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The Cognitive Process of Decision Making

Question:

Discuss about the Decision making Process.

Decision making is a cognitive process resulting in selection of a belief or a course of action which is appropriate as per the situation.  A decision making process helps in making a final choice that may or may not result in a prompt action.   The process allows in identifying the best alternate based on values, preferences and beliefs in order to make an effective decision.  It is regarded as a problem solving exercise that includes problem solving activity in order to derive an optimal result (Aguinis & Kraiger, 2009).  This is an optimal process which is more rational than irrational. Individual decision making is considered as one of the crucial part in gaining competency. It is therefore important for gaining effectiveness and considering better outcome on a long run.  A large part of the decision making includes finite set of alternatives important in decision making process. The significant task is to line up the activities in the order of priority (Armstrong & Taylor, 2014).

The essay reflects the critical personal reflection in decision making process. It focuses on the issues that occurred during the process of the decision making and suggests the learning. It further suggests the process of decision making in implementing objectives.  Different models regarding the decision making are well discussed in the essay in order to create effective decision (Bakker & Leiter, 2010).

I worked as an intern at Telstra as an assistant to the HR manager. My job was to assist him in recruitment, selection, making performance sheet and preparing check list in order to determine the performance of the employees.  I had gained excellent knowledge through employment of theoretical knowledge in a practical way. My manager helped me in gaining experiencing and allowed me working on my own.  He completely trusted me while implying knowledge in an accurate way. This process helped me in thinking widely and improvising according through implementation of knowledge.  I was given a responsibility to set job description, sheet of all the employees in the company. This is to pool in the most desirable candidate in order to manage the organizational goals.   This is important to gain desired results by organizing the most accurate information (Kyndt, Dochy, Michielsen & Moeyaert, 2009).

 In one situation had to work with my supervisor to select a candidate for the post of a management trainee.  The position was for the existing employees only. My job was to take the interview of the candidate where I found a candidate with 2 years relevant experience is eligible for the   vacancy.  After short listing of candidates I found Mr Jake who already had a prior experience he was expected more than the standard salary.  However I negotiated with him in order to appoint him.  I made the decision related to his appointment as he was the right candidate according to the requisites. After inquiring about the situation with my supervisor I found out that the prior performance of the candidate with the previous company is one of the important parameter to make decision pertaining to the selection.  I played a major role in making decision which was crucial for gaining individual goals.  However I came across a situation he issue can be subjected to the availability heuristic. The risk associated with the manager’s decision of rating the employee depends upon average performance based on his recent performance.  They usually ignore the true picture of the overall performance of the employee during the whole period.

Different Models of Decision Making


The situation is related to the availability bias that depicts the tendency of people in decision making. It is important for making judgement related to the recent available knowledge.  It is necessary for the effective decision making. It is important for the point of view of gaining competent roles in order to make decision. This is important for gaining accuracy while making a decision. It is necessary for the process of managing organizational change. It is important enough for dealing with the major alternate that are available in order to gain effectiveness. This is important for gaining effectiveness in order to deal with the ineffectiveness.  It is necessary from the point of view of gaining sustainable objectives. It is important enough for dealing with the situation in an appropriate way (Lengnick-Hall, et al 2009). This is an important practice in order to make decision in an organization. Most appropriately, it is evident from the point of view of gaining effectiveness. It is necessary in gaining better results. In order to gain accuracy, it is important for dealing in different way.  This is necessary for dealing in decision making and using the most appropriate tools in order to gain knowledge. It’s necessary for developing better insight for an individual in order to gain accuracy. This is important for managing different role in order to arrange the activities in the most appropriate way. This is important in order to verify the effective individual goals. It is an important parameter necessary for managing different role in order to gain result. It is necessary in reviewing a decision and working according. It is necessary for dealing with the outcome in order to gain efficacy.

The major requirements to make steady, sane and esteem augmenting decision that permit an individual the basic leadership. It is sufficiently fundamental for creating viable parts in connection to the individual approach. The leader needs to make reliable, level-headed and esteem decisions inside the predetermined hierarchical or individual requirements. These choices take palace in stages (Noe, et al 2007).  The leader is had with finish data; he can distinguish all the applicable choices and that too in a fair-minded way; and picks the alternative that has the best utility. In any case, in pragmatic setting, the leaders have to opt for a correct model. They pick the one that has all the earmarks of being the most effective idea. This procedure goes under limited soundness in which the human personality can't plan and afterward take care of the issues in a full reasonable manner. The leader catches the streamlined model and afterward settles on the choice inside restricted comprehension of complex issues that can prompt acceptable results (Sandhya and Kumar, 2011).

Personal Reflection in Decision Making

It is apparent from executing this model in the given situation. The formal way ought to have been improving the situation and the examination of the recently joined employees as indicated by the current policies as decided by the leader.

This is imperative for dealing with the objectives relating to the choice for the issue. Following this model, leader can settle on normal choices without doing formal look for the issue. Formal pursuit could have kept away from the threat of accessibility heuristics while settling on the choice of offering rates to the employees, along these lines prompting effective results (Beugelsdijk, 2008).

Thus it is important for an individual to find out the most appropriate way in order to deal with the situation in a definite way. It is more or less related with an individual behavior and belief. The common practice of decision making is important enough to gain competency.    This is important from the point of view of gaining accuracy while carrying out the decision making objective. It is necessary for gaining in gaining objectives.  This is done by focusing on the objectives and managing the activities in the best possible way (Boselie, 2010).  The rational action theory of Simon projects the rational behavior of manager in every situation. This tends to create an effective relationship in dealing with the inefficiencies that are created due to the complex nature of a problem.  This is important from the point of view of remaining rational in their decision making (Boxall & Purcell, 2011). Human are tend to simplify the situation and takes a decision which is more suitable.    This is effective from the point of view of gaining effectiveness and developing better option. It is important for managing the resources that are available with the organization. The manager continually accumulates the information and uses it in an effective way. This is important to accumulate or save an individual for gaining better insight (Boxall, Purcell & Wright, 2007).

Individual decision making at time can be negative for others and oneself. It is due to the fact that the person taking the decision can be wrong. It is not necessary that the person taking the decision will be right. The onus of decision making resides with the one who makes decision. It is therefore important for managing the decision on a long run. The aspect related to the organizational changes and development lies with the changes that are taking place in the decision making process. This will thoroughly affect the decision making capacity in order to gain competency (Bratton & Gold, 2012). It is evident from the point of view of developing applicable effectiveness. This is important from the point of view of managing long term sustainable goals. It is therefore necessary for arranging long term capacity and arranging activities in order to attain efficiency. This is necessary from the point of view of gaining accuracy and arranging the benefit in order to gain sustainable results. For an individual it is important to develop an approach that will allow in managing effectiveness. The decision making largely affects the organization and creates a sort of difference in between the organizational goals and effectiveness.  It is necessary from the point of view of developing better opportunities in order to gain competency. It is therefore necessary in order to gain effectiveness and developing the concrete objectives in order to attain better objectives. It is therefore necessary for gaining competent results. It is necessary to gain better result and managing the objectives. It is therefore necessary for managing opportunities and arranging them in accordance with the relative opportunity in order to gain competent goals. This is necessary for gaining better opportunity and arranging them according to the decision making. It is therefore necessary for arranging sustainable goals and developing opportunity in order to gain results. This is effective from the point of view of developing concrete objectives and deriving necessary goals. It is evident from the point of view of gaining relatively better organizational goals. This is necessary from the point of view of developing concrete objectives and arranging results in accordance with the better objectives. This is necessary for arranging better decision making tools (Collings & Mellahi, 2009).

The Role of Decision Making in Organizational Change and Development

The relative risk related to the decision making depend upon the objectives. It depends upon the individual belief and objectives. There is a definite amount of risk associated with the object. It is important from the point of view of delivering sustainable objectives and deriving the functions that are necessary for furnishing rational objectives. It is necessary while keeping in mind the associated project and the object. It is important for an individual to develop an effective decision making and creating a concrete object. The purpose behind the perception is to deliver sustainable objective and delivering the objective. The perception related to the organizational development and concrete objectives resides with the development of the individual objective. The risk is related to the individual belief and the amount of risk that is associated with the decision making. Every decision includes a definite amount of risk. In order to manage a goal, it is important to develop an effective tool that allow in arranging organizational goals.

The framing effects are the effects that reside on the individual and develop the individual decision making capacity. In order to develop a concrete objective, it is pretty much evident to come up with an effective objective that will help an individual to frame an effect that is necessary for gaining concrete objectives. It is therefore important for developing concrete objective and framing the task according to the individual capacity. It is necessary for deploying an effective approach that will allow in gaining competent roles. This is necessary for the purpose of gaining better results. It is necessary for arranging the individual objectives and developing the goals in accordance with the effectiveness. It is necessary for managing the objectives and arranging the necessity as per the requirements. It is necessary for gaining better objectives and arranging the roles in order to gain better role in gaining long term sustainable results (Dessler, 2009).

  1. It is therefore important to identify the decision possibility. This will help in taking a decision in the most appropriate way
  2. For the purpose of gaining a definite objective, it is important to Define the right aims for the decision
  3. It is necessary to identify the right participants in decision making process. This is necessary for managing the decision making and creates a better and responsible environment.
  4. Before making a decision it is relevant to find out a proper objective. The Understanding pertaining to the relevant alternative framings is important
  5. In order to gain an effectiveness  and continuity, it is necessary to  generate alternate
  6. For the purpose of gaining accuracy, it is necessary to Choose the best  alternatives

In order to gain an effective decision making, it is important to deploy a systematic approach. The systematic approach will help in gaining sustainable objectives. There is a necessity to deploy an efficient approach that will allow in gaining competent role and managing the activities in order to deploy better decision making objective.  This approach helps in gaining better decision making and arranging the individual goals according to the priority. It is important from the point of view of deploying better opportunities and gaining results as per the necessary derailing. A systematic decision making approach is important for gaining better goals. It is necessary for managing the goals in a better way. It is necessary for implying a better approach and defining the roles according to the individual calibre (Dowling, 2008).

There is a necessity to find out an effective approach related to the decision making. The approach will help in delivering the concrete objectives. There are different applicable approaches that are implied as per the given situation. It is evident enough for dealing with the situation in a better way. An awareness related to the problem will help in deriving accuracy and arranging the role in the most effective way. It is necessary for managing the roles and responsibilities and deploying them accordingly.  It is relevant from the point of view of decision making. There is a necessity to develop a concrete objectives and availing the most appropriate objective while gaining sustainable objectives. It is therefore necessary for gaining effectiveness.  It is therefore necessary for developing a plain objective that will help in arranging definite goals. This is important enough for gearing up the objectives and arranging the relative better objects and managing better results (Harzing & Pinnington, 2010).

It is important for understanding the important measures and assuring the best approach of decision making. It is necessary for the purpose of determining the strengths and the factors that affect the decision making process. In order to make an appropriate decision, it is evident to adopt an effective decision making technique.  The decision making tools help in understand the organizational performance. The system was new to me and it was difficult for me to work in such a big organization. 

Strength:

  • Determined
  • Hard working

Weakness:

  • Limited experience
  • The hiring process is complicated and new to me

Opportunities:

  • Once in a life time opportunity to work with a large size firm
  • Apprenticeship will provide with future benefit

Threats:                             

  • Limited time for studies hence affecting my curriculum
  • Long working hours affecting my personal life as well

Conclusion

The overall purpose is to rank the alternatives according to the priority. It is necessary from the point of view of initiating a task and applying an appropriate decision making in gaining competency. All the criteria’s are considered while organizing an appropriate decision making. It is therefore important from the point of view of achieving relative progress. This is a necessary parameter in organizing results in order to gain competency.  It is therefore important to implement the most effective decision making technique in order to attract strategic growth. It is one of the important tasks necessary in applying the acquired knowledge. This is an important factor that leads to formation of a decision making paradox.

References

Aguinis, H., & Kraiger, K. (2009). Benefits of training &development for individuals &teams, organizations, &society. Annual review of psychology, 60, 451-474.

Armstrong, M., & Taylor, S. (2014). Armstrong's handbook of human resource management practice. Kogan Page Publishers.

Bakker, A. B., & Leiter, M. P. (Eds.). (2010). Work engagement: A handbook of essential theory &research. Psychology press.

Berman, E.M., Bowman, J.S., West, J.P. &Van Wart, M.R.,(2012). Human resource management in public service: Paradoxes, processes, &problems. Sage.

Beugelsdijk, S., (2008).Strategic human resource practices &product innovation. Organization Studies, 29(6), pp.821-847.

Boselie, P., 2010. Strategic human resource management: A balanced approach. Tata McGraw-Hill Education.

Boxall, P. &Purcell, J., (2011). Strategy &human resource management. Palgrave

Boxall, P.F., Purcell, J. &Wright, P.M., 2007. The Oxford handbook of human resource management. Oxford University Press on Demand.

Bratton, J. &Gold, J., 2012. Human resource management: theory &practice. Palgrave Macmillan.

Collings, D.G. &Mellahi, K., 2009. Strategic talent management: A review &research agenda. Human resource management review, 19(4), pp.304-313.

Dessler, G., 2009. A framework for human resource management.Pearson Education India.

Dowling, P., 2008. International human resource management: Managing people in a multinational context. Cengage Learning.

Harzing, A.W. &Pinnington, A. eds., 2010. International human resource management. Sage.

Kyndt, E., Dochy, F., Michielsen, M., & Moeyaert, B. (2009). Employee retention: Organisational &personal perspectives. Vocations &Learning, 2(3), 195-215.

Lengnick-Hall, M. L., Lengnick-Hall, C. A., Andrade, L. S., & Drake, B. (2009). Strategic human resource management: The evolution of the field. Human resource management review, 19(2), 64-85.

Macmillan.Dowling, P., (2008). International human resource management: Managing people in a multinational context. Cengage Learning.

Noe, R. A., Hollenbeck, J. R., Gerhart, B., & Wright, P. M. (2007). Fundamentals of human resource management. Boston, MA: McGraw-Hill/Irwin.

Sandhya, K., & Kumar, D. P. (2011). Employee retention by motivation. Indian Journal of science &technology, 4(12), 1778-1782.

Sparrow, P., Brewster, C., & Chung, C. (2016). Globalizing human resource management. Routledge.

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