Reflections of Observing a Board Samples †MyAssignmenthelp.com

Question: Discuss about the Reflections of Observing a Board. Answer: Incident report and reflections of observing a Board Description of the incident I put myself in the position of a board member where I am liable to recruit personnel for my organization. I know that selecting right people for the organization is the vital process. In this process, we not only have to assess the education qualities of the candidates but also we have to evaluate their cultural background and what kind of people they actually are. I believe that a good recruitment process plays its significance by reducing the time involved in searching, interviewing and hiring the candidates. Oliveira (2007) also stated that in a recruitment process, thousands and hundreds of candidates usually apply for particular position, however; the board members have to critically evaluate the ability and qualification of the person. The problem for the recruitment board members also increases when there the position is vacant for some management designation and only one or two person will be selected. I have also faced the same problem as we have to select a managerial pers on for IT department. Our organization is planning to expand virtually through online presence apart from the physical presence. The most important decision that we have taken earlier is that we will incorporate an in-house IT department rather than hiring some third party service provider. Thus, we have planned to build an entire team but our main focus is to select the IT manager, who can also help us to build the entire IT team for maintaining all the information management process. I have set some short-listing criteria for selecting a manager for IT department and this s that we first have to assess and review the applications independently and match the quality and ability of the person to meet the requirements of each selection criterion. All the board members allocate a provisional score to each candidate for every criterion individually. We also assess the cultural and traditional background of the candidate so that the social nature of the person can be evaluated. I have taken a decision to discuss each application along with the score that they have allocated. All the board members have thus; present their view on selecting or rejecting the candidates for the concerned designation. The most important thing that I have learned is that every assessor has different view to select a candidate and each perspective has a valid point. Taken for instance, one of the board member prefers to select a candidate who have more practical experience rather than great e ducational qualification; while, other assessor prefer to choose a candidate, who has more innovative idea that can provide the organization an competitive advantage. In this aspect, I have suggested to take a situation test of the candidates so that their ability can be judged to take quick action in the time of emergency or a situation when the subordinate need the persons direction. Scores are also given to each candidates based on their performance and the final scores are then recorded in the selection grid. Moreover, the decisions regarding the selection of the application are made through voting and to the candidates most where maximum votes have obtained is selected for the position of IT manager. Theory supports the incident I have selected the prospect theory to support my decision. Kacprzyk and Fedrizzi (2012) stated that this theory illustrates that in spite of the involvement of the risk, people choose between probabilistic alternatives. People also make decision based on the potential value of losses and gains. I believe that people choose such alternative as they know the possible outcome of the selective process. I have also chosen the decision to implement the suggestion for situational assessment of the candidates based on the benefits that the organization will get. I think that theoretical knowledge is important as they provide us alternative ideas and a systematic way to solve a problem. Moreover, the situational assessment also provides the benefit of evaluating the real-time decision making ability of the selected candidate also that how well the person guide or direct their subordinate and accomplishes the desired goal and objective of the organization. According to this model, editing is the initial phase that alleviates some framing effects (Glimcher and Fehr 2013). Zimmermann (2012) also depicts that in this phase, all the members are considered individual rather than a group. In this context, I can say that I have considered all the members individually and assess their performance by matching with every criterion. This will allow the organization to select effective candidates for their organization. I have also considered voting majority and undertake all the perception suggested by different members individually. I can thus say that I have selected a decision that has greater benefits than disadvantage. My decision is can also be considered under the description of cultural ethical model of decision-making. This model is developed in 1999 and is not much research scholar discussed ethics and culture as a part of the decision-making models. However, I believed that there people can also be evaluated through their social nature and their working and thinking ability is also influenced by the candidates surroundings. Thus, I consider making judgments based on the culture and social tradition that a person follow is a part of the decision making process. Ford and Richardson (2013) define that cultural ethical model comprises of four critical aspects- needs and expectations of the organizations members, needs and expectations of the prospective member, needs and expectations of the prospective stakeholders and finally the demands and prospect of customers (Gal et al. 2013). In this case, I also consider the capacity and strategic position of the company and the ethical implications of th ese choices. I have suggested the process of incorporating the situational assessment as a part of the manager selection as not every individual reflects their ability in words mentioned in their curriculum vitae. Moreover, the organization is initiating the information technology (IT) department first time and thus, the ability of the person has to be assessed carefully. I think that in this way, every individual can show their performance for getting selected for the concerned designation. Future recommendations I have come to learn that ethical dilemma can occur while considering culture and ethics in decision making. Heugh (2012) stated that the dilemmas can be difficulty in specifying which ethics can be considered, whether or not every ethics should be considered from a single perspective, whether or not the evidence got from society validates the persons situation. I desire to take majority perception so that each individual can assess the cases from their perspective and a candidate can get an unbiased decision for getting selected for the position. I also want to develop selection criterion closely aligned with the organizational policies so that the section process of the candidates can be occurred effectively. I also want to evaluate the organizational policies carefully and include other board members to discuss about the pros and cons of the selected criteria. However, in some cases, some special cases should be considered that can be handled by the board members. Journal notes and advice to future students Entry from your Learning Journal The source that I have considered is about college admissions in a reputed university. The board members here assess every single detail that is going to be assessed for selecting the student as their future students. There are 8,000 applicants submitted their form for getting admission which is divided into 30+ geographical regions by the managing authorities. Moreover, two experts are allocated for assessing the application from a single region. These assessors evaluate the educational qualifications as well as the curriculum activi0ties along with the interested activities. These assessors values the experience in the curricular activities as they believe that a students need to balance both the studies and hobbies equally for an effective lifestyle. All these selection criteria are evaluated and ultimately out of 8000 candidates, only 1,000 candidates are shortlisted who are eligible for taking admission in the college. Some information sheet of the candidates comprises of proble m that they have face and had influence in their grades and behavior. The head of the board ask for majority that how many of them actually agree on the situation and the difficulty that the student faced. I would consider this aspect as a ethical decision making as they are judging the entire process by evaluating all the aspect of educational qualification, activities and social environment. In one case, a student had mentioned their poverty and family situation. However, when the grades are compared, it shows a greater intelligence level and the board members considered this fact as the positive factor for the student. Thus, it can be said that there is a significant role of the bard in overseeing the talent development. I have observed that the first concern that any committee undertakes is the board composition. The resource also illustrates that the entire clients work and stakeholders activity are closely evaluated in order to selecting an effective board committee. The impact of their work and the perception they posses is also assess and then members are selected among the stakeholders. Another important things that the source have highlighted is that the human resource manager should be a part of the senior management so that not only the person consider the organizational objectives effectively but also select people who have the potential to fulfill those objectives for the betterment of the organization. However, some experts argues that they are not considering the human resources as a member of the senior management but they enhance their responsibility and this is the reason that in re cent time some organization relabeled the designation of the chief human resource officer to president of human capital solutions. This approach allows them to sense the feeling of being a leader among the other business leaders. In this way, the HR officer also manages talent effectively. Companies also invest great financial resource in managing their talent and as a result, middle-capital companies spent millions of dollars while large capita companies invent billion of dollars in talent management. However, in this aspect, the return on human capital is also assessed by the board members. The members of the bard also evaluates whether the financial resources are spent on talent management technology or the process like recruitment, talent programs and coaching. It is considered that if a company invests more on the talent management activities rather than talent management technology, the board members of the organization can be considered effective. Advice to future student I would suggest the student to make a cost benefit analysis prior to taking a decision so that it can be assess whether or not the selected decision is effective for attuning profitability. In this context, the students are also advised to consider pros and cons related to the developed decision. This process also allows them to visualize the opportunity cost. Furthermore, I would like to also suggest them to evaluate the significance by assessing how much time should they spend contemplating over a potential decision. This measurement minimizes the agonizing indecision. Student in this way also get to know their ability to take decisions. Moreover, suggestion from experts of mentors will also help them to take effective decisions. In this way, these students get a well-informed opinion. In this context, I can also say that getting a personal opinion can also improve the decision-making as this provides confidence and reassurance. Students can also utilize the concept of group decisi on making for getting practice conflict management. This will help students to understand multiple perceptions regarding a particular decision. This process also provides the opportunity to identify the difference between a win-lose situation and selecting the effective yet optimized solution. Lastly, I would like to suggest them different psychometric tests regularly so that they can assess their ability and take effective steps to improve with experience. These tests are also liable to improve the leadership ability, which on the other hand ensures the effectiveness of the decision taken. Future improvements can also be obtained based on the points where the decision making skills lack. References Ferrell, O.C. and Fraedrich, J., 2015. Business ethics: Ethical decision making cases. Nelson Education. Ford, R.C. and Richardson, W.D., 2013. Ethical decision making: A review of the empirical literature. In Citation classics from the Journal of Business Ethics (pp. 19-44). Springer Netherlands. Fraedrich, J., Ferrell, L. and Ferrell, O.C., 2013. Ethical decision making in business: A managerial approach. South-Western/Cengage Learning. Frey, D., Schulz-Hardt, S. and Stahlberg, D., 2013. Information seeking among individuals and groups and possible consequences for decision-making in business and politics. Understanding group behavior, 2, pp.211-225. Gal, T., Stewart, T. and Hanne, T. eds., 2013. Multicriteria decision making: advances in MCDM models, algorithms, theory, and applications (Vol. 21). Springer Science Business Media. Glimcher, P.W. and Fehr, E. eds., 2013. Neuroeconomics: Decision making and the brain. Academic Press. Hacklin, F. and Wallnfer, M., 2012. The business model in the practice of strategic decision making: insights from a case study. Management Decision, 50(2), pp.166-188. Hartman, L.P., DesJardins, J.R. and MacDonald, C., 2014. Business ethics: Decision making for personal integrity and social responsibility. New York: McGraw-Hill. Heugh, K., 2012. Theory and practice-language education models in Africa: Research, design, decision-making and outcomes. Kacprzyk, J. and Fedrizzi, M. eds., 2012. Multiperson decision making models using fuzzy sets and possibility theory (Vol. 18). Springer Science Business Media. Oliveira, A., 2007. A discussion of rational and psychological decision-making theories and models: The search for a cultural-ethical decision-making model. Electronic journal of business ethics and organization studies, 12(2), pp.12-13. Pettigrew, A.M., 2014. The politics of organizational decision-making. Routledge. Popovi?, A., Hackney, R., Coelho, P.S. and Jakli?, J., 2012. Towards business intelligence systems success: Effects of maturity and culture on analytical decision making. Decision Support Systems, 54(1), pp.729-739. Thiel, C.E., Bagdasarov, Z., Harkrider, L., Johnson, J.F. and Mumford, M.D., 2012. Leader ethical decision-making in organizations: Strategies for sensemaking. Journal of Business Ethics, 107(1), pp.49-64. Vaiman, V., Scullion, H. and Collings, D., 2012. Talent management decision making. Management Decision, 50(5), pp.925-941. Zimmermann, H.J., 2012. Fuzzy sets, decision making, and expert systems (Vol. 10). Springer Science Business Medi