Decision Making Model: The Bibbage Can Decision Model

Most of us have to make decisions from the time we wake up until the time we go to bed at night. Answering questions like what should I eat for breakfast, can I make that yellow light and should I go to the gym or go out for pizza all require us to make a choice or a decision (Robbins, S.P., Judge, T.A., 2009). At work I am challenged with collaborating with managers and other leaders to make decisions based on scenarios and events that occur in the hospital.

Stress is a part of everyday life and as such is a part of all organisations. Cole in his 2004 book ‘Management Theory and Practice’ describes stress as:

In this paper, I expect to discuss factors which lead to stress in the workplace. Are individuals stressed in the workplace? What causes stress in the workplace? Who is mostly stressed: men or women? Are individuals being exposed to stress management techniques? By recognizing stress in the workplace, employers can act appropriately to reduce stress. The outcome can benefit social and family relationships, as well as preserve ones health and make people more productive in organizations.

"Stress should be a powerful driving force, not an obstacle” says American author Stanley Johnson. I consider stress in that sense today, but just a little while back, it wasn’t so. A few months ago, I would mull over situations which weren’t even remotely demanding, unnecessarily stressing myself. Through my eBay business, DynamicDeals101, I learned to effectively deal with situations that would otherwise seem impossible to handle.

There are many things i learned in ten weeks in D.A.R.E class. In D.A.R.E class we learned about bullying, stress, and the D.A.R.E Decision Making Model. These are the three things i will tell you about and explain why i chose them for my essay. Before i tell all my paragraphs about Bullying, stress, and the D.A.R.E Decision Making Model.

Have you ever been in a situation where you didn’t know how to respond? I sure know I have. In fact, for the past 7 weeks, the rest of my class and I have learned so many convenient things during D.A.R.E., including what to do in certain situations. Some other examples would include drug awareness, health effects, and tips on communication. Everything that we have learned are life long lessons; they will lead us to a very safe and happy life. Every week brings another lesson to mind, and as a student, I am very proud to be a part of the program.

Stress can be caused by many different things within an organisation but the main causes of stress can be broken down into “six management standards” Anon (2009) how to tackle work related stress http://www.hse.gov.uk/ I used these areas to construct the chart below and discussed stress at a team meeting and asked my team to complete a Circle of influence around areas over which they felt they had no control Appendix 1 we also discussed what we / I could do to manage the six main causes of stress

This paper explores the legal, ethical and moral issues of three healthcare colleagues by applying the D-E-C-I-D-E model as a foundation of decision making as found in Thompson, Melia, and Boyd (2006). Issues explored will be those of the actions of registered nurse (RN) John, his fiancé and also registered nurse (RN) Jane and the Director of Nursing (DON) Ms Day. Specific areas for discussion include the five moral frameworks, autonomy, beneficence, Non – maleficence, justice and veracity in relation with each person involved as supported by Arnold and Boggs (2013) and McPherson (2011). An identification and review of the breached code of ethics and the breached code of conduct in reference with the Nursing, Council, and Federation

Organizational stress can be either positive or negative or both. The outcomes linked to organizational stress determines if organizational stress is positive or negative. Stress that results in benefits to the recipients and the organization’s interests is positive. Conversely, organizational stress that results in adverse consequences to the recipients of the stressors is negative. Therefore, organizational stress is neither negative or positive, rather the output of the organizational stress is the determination factor to classify stress. As a leader, I agree with must use adaptive tools rather than technical skills to guide direct and support their followers

The focus of this research paper is on the organizational behavior regarding stress in the military. The problem-solving, integrative framework is utilized to analyze the different steps within this process where the problem is defined, potential causes of the issue are identified, and recommendations are provided to solve the issue. More specifically this research paper provides a summary of the Army, provides a synopsis of the organizational challenge of stress, and provides a list of key individuals and their roles. Use of actual experiences are incorporated in the research in order to provide more clarity. The research paper also provides an application of how behavioral style theories applied to this challenge faced by the Army.

According to Nelson and Quick the Yerkes-Dodson law is characterized by the idea that optimum stress leads to increased work performance (p.112). The law explains that a person will perform at peak performance level when healthy amounts of stress are introduced into their work environment. Stress is a mismanagement of energy in the response, or unique vulnerabilities in a person (Nelson and Quick, p.112). However, at points past healthy stress levels one should expect a diminishing return, as the individual are overstimulated and become emotionally exhausted. For instance, professional athletes are often expected to perform at this peak level of stress, thus producing high amounts of energy and performing at the expected levels. Individuals who do not experience stress stimulation often perform under expected levels and are often bored and not satisfied with work, which could result to distress. The positive stress ideology has been adopted by Genentech and makes them a staple in the work force for employee satisfaction.

According to Hayes & Weathington (2007) people who work in the service industries are constantly confronted with stressful work circumstances. As Hayes & Weathington (2007) mention managers of restaurants tend to deal with stress daily. This is true because they deal with multipronged unforeseen issues on any given day. Those issues can range from issues such as displeased customers to maintaining the standard of the restaurant (Hayes & Weathington, 2007). Dealing with stressful issues on daily occurrences can be deteriorating mentally and physically over time, resulting in many unpleasant reactions (Hayes & Weathington, 2007).

According to Kreitner and Kinicki, 2016, p. 330,” decision making entails identifying and choosing alternative solutions that lead to a desired state of affairs. In this case the model of decision making that was represented the most is the nonrational model. Under the nonrational model I would say that more of the garbage can model was represented. In this case the decision made caused a catastrophic event to occur due to the leadership making sloppy decisions. “…the garbage can model of decision making assumes that decision making does not follow an orderly series of steps (Krietner & Kinicki, 2016, p. 334)”. In this case it seems to provide the decision makers with the proper tools needed to make the safest decisions, but they choose to

Stress is not only affecting individuals, but also affects how are businesses function and how our society operates (Morrison 1).

HOW TO COUNTER THIS STRESS: Effective and efficient time management, collaboration of work ethics, social and emotional intelligence, prioritizing, goal setting, physiological resiliency (eat right to think right) and so on.