Decision-making models are critical for making informed and consistent decisions. In this discussion, you will use what you have learned about decision-making models to solve the organizational problem below.
Imagine that you are an organizational consultant for the SNHU Pet Supply Company. You have been asked to recommend who should lead a new initiative to expand the company’s online presence. After several discussions and interviews, the leadership team has shortlisted two candidates. Each candidate brings a different set of skills and expertise to the table, and each also poses a few challenges.
The first candidate, Myra, is a 15-year veteran of the organization who has worked her way up from an intern to a very capable product manager. She has extensive knowledge of the company’s products and services and embodies the company’s culture and vision in her work. Myra is not well-versed in e-commerce and the technologies that will be needed to implement and launch the company’s online initiative. However, she is a fast learner, and the management position doesn’t require too much in-depth knowledge of technologies.
The second candidate, Michael, was hired six months ago and shows great promise as a leader and manager. He has an MBA from a reputable university and worked for a technology startup for three years before joining the company. He has no experience in pet supplies or related industries, but knows how to launch an online company from the ground up.
In your initial post, address the following:
In your response posts to at least two peers, explain how the model you recommended using compares with the model your peers recommended using and how it would influence the decision-making process and outcome. You may use the following questions to help develop your response:
To complete this assignment, review the Discussion Rubric.
reply to these two post :
post one :
The rational decision-making model includes eight steps thinking process, and an intuitive decision-making model is a complex form of reasoning based on past experiences. Both decision-making models help leaders make effective decisions for the company. For example, the rational decision-making approach to hiring is using the step-by-step process; first, identifying the opportunity; second, weighing on decision criteria; third, evaluating the alternatives; fourth, choosing the best alternative; fifth, acting on the decision; and last, evaluating the decision. On the other hand, the intuitive decision-making model approach to hiring would rely on trusting in your intuition rather than making rational decisions, for example, hiring someone who is not qualified for the position, but you “feel” that they are capable because of their appearance and conduct.
The rational decision-making model would be best suited to the hiring process because the step-by-step process can help a leader make the best decision for the company. After all, it will allow the leader to make a decision based on a rational thinking process rather than using their gut feeling, and a leader’s decision would prove effective with the tools in mind.
Soomo Learning. (2023). Managing and leading in business (2nd ed.). https://www.webtexts.com
post two :
In making a critical hiring decision such as the one outlined in the assignment, I have typically always utilized a rational decision making model which allows for a step by step process to be followed and outlines the criteria of the entire decision making process by weighing many factors including experience, technical skill set, adaptability, coach ability, and cultural fit based on the information at your disposal. In my opinion, the luxury of utilizing this process is that you are utilizing all of the information at hand, weighing the pros and cons of each candidate being considered for the role and it ideally removes emotion and feelings out of the decision making process. Typically, and in the case presented in this assignment, one can infer that the most logical hiring decision can be made by utilizing this process as it leverages key stakeholders and all available information in the decision making process. That being said, as someone that has made many hiring decisions in the past, I will admit that I have over time utilized more of an intuitive decision making process when making hiring decisions. I still utilize a formal rational process when comparing the initial facts and figures of a choice and I certainly weigh all of the possible outcomes of a bad hire. However, I tend to leverage past experiences and “gut instincts’”, based on similar experiences I have had with like candidates in the past to make hiring decisions when there is no distinct difference or advantage that one candidate has over another. In my experience, hiring candidates has become less of an exact science and does require more feelings and emotion then early on in my career as I have found it imperative to be more open minded when it comes to looking for outside the box candidates that can be hidden gems in the candidate pool. I would therefore recommend using a hybrid approach or assessment using a rational process, while maintaining the ability to utilize your instincts and judgement that would be part of an intuitive process.
My final call would be to hire Myra as I have always had a soft spot for individuals that have put in the time and effort as well as the hard work necessary to advance within the organization. Given that Myra has been recognized as a fast learner as one that would be able to adapt, adjust, and learn on the fly, I would discount the fact that she does not possess the necessary experience in e-commerce as I believe she would dedicate herself to learning what she needs to know to be successful in the role.
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