Bus101 Business Of Decision Making Assessment Answers
Question
Answer
Introduction
Decision making skills are important when working in an organisation and in a team. To strengthen these skills, an individual must know his or her strengths. It will help in making up one’s mind. When making decision in a team, each person should know their strength to come up with alternative choices, which again depends on the way the team decides. Decisions making in team leads to conflict. If it is easy to make decisions then getting positive results may be tough. On the other hand, if this process is very had then there will be no results at all (Hartman et al., 2014). Thus, there is a need of training tool as a developmental approach to help employees develop in decision making process who have varied strengths. The assignment describes the decision-making process for employees with two different strengths.
Strengths affect the decision making process
This section discusses some strength and questions that help thinking how these strengths affect decision making. A manager can ask these questions to know the employees with various strengths.
|
Strengths |
Questions |
|
Learner |
Do you have willingness to soak new information or change of decisions? |
|
Restorative |
Do you feel attracted to challenging decisions? |
|
Input |
Do you seek opportunities to share information for decision making? |
|
Responsibility |
Do you have realistic approach to meet your goals? |
|
Intellection |
Do you think deep when decision making? Do you always take time to decide on big projects? |
Decision-making process for employees with two different strengths
The two strengths that are discussed in this section for describing the decision-making process are:
- Learner- A learner always is an early adopter to new decisions and changes in an organisation. A learner quickly learns and share important advances with fellow workers in team. A learner can be catalyst for change due to their spur to engage themselves and others with this strength (Lee & Lee, 2014). The decision making process for employees with these strength include having right attitude, habit of taking initiative, setting realistic goals, and asking for feedback. An employee may be engaged by having zero resistance to change, except the hard decision to problem solving for benefit of organization. During decision making a learner will have positive attitude to new decisions. If an IT firm launches new software tool, an employee may take responsibility to learn the challenges of new software tool and develop strategies to mitigate the same.
- Restorative- A restorative skills in any person help him or her to create a win-win situation or strategy that offers biog results. This strength in any employee help them demonstrate that they are enjoying taking the decisions and fixing the problem (Kidder, 2014). An employee with restorative strengths can solve interpersonal conflicts when solving the issue during the decision-making process. Using an honest approach the employee will identify the factors that will make the decision successful. For instance, during the decision making to develop the business to overcome the competition caused by new franchise stores of similar other business in few miles distance there may be conflicts among team members. With the help of restorative strength the employee can resolve the interpersonal conflicts and establish creative ideas.
Training tool
|
Strengths |
Approaches for decision-making development |
|
Learner |
· Provide new initiatives and roles- Taking new initiatives will help in learning new concepts. It will help in developing the new strategies. It will enhance the learning experience for instance leading the juniors. · Regular feedback sessions- to explain the employee about the pros and cons of the decision taken. Asking feedback from employees is also required to scrutinise the actions from all angles. It will help in going above and beyond the traditional approaches to problem solving such as performance based pay scheme or rewards and recognition schemes of organisation (García-Peñalvo & Conde, 2014) · Teach key communication skills- attending observation, active listening, questioning and restorative integration. May be applicable say in client dissatisfaction (Lee & Lee, 2014) |
|
Restorative |
· Assign of challenging tasks – explain when the employee can be self-directed. · Favour of hand on activities- teach how to immediately apply and take accountability for the actions · Increase engagement in big projects- managers should listen to their views (Sullivan, 2017) · Expectation clarity- new standards should be made clear after a new decision is taken. Knowing the penalties for the failure will help motivate the employee to make decisions that are evidence based · Fair process- Employee to be trained on achieving harmony, consensus and democracy in workplace · Instil voluntary cooperation- motivate people to go beyond the duties and responsibilities to restore a problem. Voluntary cooperation drives performance (Wachtel 2016) |
References
García-Peñalvo, F. J., & Conde, M. Á. (2014). Using informal learning for business decision making and knowledge management. Journal of Business Research, 67(5), 686-691.
Hartman, L. P., DesJardins, J. R., & MacDonald, C. (2014). Business ethics: Decision making for personal integrity and social responsibility. New York: McGraw-Hill.
Kidder, D. L. (2014, July). Working Together Is in the Best Interests of Society: Teaching Restorative Justice Skills to Business Students. In Proceedings of the International Association for Business and Society (Vol. 25, pp. 323-330).
Lee, J., Zo, H., & Lee, H. (2014). Smart learning adoption in employees and HRD managers. British Journal of Educational Technology, 45(6), 1082-1096.
Sullivan, J. (2017). Creating Employee Champions: How to drive business success through sustainability engagement training. Routledge.
Wachtel, T. (2016). A Restorative Practices Perspective: Governance and Authority. Minorigiustizia.
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