April 19, 2012

…robust



Just came across an article capturing comments from foreigners working in Thailand with Thai people.

They mentions that there are 10 working habits that hold them back from career advance, and one of those are "unable to make robust decision, and thus, they tend to react to problem rather than being proactive."

Indeed it would save time and prevent the spread of damage if one is to make robust decision that take into account noises and uncertainty, at least the problems are foreseen and some preventive measures could be in place.

What would make a manager get into a habit of using techniques and decision-making tools when he has to make decisions?


- 2 comments by 2 or more people Not publicly viewable

  1. Pinthida Thanatipanont

    I guess that there are endless answers to your question. One definitely though, would have to with what motives may lie within that manager. Is he worried about the consequences and hence his potential job promotion? Is he motivated to try best to make a robust decision and hence hopefully save some costs which may later be attributed to his bonuses? Or is he simply the kind of manager we all want, whereby, likes to make decisions based on robustness and considers as many possibilities, impacts, etc… as possible – because thats the value he holds – to achieve excellence. And through this achievement, he is motivated.

    I guess it would have to do both with the knowledge of decision making tools, biases, issues associated with robust decisions we learnt in RDM, as well as knowledge management, asset management, and organizational culture. All in all, this sounds inclusive but nevertheless in practice, the scope of all these issues are so HUGE (as we are experiencing right now).

    So now my question is – how would we source all of the knowledge with these issues and how can we distribute them throughout our organizations and achieve a learning culture and excellence?

    19 Apr 2012, 15:05

  2. Ungsutorn Thavornlertrat

    ...yes, it has to do very much with working culture, organizational culture, motivation in workplace, and how manager perceive his organization.

    most of all, I think they lack accountability, they are manager, but they way they do their works are totally selfish sometimes and what they all think about is saving their asses LOL (this, I personally observed some heads and managers I used to work with).

    Seriously I don’t think people who do not take responsibility of what they do would care much about making a robust decision.

    I think it is very important that organization don’t breed this kind of employees, more than that, it is also organizations’ responsibility to treat their people right, and to make everyone work together like a team.

    21 Apr 2012, 19:39


Add a comment

You are not allowed to comment on this entry as it has restricted commenting permissions.

April 2012

Mo Tu We Th Fr Sa Su
Mar |  Today  | May
                  1
2 3 4 5 6 7 8
9 10 11 12 13 14 15
16 17 18 19 20 21 22
23 24 25 26 27 28 29
30                  

Search this blog

Tags

Galleries

Most recent comments

  • in this case, it is the weakness in Thai labour law, even if it is there to protect employees, the g… by Ungsutorn Thavornlertrat on this entry
  • http://www2.warwick.ac.uk/fac/sci/wmg/ftmsc/modules/modulelist/kbam/seminars/outcomes/seminar_6/ a s… by Pinthida Thanatipanont on this entry
  • This is a good example of KM, I agree. However, this situation will not happen most of the time only… by Majdi Bdewi on this entry
  • Yep, it's like we don't really tell our work colleagues about what we do, who we are, or how we feel… by Pinthida Thanatipanont on this entry
  • yep thats true. it's happening in almost every top organizations in Thailand – as far as I am concer… by Pinthida Thanatipanont on this entry

Blog archive

Loading…
Not signed in
Sign in

Powered by BlogBuilder
© MMXIX