Decision-Making Model Analysis: 7-Step Decision-Making ModelEssay Preview: Decision-Making Model Analysis: 7-Step Decision-Making ModelReport this essayDecision-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 dont 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 Floridas 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.
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.
Step Three: Identify Your OptionsIn my case, there seems to be only two options, take the new position, or stay with Junior Achievement. One could argue that there are limitless other options such as quitting my job to stay home with my children full time, but I chose to use my critical thinking skills to narrow the available options to the two listed above.
Step Four: Gather Information and DataThis is an important step, and critical thinking comes into play in a large way when gathering information. In my case, I used several sources to gather the data to help me make the decision. I spoke with my current supervisor, I asked questions of the new organization regarding their expectations, the hours required, travel, and benefits. I spoke to my husband to hear his opinion and information regarding how he could change his work schedule should I accept the new position. The critical thinking element enters into this step when I had to understand that in most cases, each person I spoke with had their own agenda to consider. My boss did not want
The Role of the Consultant: An individual with a responsibility to make the decision about the hiring process takes on this role. The question that the consultant must answer on this process is “What will we learn from the hiring process?”. The person with such an approach would have a good perspective when setting the hiring process. That same person would know the job well and will be available to provide relevant information in line with his own agenda.
The Role of the Consultant: The consultation process helps a prospective employer get some information from the employer about what the appointment looks like. That is important, because this job may be a very big time decision for those who are looking for a candidate to fill. This type of communication is crucial for helping a new employee understand a hire to make the appointment. The professional, who is knowledgeable of what he is looking for, and who is responsible with that information is crucial to this decision.
The Role of the Consultant: I’m the consultant to a new hiring manager! I work on day one. I plan the hours, time and location of the hire to ensure that the job has very little to no friction of any kind.
The Role of the Consultant: The Consultant is your person to make the appointments at all times and at all events. No one else really has no role in the decision making process. Your role, as you make the decision, always comes down to you. This person is responsible only with the knowledge regarding the hiring process, the hiring manager, the person providing information to us, the people we meet.
I had many questions about this role, and I’m sure you all enjoyed my answers as much as I did! My question was: How come there are so many jobs in this country where you have no role in the decision making process? Is it common practice for managers to think they can do better by giving to people without doing the work, and therefore should have the opportunity to get hired? Does the process, which is how hiring starts, seem to hold them back from doing their jobs? Please share your responses below or click on my infographic to help me provide you with your own ideas.
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Question: What is your personal take on the role of a consultant?
This article was originally published on October 23, 2013. A version corrected and updated June 25, 2014. The interview has been updated to reflect the new format and date.
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