All entries for April 2011

April 29, 2011

Danger of Bias

Talking about bias in RDM PMA reminds me that during IMV our team traps in several biases that affect our decision-making as the multiplier effect. It starts with representative bias when we try to gather additional data to decide marketing tools by interviewing one or two experts. Then we take it for granted their opinion, which lead our team trap in conformation bias when having discussion in other decision methodology. We were trying to avoid any options that against our preference, which there is no second opinion to confirm our first decision. I think, second opinion is very important to avoid or at least minimize bias that affect our decision making process.


To give you illustration, back in my home country it becomes very common when people went to doctor to get diagnose about their current condition to have second opinion from another doctor just to ensure that she/he got correct diagnose. Even some people looking for third opinion! One side it’s good because you get robust decision, yet it proves that your expert is not reliable and of course wasting some resources such as; time and money!


April 26, 2011

Needs of Role Play in Group Decision–Making

Still struggling with a RDM PMA, I found that during team decision-making process there some judgmental bias occur. Thus, in order to cope this issue, people use brainstorming which very helpful to foster generation of variety idea to solve problems. By having brainstorming it could minimize most bias since critical thinking will be arise in form different point of view and new approach for problem solving. Nevertheless, it also has drawback like groupthink that might occur when team member who has strong characteristic force particular decision and avoid any challenge from other opinion, it also can be categorized as conformation trap that affect final decision. Therefore in order to minimize this issue, I think a role-play called devils' advocate is good way to ensure constructive feedback in place in order to challenge every assumption and options. Thus, as a result team member will encourage thinking critically before deciding something.


April 25, 2011

Critical Thinking in Decision–Making

Dealing with RDM PMA, I found something interesting concept about critical thinking as important aspect for decision makers. In my opinion, most decision makers make a decision based on their believe about something which lead them in judgmental bias, for instance conformation trap or anchor heuristic. Thus, in order to avoid this potential issue, decision makers should employ critical thinking whenever make decision. Critical thinking means, decision makers analyze, evaluate and challenge what they belief in particular subject in order to minimize bias and make certain judgment in objective manner. By having this approach in mind, decision makers will able improve the quality of the decision itself. However, it will probably depend on the leadership style of decision makers. Let say, the leader is autocratic. She/he will not listen to any input from  followers which lead to foster creation of judgmental bias when a decision need to be made since leader will rely on her/his intuition or certain knowledge without taking any input from others, which trigger me to conclude, in my opinion, that decision makers’ behavior and leadership style will affect quality of decision.


April 24, 2011

A bizarre PMA

The RDM PMA in my opinion is really-really challenging since it emphasizes on how we critique our decision methodology approach which very limited word compare to other assignments. Thus, it requires our good analysis and decision to consider and choose which parameters should be discussed in PMA. Another decision! Yet, with word limitation in place, we should enhance our communication skill to deliver what we thought in very crystal manner. Hopefully some literature review that I found will help me finish this PMA on time. 


April 12, 2011

Mix Match of Decision Making

Time to reflect about what I have done in last KBAM in module session. In day one, we’ve been asked to act as government of one country that deals with climate change issue, which our main task is to foster that citizen awareness to provide substantial contribution in order make a better world in future, whilst at the same time government should, at least maintain or increase, their credibility for the next election.

The lesson learned that I capture from this exercise is, our team approached based on democratic style which view everybody opinion as integral part before making decision. Yet, there is no leader in our team and we never thought that this element is one of the critical elements in decision-making. At first, we felt that it’s not necessary to have leader with our team, but then we realize in the end of the exercise that by having leader we can create vision act as engine to align individual goals toward achievement the shared goals, which are increase level of awareness of climate change impact and credibility of government.

In the context of the exercise and correlation with module, I feel it’s not directly connected since it’s more emphasized on how we make robust decision-making. Yet, I realize that the connection between exercise and the module lays on ability of policy maker to manage their asset (budget) and knowledge in order to maximize the contribution for each decision taken. Thus, it’s related to another my lesson learned that I’m not utilizing those two critical elements during exercise. As consequence, our output from our decision is slightly disappointed for me in the context of credibility, although we succeed to reach certain level of awareness.

This exercise reminds me that, in every decision that related to many people interest should consider every aspect to manage asset and knowledge in the effective and efficient manner in order to result robust decision. 


Start with EFQM and end with EFQM

This week is about KBAM, like everybody said it’s a hugeeee topic and our job is to convince board director to accept our proposal. It’s quite challenging since this role play represent a real life phenomenon event that we will face in next 7 months later from now.

I’ve tried to make correlation about my topic in Health, Safety & Environment (HSE) with EFQM excellence model. Then I realize when I re-read again all the criterion and found that our MBE module was designed based on this framework! CMIIW…. And other module like FACS act as supportive element that needed in order to manage our financial asset (tangible & intangible) so they can give substantial benefit for organization overall performance.

Nevertheless, each aspect in asset management is related each other and there is inter-dependency between them. It’s like complex human organ that if one organ (function) malfunctions, it will have direct and indirect impact to other which eventually impact overall performance of the person itself.

In the context of HSE, more and more people now aware about this factor and will become more important in future. Thus, commitment from leader to put strong consideration in this area is very crucial in order to sustain in the long-term horizon. If I may use, my previous company jargon in the HSE, it says, “One Accident is one to many!” so it means, organization should aim to achieve zero accident in every single their working place. Even, in my previous organization they do some “investment” in training to “protect” their most valuable asset in company (i.e. people) from potential danger in every possible scenario by conducting comprehensive training like, first aid, using fire extinguisher and driving skills. By having this practice in place, it shows that organization show strong commitment to ensure a safe and healthy working environment for people within organization as mention in one criterion in EFQM. 


April 09, 2011

Rewards system

Only couple days left to LE PMA submission and I’m still trying to finish the essay. What bother me now is the about rewards system. I found that, an effective leader should emphasize to use intrinsic rewards approach that based on system-wide in order to foster workmanship and build strong relationship. However, this is not an easy approach since the current system work based on extrinsic rewards, which believed can make people within organization achieve the goals. Using extrinsic approach seems become effective way to motivate people to achieve certain goals, however level of performance will be limited to only achieve certain point. However, by using intrinsic approach, it will encourage people to perform beyond the expectation in the voluntary manner. Thus, I’m confused now. Which approach should I apply when I become a leader in organization that has already established system in the future?


April 07, 2011

Does size matters for situational leaders?

I was studying and trying to solve LE PMA in last 4 days. It’s taught and quite challenging assignment. I found several interesting issue when reading about situational leadership approach. It seems very comprehensive approach that leaders should be adaptive to different situation in order to achieve shared goals. Thus, the ability to shift from supportive to directive becomes most important thing for this kind of leader. However, in my opinion it’s quite difficult for leader to always changing time to time and tries to suit to every people within organization. Imagine if a leader that employ more than 100,000 employees across the world. Should she/he adjust to every employee characteristic? Or which employee characters should she/he should approach? Perhaps, if a leader manage in small numbers of followers, let say 10-20 people, this approach could be very good to be implemented. Thus I found some interesting that this approach has received acknowledgement from scholars which result criticism, does this approach applicable for workplace environment? 


April 2011

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