Decision Making Process

Decision Making

BUS300-0703B-05: Decision Making

Professor Anne Nelson

Unit 5 GP

September 22, 2007

This shows social comparison theory. We believe this to be because most
employees tend to follow others in the line of work. So if one person is
not taking the task and going places with it then why should the others.
Many feel that they less that they do the less people will expect from
them and the faster that they might be able to get it done. So there for
doing just what they have to do to get the job done is all that is being
asked if others are doing more. This definitely relates because it's
obvious that everyone in the office has taken their clue from each
other.  No one is doing anything more than the other or that is
asked.  This is common in a lot of groups and office settings.

We are sure that many of us have worked in this environment before and
have seen this happen in our work places. We think the CEO addressing
the issue with the group has first let them know he is aware of the
unconcern but has also given them an opportunity to give their input and
recommendations. To prepare our list of changes to present to the CEO
we would; evaluate our concerns if we had any, what we felt like would
make us feel better about the job/company and what we felt like would
improve the company:

List of Improvements and Recommendations:

We would recommend the company create and launch an employee reward or
incentive program to motivate employees to do better and recognize those
that are doing a great job.

We would develop a flow/employee chart based on what project we are
working on. This will allow us to better evaluate; who is doing what on
each project. There should be a group leader assigned who will be
responsible for keeping this flow chart. The chart and assignment should
be addressed with the group at regular scheduled meetings. This will
let everyone know that they can no longer hide within the group, each
person will be held accountable and expected to be a working force on
the team.

We think all employees and managers should be required to attend
mandatory training to include; motivation, and time management classes.


Some other solutions that we might use would be as followed:

Using a policy-forming group which reports to the larger group

Having leaders remain impartial

Using different policy groups for different tasks

Dividing into groups and then discuss differences

Discussing within sub-groups and then report back

Using outside experts

Using a Devil's advocate to question all the group's ideas

Holding a "second-chance meeting" to offer one last opportunity to
choose another course of action

To improve the current condition, it is essential for the CEO to
motivate and boos the morale of the employees by instilling more
confidence within the employees. Such changes can be achieved by
providing a healthy working atmosphere, free of any fear or stress,
effective two way communication, more challenging opportunities to the
employees, as well as suitable rewards and recognition plans for those
employees that think out of the box and are innovative.

CEO should make serious efforts to convince the employees that their
ideas and feedback will be given due importance. Further, one needs to
conduct one to one counselling sessions with the employees with the help
of outside experts to recognize the key reasons behind such behavior and
try to eliminate such issues.

References

plous, scott (1993). The psychology of judgement and decision making.
New York: McGraw Hill.

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