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The outcome of the process should be a solution that allows the organization to succeed.
There are six criteria for an effective decision-making process:
- The focus is on what is important
- The process is logical and consistent
- It accounts for objective and subjective factors and uses both analytical and intuitive thinking
- It requires only as much information as is necessary to make the decision
- It encourages and guides information-gathering
- It is straightforward, flexible, and user-friendly
There are 8 elements involved in making a smart decision:
- Identifying the problem
- Identifying the objectives
- Identifying the alternatives
- Identifying the consequences
- Identifying the tradeoffs
- Working in the context of uncertainty
- Working in the context of risk tolerance
- Working in the context of linked decisions
- The Meta-Decision:
- understanding the problem
- identifying the basic nature of the decision to be made
- deciding which process will be used
There are 4 basic components that form the overall decision-making process:
- Framing
- Realizing and understanding the boundaries that are set on the problem
- Defining reference points to gauge success or failure of the decision
- Defining the metrics for the process
- Gathering intelligence
- Coming to conclusions
- Learning from feedback
Until next time...
Sheryl Tuchman, SPHR, SHRM-SCP
http://tools2succeed.com/
- Purpose Served
- How can the data be used?
- Versatility
- Can the same method be used to capture information on a variety of jobs?
- Standardization
- Can the data be readily compared with data collected from other techniques?
- Criteria for Assessing Job Analysis
- User Acceptability
- Do users accept this method as a reliable method of collecting information?
- Training Required
- Is the method easy to use or will training be required? If so, how much and at what cost?
- Sample Size
- What sample size will be required to obtain an adequate analysis of the job?
- Criteria for Assessing Job Analysis
- Off-the-shelf
- Can the method be applied off-the-shelf or does it need to be customized?
- Reliability
- Will the technique generate reliable data?
- Time to Complete
- How long will it take to analyze a job?
- Cost
- How much will it cost to employ the technique?
Until next time...
Sheryl Tuchman, SPHR, SHRM-SCP
http://tools2succeed.com/
Organizational Culture is the set of values that helps the employees understand which actions are considered acceptable and which actions are considered unacceptable.
Answer the following questions to determine what is your current culture is and consider what you, your team, and senior management can do to improve in each area.
Member Identity
Do employees identify with the whole organization?
Group Emphasis
Are work activities organized around groups or individuals?
People Focus
Do management decisions consider the impact of decisions on employees?
Unit Integration
Is work organized in a coordinated or independent manner?
Control
Are rules and regulations used to manage employee behavior?
Risk Tolerance
Are employees encouraged to use their own initiative?
Reward Criteria
Are rewards performance based?
Conflict Tolerance
Is constructive criticism encouraged?
Means-Ends Orientation
Is the end result rather than the process employed all important?
Open Systems Focus
Is the organization aware of and responsive to external environments?
Until next time...
Sheryl Tuchman, SPHR, SHRM-SCP
http://tools2succeed.com/
Team Decision-Making Model
Model Benefits
- Good for important team decisions, especially during team meetings
- Provides structure to keep the group on track and to plan implementation and evaluation steps
- Eliminates inappropriate “speeding”
- Good framework for involving key stake holders in decisions which affect them
Until next time...
Sheryl Tuchman, SPHR, SHRM-SCP
http://tools2succeed.com/
For all members to understand the decision, the group must take time to hear and understand several viewpoints. Committing to a decision means that each person will join the group in accepting ownership for the decision, defend it to others, and help with the implementation. Consensus decision-making works well for High Performance teams when they need to make joint team decisions. Remember that authority rule, command, consultative and even voting are sometimes appropriate for other kinds of decisions. The double benefit of consensus is that you get better decisions as well as better buy-in of decisions.
Group Decision-Making Model
- Define Decision to be Made: What needs to be decided? Why?
- Set Criteria: What are considerations? What must be achieved? Constraints?
- Seek Alternatives: Brainstorm ideas. Discuss options. Which will work?
- Select Best Alternative: What are trade-offs? Do we have resources? Which is best?
- Develop Action Plans: What will be done? Who will execute? How will you apply it to the situation? When will it be accomplished?
- Evaluate Decision Effectiveness: What are the evaluation criteria? Was the decision effective?
Until next time...
Sheryl Tuchman, SPHR, SHRM-SCP
http://tools2succeed.com/
