Vroom-Yetton Contingency Model, management homework help

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Share an experience that you have had with a decision making process at a past or present workplace. What was your role? How were you involved? How would you use the Vroom-Yetton Model to improve the decision making process in your workplace?

Initial response due by Wednesday, and 2 peer responses by Sunday.

PLEASE RESPOND TO THE FOLLOWING STATEMENTS:

Statement 1

The way I would use the Vroom-Yetton Model to improve the decision-making process in my workplace is to determine the action that I am deciding to take is well processed. I would list why I need the team help to determine if it is needed or I can handle it. I want to be able to inform them why their help is needed because I understand that will be one of the first questions asked. I will also need to collaborate with the team to determine it will not impact the work they currently have on their desk to manage. If we discuss together the importance of their assistance to the project, I believe they will be more willing to assist. I will most definitely include my leader to avoid time constraints; the team would be more likely to participate when the manager is involved in earning the trust and accountability award (sarcasm). The quality of my decision is essential. Due to the time constraint that I have to enter these quotes, I will need the team to enter quotes to push along faster results. The team committed to the decision is highly relevant. If they are not committed, they will slack on their end of the project, and then I will have to enter them all to complete the project. However, I do not mind working alone, but I had a short time to enter these quotes. They must be committed just as I am to avoid delays and most importantly, cancellation of orders from the customer. I have enough information to make the decision on my own to input the data and involve the team. I have the prices, the source, and the spreadsheet divided between each member so that everyone will have equal amounts to enter in the system. The problem is well structured; I also provide tips how to enter the data using shortcuts, so they will not have to repetitive input the same information. If I had made the decision myself to include the team, I do not believe the team would have supported it. Maybe 1 out of 3 but not all would have helped. I have to involve the leader to gain support; this is because half the team prefers to work alone and not as a team. It is only four Buyers in my department so to work alone is pretty much expected. As Hecht’s Hints mentioned in week 6 video, you have to be accountable for the decision that is made. “It must be a few people as possible making the decision”, quoted by Professor Hecht. In my scenario the ultimate decision maker was my leader. After, I presented the decision to request assistance to meet the goals of the company; she actually made the final decision for the team to be involved. The team was collectively in agreement in the decision to assist because it was critical and they respected the important decision to complete the project.

Statement 2

A major decision making process that comes to mind is every time I’m forced to select one of my military members to go and serve in another capacity for which they were not brought on board for. Every once in awhile we get taskiers requesting individuals to go fulfill must filled positions within the Agency. These positions are typically high-profiled, requires a lot of work, time and effort, and most importantly are outside of what the military member was brought on board to do for their tour with the Agency. For example, since I work in the training department most of my military members are instructors of some sort. Taskers coming across may require them to become someone’s driver or work in an administrative capacity. In other words, I never get anyone screaming pick me for these positions but I always get the “why I shouldn’t be selected” emails, conversations, etc. My role in this process is to select the best candidate to submit forward. My decision alone does not guarantee the military member will be moved but is intricate in at least representing my particular organization among other organizations being considered. My role is also to go before the deciding committee and speak on my personnel behalf as to why my office should be relieved from fulfilling the tanker. How I’ve handled this task in the past is very much like what the Vroom-Yetton Model suggest. The key factors considered are decision quality, team commitment and time constraints in my decision. The decision of whom to select is critical to the member as well as the team. The decision to move someone from a position that may be setting them up for promotion, that may be the highlight in their career or that may be setting them up for greater opportunity is critical when looking at the decision quality. So items I consider are the people or potential selectees and how long have they served in their current position, are they promotable, do they possess the qualities being requested and/or meet all the criteria. Since the decision will have a great impact on team commitment I get feedback from the individual on their desires as well as from those who directly supervise the individual, other members of their team, and their direct branch/division chiefs. I request that an impact statement is written to let me know how losing this individual would or wouldn’t impact their mission. Lastly, time constraints. This varies from tasker to tasker. For the most part I receive at least two weeks to decide on the individual but in cases where there is a short-notice must fill, I try to expedite the other two areas and make a sound decision without any further feedback. In cases with more time, i ask feedback of my leadership team in terms of who they would select in a ranking order and collaborate on who to submit. My approach for the most part is Consultative (C1) and Autocratic (A2) when I’m limited on time. No one ever wants to be selected, but by making everyone submit a package to me and getting feedback from each individual and thone affected within their work centers as well as my leadership, I believe I’m making the best decision and using the best approach to get there.

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