010). The model below illustrates the steps involved in rational decision making. Source: http://www.the-happy-manager.com/articles/rational-decision-making-model/ The first facet of the model is the identification of the problem or opportunity. For instant, at Noogle Inc, the management had realized that the initial modality of recruitment was not achieving the desired results. Based on facts an alternative solution had to be deliberated on. Finding the right problem or opportunity is vital in this particular step. The problem hence needs to be defined for clarity purpose (Daft, 2011). After the problem has been identified, the next step should entail acquisition (gathering) of information concerning the identified problem/opportunity. The right tools for making decisions are assembled. In the analysis of the situations, the available options on ways of tackling the issue. These options are widely and wildly observed after which they are developed. The various developed alternative are then evaluated by analyzing the implications if adopted (Mintz & DeRouen, 2010). The best alternative that is directly congruent and commensurate with the intended objectives are likely to be preferred. In addition, that option perceived to be having the potential of effectively solving the problem is selected (Marwala, 2014). For instant, through the various fronted alternatives in the meeting as elaborated earlier, the recruitment of interns through providing them with challenges enabled the leadership management to validate on every intern’s ability with the aim of recruiting individual with the desired traits. After all the processes have been adhered to the final stage is implementation of the decisions or the analyzed alternative. However, implementation can be effective if the resources towards it are appropriately channeled. Moreover, the various stakeholders in the companies ranging from the management to the employees have to support the alternative as well as show commitment to the implementation (Jenifer, 2010). Response to question 3 The illuminated bounded rational model of decision making process has its pros and cons. One of the benefits to this particular technique is that decisions are made from scientifically informed data on the existing problems that require solutions (Ghuman, & Aswathappa, 2010). This is unlike the intuition model where the decisions are made out of individual convictions and instincts. The decisions are subjective devoid of errors, distortion, assumptions or uncertainty (Nikoi & Boateng, 2014). In addition, the approach minimizes the risk of failure. This is because before the decisions are made the situations in question are critically evaluated in a formal set up. Besides, the selection procedure is done in a logic manner where all the determinants as well as consequences are sanely analyzed. At Noogle Inc, the method that was initially employed to recruit staff had left more questions than answers. Apparently, during interviews, the candidates would assume characters (just like in the climate of literature) and when offered opportunities to express themselves they performed dismally. Their low performance in turn would reflect on the production of services by the company thereby affecting the value of returns. In addition, there was a public outcry on the debate about the performance of graduates from learning institutions and the role of these institutions in modeling students to fit in job placement (Daft, 2011). The other advantage to rational decision making technique is that decision makers can comfortably make rational decisions even in complex demanding situations/environment. The model has various steps ranging from identifying the problem by defining that problem, collecting information, analysis, development and evaluation of alternatives, and selecting the best alternative before its implementation (Jenifer, 2010). However complex the situation is, it has to be channeled through the illuminated steps before the final decision is reached. The third benefit is that the model, through its structure provides discipline in the process of making decision. The steps involved help in making informed decision in a clear structured manner that are followed with each of the steps clearly evaluated (Chih-Ming, 2008). In most cases, rational decision model is the ideal approach to decision making. However, the dynamics and complex situations in business ecological niche tend to be complex for those with power to make decision to incorporate them. For this reason, there are numerous disadvantage of this approach as well. One of the disadvantages is the limitation of individual or human capabilities. Acquiring information, processing this information, comprehending them and trying to marry them as well with the aim of maximizing benefits sometime prove to be impractical (Daft, 2011). Secondly, there is often limitation on knowledge and information. The model assumes that information is always available and that the knowledge of the issues at hand is also available. When information concerning a particular issue is insufficient, there is likelihood of encountering difficulty in evaluating and defining the problems. In addition, this method is time consuming (Chih-Ming, 2008). Problems that require immediate interventions are normally delayed through the evaluation and analysis process in the outlined steps. It requires an in-depth consideration and discussion thus unsuitable for situations that require quick decisions. Finally, the model is structured and informed hence in some scenarios the decisions made are usually unpopular with the perception that the decision makers are dictatorial. The model is strictly channeled towards the maximization of profits. I t does not incorporate the intrapersonal relationship neater does it incorporate emotions. Besides, making decisions in the competitive business environment in the contemporary society require guts and managers who are willing to take risks (Jenifer, 2010). References Harrison, E F, (1999). The Managerial Decision-Making Process, 5th Ed, Boston : Houghton Mifflin Daft, R. L. (2011). Understanding management. Mason, OH: South-Western Cengage Learning. Marwala, T. (2014). Artificial intelligence techniques for rational decision making. Cham:Springer Paul, G. (2010). Developing Decision-making Skills in Students: an active learning approach. Retreived on 27th Feb 2015 from: http://www.edgehill.ac.uk/clt/files/2012/02/Developing-decision-making-skills-in-students1.pdf Chih-Ming, L. (2008). Comparing Two Rational Decision-making Methods in the Process of Resignation Decision. The Journal of Human Resource and Adult Learning, 4, 1: 21-29 Mintz, A., & DeRouen, K. R. (2010). Understanding foreign policy decision making. Cambridge: Cambridge University Press. Jenifer,L.(2010). The Rational Decision Making Model: Steps and Purpose in Organizations. Retrieved on 27th Feb 2015 from: http://education-portal.com/academy/lesson/the-rational-decision-making-model-steps-and-purpose-in-organizations.html Nikoi, E., & Boateng, K. (2014). Collaborative communication processes and decision making in organizations. Hershey, PA : Business Science Reference Ghuman, K., & Aswathappa, K. (2010). Management: Concept, practice and cases. New Delhi: Tata McGraw Hill. Read More