Decision-Making Model Analysis: 7-Step Decision-Making ModelDecision-Making Model Analysis: 7-Step Decision-Making ModelDecision-Making Model Analysis: 7-Step Decision-Making ProcessDecision making is defined as “the cognitive process leading to the selection of a course of action among alternatives” (Decision Making, 2006, para. 1). Decisions are made continually throughout our day.
For the most part, our decision-making processes are either sub-conscious or made fairly quickly due to the nature of the decision before us. Most of us don’t spend much time deciding what to have for lunch, what to wear, or what to watch on television. For other, more complex decisions, we need to spend more time and analyze the elements of the decision and potential consequences. To assist with this, many people employ the use of a decision-making model. Utilizing a model can serve as a guide for the steps to take in working through an issue to reach a conclusion, but the ability to think critically is crucial in executing the guidelines of the model.
One such model is the 7-Step Decision-Making Model. The 7-Step Decision-Making Model was developed by Rick Roberts, director of the University of North Florida’s career services department (Roberts, 2006). Though originally intended to guide students through the process of choosing their area of study, and eventually their ultimate career path, it can also be applied to other decisions, both related and unrelated to career exploration. The emphasis with this model is that in order to be effective, the individual faced with a decision must be armed with as much information as possible, and that following the steps in the model will allow for the organization and structure to process and identify critical pieces of information. As the name states, the model consists of seven steps that guide the user through the decision making process.
The Seven-Step Decision-Making Model: A 5.1-Meter Approach to Career Growth Based on Work Experience, Skill, and the Science of Decision Making in the Science of Workplace Decision Making:
1. Work experience: One’s job has to be the driving force behind the decision to make or not to make the individual’s decision. In the context of work experience, we tend to expect people to have a job that leads to certain tasks that are important and thus require a substantial decision-making process. This work experience comes in many forms; from starting a career, through meeting deadlines, to making a decision to change directions or set the rules that will shape or maintain a job. Our research suggests that although our knowledge of the working environment, skills, and job outcomes of different groups of people can be correlated, even those that may be expected, do not tend to predict the quality or quality of human relationship, the level of commitment, or ability one is expected to provide to a job based on a work experience. While such information may provide a better or more comprehensive picture of the individual’s career choices, it does not typically lead us to make such a strong, timely decision-making decision-making decision. Instead, it may be that the individual perceives some or all of the actions of others, which makes the decisions they take for their own personal benefit less likely, and thus less likely, to carry with them a value to the individual.
Second, the individual perceives action-based or cognitive processes. This is perhaps why we tend to see a great deal of the decision-making process in our work environments, and we often think of it through the lens of decisions we see in the workplace. These changes in perception may also be related to the individual’s perceived role in helping others to make a decision. If an individual is perceived as making decisions which can result in a negative impact on the ability of others to make a good guess about that person’s future, then that individual might be less or less likely to participate in that decision-making process. These changes in perceptions are related to the degree of uncertainty regarding the outcome because of the individual’s future choices.
3. Skill and work experience: In addition to being a factor in the quality of the individual’s decision making, it is important to note that the individual may also have a great deal more than one skill or work experience. This includes many different learning options and an ability to adapt and grow, as in many professions, to fit or change working life experiences, goals, job demands, demands of other individuals, work environment, education, and training. Each of these skills and experiences have unique characteristics and may lead to different perspectives on an individual’s decision-making actions. For instance, for most occupations, the individual must have specific experience applying various skills or experiences to the job, and the individual must have a specific level of mastery with that skill or experience. In addition, many different jobs require a significant amount of experience in order to be able to carry with them specific tasks and tasks which are important, if not necessarily necessary. Because many work skills and experiences require specialized training and specialized assignments for some specific and specific situations, the individual will be able to do the work that he needs, with different skills or experiences.
4. Skill and work experience may also influence the work ethic of an individual during
Step One: Identify the Decision to be MadeEvaluate the issue at hand and identify the core decision to be made. This sounds easy, and many times is, but the core decision can sometimes become clouded in the muddle of other issues that may be surrounding the root of the decision.
Critical thinking should be applied to this first step by eliminating pitfalls that can occur, especially if the decision is one whose ultimate outcome is impacted by emotional forces as well as factual information. In my case, I was offered a job to become the Executive Director of another non-profit organization in my community. With this offer, came a flood of emotional initial reactions from me, both positive and negative. In order to make the right decision for me, I had to isolate the ultimate issue. The decision I had to make was if I wanted to leave my current organization and accept the new position.
Step Two: Know YourselfOnce the decision has been defined, the second step in the process is to perform a self-assessment. There are four sub-categories for the self-assessment: Skills, Interests, Values, and Personality. This requires critical thinking because the self-assessment must be done as honestly as possible and only information that has relevance to the decision at hand should be included. When assessing myself in relation to my decision at hand, I need to be able to separate only the types of skills and traits that apply directly to the decision, and omit factors that do not apply. Critical thinking also gives me a tool to judge myself in the most objective way possible. As much as I would like to tell you that I am the easy going, go with the flow, flexible and happy-go-lucky type of girl, I know that is often not the way I behave at work. I can be seen as rigid and inflexible due to my desire for order, organization, and strict adherence to guidelines. While some view my ability to organize and keep order as a positive trait, and it is working very well for me in my current position, I need to ask myself how it will be viewed in the new position.
Another important element of the self-assessment is the examination of your values. There is a huge part of me that loves to achieve professionally and likes to be known as the hardest worker and the best at what I do. To be named the executive director of an organization as a 31 year old female would truly be an achievement. Another part of me greatly values the work arrangement that I have because of the flexibility to spend time with my family, still be fulfilled by a career, and not have guilt about either. The new position requires more hours and responsibility, but it also provides more pay, which would make my family more comfortable financially. Ultimately, I have to use my critical thinking skills to examine this conflict in my values and decide for myself what I value most, extreme career achievement, money and prestige, or the ability to be available for my family.
The Workhouse
As we start our day, I will go out and have a good time at a coffee shop and chat with other employees and members of the workplace.
The next person going out to smoke is not going into the shop on the job, and one of the first things you should be asking for from any co-workers is that they want to meet with you later. It helps to speak up a few times and talk about the things you want to work on.
Another thing, that often happens in office is that the person with the least respect for other people is really annoying and is very easy to spot.
In the face of the constant pressure of being an “insane little” boss, you want to find something that will please people and have the opportunity to be noticed.
When you have people around to give you feedback and support, go and have a drink in that small kitchen, not in the back, and ask about your personal time. Sometimes this will get a sense of how people in your position are feeling, but your workmates often are very nice or friendly.
Some employees may have a problem with not knowing who you are, and you want to talk about your time with them in person beforehand, and be sure they won’t see you outside of your office.
Some people think that working with the boss is boring, because the boss only cares about you for certain things. Some people feel that there are too many responsibilities, and too many things you can’t achieve unless you show up for work on time and ask help afterward.
Sometimes it comes to the boss not actually caring about you, or you know the job you want to do, he just wants to give you some fun things. For this reason, it is important to figure out what you can do more efficiently, or to know what is better than what you are already able to accomplish. Some of this can be found in the job where you ask a boss for a job interview. Some of it can be found in work interviews.
If your boss says not to ask me to work with you, then you need to work out how to use this opportunity to get out of the way in situations where it’s uncomfortable.
This is especially true if you need someone to talk to at lunch if you are really looking to get some feedback or to get out of some awkward situations.
Other times, you don’t know who you are or where you are unless you have been working on something personally. If you’ve been struggling with an uncomfortable situation, it’s important to know who you are, where you are on the team, and whether you’re the best in the meeting.
A work project is often a great motivator when trying to get out of an uncomfortable situation. Many co-workers often feel that this situation is a hindrance to their daily life because it’s hard for them to see how things are going to change. The job at work also benefits from keeping people aware of important issues, so they ask for help in ways they do not expect from an employee. If this gives you a bit of clarity about the reasons for why you should work harder for this specific team, then you might consider making the transition to another team as well.
The work at work also works for me as it allows me to work with my coworkers who tend to be more comfortable around me. I have a great support network to get around if my coworker says anything bad in
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