Creating Training Tools Essay

The challenge when working with others to make a decision is that we all have our own methods of coming to a conclusion. The rational decision-making model is comprehensive in the fact that it requires the decision maker to define the problem, identify criteria for making the decision, weight the criteria, develop alternatives, evaluate alternatives and finally select the best alternative (Robbins, S.P., Judge, T.A. 2009). The challenge with utilizing this method is the fact that most of the time in real world situations, facts are either limited or missed, time compression causes an oversight on all potential alternatives and people tend to choose the easier route to make decisions (Robbins, S.P., Judge, T.A., 2009). Intuition is a powerful tool, however it can also lead to quick and potentially bad decisions (Robbins, S.P., Judge, T.A., 2009). I can recall a conversation with a leader about an employee that made an error administering a medication. The manager had not spoken with the employee or

Or Gary Smalley’s animal personality for a simpler approach. These tests give us detail and a direct correlation for improvement. The Gallup test itself is entirely based on their own, unpublished database. Which does not enjoy 100% accuracy, nor is there a way to verify their claims. Finally I do not agree with the basic equation that talents, or innate abilities multiple the investment, or time spent in developing a strength. Not only are “talents” not a fixed variable, but it completely removes any notion of personal motivation. To have meet the goals of improving people’s strengths, Gallup needed to narrow their focus, provide in-depth feedback, and publish their evidence that the test is based upon. Without these improvements Strength’s finder 2.0 cannot meet it stated goals of improving people’s strengths in order to make them more productive and emotional engaged in their work.

Strengths Finder 2.0 uses an online assessment to evaluate the individuals unique talents by having the taker rate how they view a particular question in 20 seconds or less (Rath, 2007). After taking the assessment, my five strengths were determined to be achiever, maximizer, input, arranger, and

The purpose of the Clifton Strength Finder is identification of the unique and natural abilities you possess. The Clifton Strength Finder reveals my innate aptitude falls into the themes of connectedness, empathy, belief, relator, and developer. These themes have implications for the way my inherent strengths can best be utilized within my personal and professional life. The theme of developer highlights my natural inclination for seeing the potential within others rather than limitations, moreover the gift of creating experiences

Based on the Clifton Strengths Assessment my top five strengths are strategic, deliberative, learner, maximize and individualization. As an individual, I rarely look into my weakness. I believe that when your too focused on your weakness, you forget about your strengths. Everything the book said is true, and we need to take the time to look at our strengths and make it perfect. It is true that in this world or the school system, we are taught to look at our weakness and correct it so that we can become stronger in our life. This book brings out the truth that I longed to hear for a long time. Invariably, I hear my professor tell their students that for them success in life, they must practice and look at our weakness. This book proves it wrong because for us to become successful, we must stay to our strengths’ path.

Randy Hirokawa and Dennis Gouran developed the Functional Perspective on Group Decision Making theory to “offer practical advice on how participants can act to ensure better group decisions” (Hirokawa, 1999, p. 170). They believe that as long as the members in a group care about the issue and are reasonably intelligent, the group interaction will have a positive effect on the final decision. In order for a group to reach a high-quality solution, Hirokawa and Gouran believe the group 's decision-making process needs to fulfill four task requirements they refer to as requisite functions of effective decision making. "Three core assumptions define the functional perspective: (1) groups are goal oriented; (2) group performance varies in quality and quantity, and can be evaluated; and (3) internal and external factors influence group performance via the interaction process.” (Wittenbaum, 2004 p. 19).

Tom Rath’s “Strengths Finder 2.0” on-line assessment identified that my top five strengths are: Strategic, Focus, Futuristic, Significance, and Learner. I see the Strength Finder Assessment as a great opportunity to get to know my personal strengths and it motivates me to work and practice my talents rather than trying to fix my weaknesses. Looking only at my strengths is a new type of skills-building which allows me to stay focus on my talents.

Every action a person takes is the result of having thought about what it is they think they should do and then doing it. Life is riddled with problems that require solving. Decisions are complex matters that require careful judgment and problem analysis especially when one is in a role where others look up to them and are affected by their decisions.

My top strength identified was the Achiever theme. Achiever describes the need for constant achievement. Achievers have the capacity and the drive to keep taking on new challenges and strive toward new goals (Rath, 2007). This description is accurate in that I enjoy a new challenge and like to keep busy working towards anything with some sort of successful outcome. I welcome the opportunity to do something better, more perfectly, or more complete which motivates me to a higher level (Rath, 2007).

The aim of this unit is to reflect upon, justify and evaluate my own assessment methods and decisions in my specialist area, which is Employability Skills.

I like to be Faced with any given scenario they can quickly spot the relevant patterns and issues.. I improve things about myself and other people or situations. I am “fascinated by problems that puzzle,confound or frustrate most people”. My other strength is Belief. I have certain core values that are unchanging. My family is my top priority and I am driven by my talents. The strengthsquest helped me understand who really I am. I am always been an independent person who wants to complete every wish my family dreams about. A person who’s only goal in life is to make my life proud. It helped me understand what are my quantiles that my friends and family like about me. It showed me what are my strong point are like my beliefs. It also helped me what my strong leadership skills

Hammond, Keeney & Raiffa (2013) stated it is best to make a decision after you have considered all viewpoints, take a biased outlook, remain objective, and do not make a rational decision based on comfortability. Furthermore, our decision making affects the core of the issue, the way a person think proceed their ability to be effective. Change your way of thing, how you arrive by connecting your thought process, then you are able to develop an effective decision (Hammond, et al., 2013) In additional to your ability to think rationally, is also your inability to project, thinking beyond your ability to produce, previous decision by digging deeper into a bad decision without recovering the lost (Hammond, et al.,

The decision is to select an action among a number of actions that solves a given problem, that prevents a problem from happening, or that forces to apply new ideas for development. The need for understanding decision making process is increasing because the complexity of modern organizations is increasing, and because the modern organizations' effectiveness depends on the decisions made by the managers. The question is how to select the most appropriate action to solve the problem satisfying all stakeholders.

By designing and implementing an orientation and training program, a company can expect to receive benefits. These benefits may include improved communications, knowledgeable employees, increased productivity, and improved employee satisfaction levels. This training could also have impact on employee retention, thus lowering turnover rates, which can cause a company valuable time and money. In designing these types of programs, a company should assess the needs of itself and employees.

Good decision making is one of the factors that we teachers must attain. Good decision making makes the teachers a good agent of learning to students and good decision making makes the teachers more effective in teaching-learning processes. We often think before we decide. Although in some cases, we make snap decisions maybe because of factors that affect our abilities to decide on a choice. Likewise, if we encountered a problem in teaching whereas the solution is a making a decision that can somehow affect you and your students but because of a factor, like time constraints, you need to decide fast. Do you still think of it critically and analyze each of the choices you have or not?