Organizational Culture and Quality Human Resource Management

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Organizational Culture and Quality Human Resource Management
Intuition and Decision Making
Intuition is defined as the ability to comprehend things without consciously thinking about them (Sylvia, 2014). It is a common phenomenon that people colloquially refer to as ‘trusting your gut’. Intuition is like a sixth sense, and like all senses, it is not infallible. Therefore, when faced with incomplete information or time when making decisions, people employing their sixth sense might make horrendous decisions or if they are lucky good decisions with great outcomes. An instance where I used my intuition was when I encountered a dangerous man on my way to college, who at the time I was unaware was a locally wanted man. When he approached me pretending to ask me for directions I could feel that something was off about his demeanor. When he insisted he did not understand my instructions and needed to be accompanied, I pretended to have forgotten something at the restaurant I had just left and did not come out. Later, I realized when watching the news that evening, that he was a conman, feigning helplessness so he could drug and rob unsuspecting victims. He was guilty of over 100 counts of robbery.
Decision-making is supposed to be a strategic choice and not a feature of people’s personalities. Leaders cognizant of the different approaches to decision-making can adapt to different situations easily. There are four styles of decision-making and they include directive, conceptual, analytical and behavioral decision-making (Limbare, 2012). Directive decision-makers are rational, depending on experience; this allows them to make quick decisions. Conceptual methods rely on a more social approach that involves other creative people, numerous ideas and perspectives for long-term decisions. Behavioral style employs group-think, proactive communication with others to get feedback, and the use of past decisions. Analytical methods depend on a host of information and second opinions to support decisions (Limbare, 2012). An analytical approach is more useful as it is fact based and incorporates multiple perspectives of different people which exposed more issues that one person cannot see.
Organizational Culture and the Competing Value Framework
Organizational culture refers to the collective be...