To discuss the Group decision-making problems and the theories that can be applied to the situational based scenario can be discussed through the GIBBS reflection writing model (1998). According to Potter (2015), the reflective cycle is the strategy that provides insights through one’s behavior and actions. It is usually a process or a framework providing a lot of experiences on a particular topic and allows an individual to learn from those experiences and plan accordingly for similar situations in the future (Edinburg University, 2019). This paper discusses the group decision-making issues faced by me in the organization and how I overcame the situation effectively by using decision making theories.
I had 4 years of work experience in the present organization I am working with. Recently last month I got promoted to the position of Senior HR Administrator and handed over with a team of 10 junior analysts. Those analysts were recruited by the final decision of my HR manager and other officials assisted by me. I had the duty of doing position investigation by helping my chief in setting position detail, and making spreadsheets for compensation and choosing proper up-and-comers out of the pool of candidates for the ideal posts in the association. In one circumstance, I got the obligation to help my chief in selecting a possibility for a specific post that necessary some unmistakable and confined capabilities prerequisites and work understanding. I arranged the session for the same and made several calls to applicants. I also arranged the interview and written assessment tests for the same. The problem came when one candidate cleared the first interview round and in the secon0 we came to know that though he hold the relevant years of experience but not in the domain we were looking for. When I conveyed this to my manager selected the candidate for the post. The choice of delegating the possibility for the concerned post at debatable compensations didn't demonstrate to have palatable results.
The performance by that candidate was very poor and questionable; moreover, he wasn’t able to perform well in the field he was appointed for. I felt really sad for both the candidate and for myself, as though the selection decision was of my manager, but I was involved in that process. If we haven’t taken the bias decision such problem will not have occurred to us. If we had used rational decision making, such scenarios could have been avoided by that time. This hypothesis considered the distinguishing proof of the issue, ID of the decision norms, apportioning of burdens to the models, improvement of decisions, evaluation of choices and assurance of the best other choice. Therefore we decided to train him further and also made the decision of following the rational decision making model strictly onwards.
Therefore I concluded from this experience that decision out of biasness would never gave satisfactory outcomes, so the decision needs to be firm and rational to attain organizational goals and recruit the best candidate for the available job role.
Potter, C. (2015). Leadership development: an applied comparison of Gibbs’ Reflective Cycle and Scharmer’s Theory U. Industrial and Commercial Training. 47(6). 336-342
The University of Edinburg. (2019). Gibbs’ Reflective Cycle. Available at https://www.ed.ac.uk/reflection/reflectors-toolkit/reflecting-on-experience/gibbs-reflective-cycle
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