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3 pages/≈825 words
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APA
Subject:
Business & Marketing
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English (U.S.)
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Topic:

Managerial Decison Making: 4 questions (Essay Sample)

Instructions:
1. Discuss some of the reasons why managers continue to use unstructured employment interviews despite the abundant evidence that they are not useful for predicting future job performance. 2. Research Kurt Lewin's model for change. Then, discuss the three-staged de-biasing process (unfreezing, change, and refreezing) and explain the mechanisms that make each of them hard to implement. In your discussion, include how you believe such a process can help you, personally, to improve your decision-making. 3. Conduct an Internet search for information on linear decision-making. Then, discuss your findings and contrast it with what the authors offer in the textbook. Next, discuss how a linear decision-making model could have helped you in making a past decision. 4. Bazerman and Moore suggest that we should understand the biases of others. Discuss this concept in terms of why it is important for us to understand other peoples' biases. In your discussion, focus on how you might be able to improve your decision-making in a group setting. Ensure each question is separated and labeled by question number. Course Textbook Bazerman, M. H., & Moore, D.A. (2009). Judgment in managerial decision making (7th ed.). Hoboken, NJ: Wiley. source..
Content:
Managerial Decision Making: Course Work (Your name) (Course instructor) (Course title) (Date of submission) Q1: Unstructured job interviews refer to interviews where questions are altered based on how the interviewee responds to questions. Whereas, the interviewer may have some questions prepared in advance, the direction of the interview is rather casual. Questions just flow depending on the direction that the conversation takes. In most cases, these types of interviews are regarded as less intimidating in comparison to formal interviews. However, this method cannot be regarded as reliable since every interviewee is asked questions that may not be the same. Despite research showing that unstructured interviews may not be useful in determining future performance by a candidate, many of the managers still employ this method in their personnel selection. This may be attributed to the fact that unstructured interview assist a lot in addressing a particular interesting issue, which may not have been outlined in the candidates application or resume. However, such an issue may be significant with regard to the job. In addition, managers may prefer this type of interviewing since they may find interviewees thoughts on a certain topic interesting and significant to the conversation. Therefore, this format will enable the interviewer to proceed deeper with that issue. Though a candidate may be prepared in any kind of interview, it is much easier to determine the performance of a candidate who is subjected to pressure in the case of unstructured interview. In addition, this type of interviewing makes it possible to explore other statements and ideas that may pop up in the course of interviewing. For instance, an interviewer may want to scrutinize a candidate on the reasons of his or her leaving previous jobs or to provide details concerning previous job experiences. These issues may not be in a candidate’s resume or application. Q2 Kurt Lewin came up with ...
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