Reorganisation of Boardman Management Group

The decision making process includes cognitive processes that eventually lead to a choice in action while taking into consideration the alternative possibilities (Allen, Dorozenko, & Roberts, 2016). Not all choices have to lead to an action. The values and preferences of the person making the choice also comes into play when making the final decision. Problem-solving to obtain a certain goal or satisfactory by a solution is the main reason people go through the decision making process (Stefaniak, & Tracey, 2014). This process has many factors that end with one final result or solution. The decisions made can be rational or irrational and can be determined by explicit or tacit knowledge (Qingyao, Dongyu, & Weihua, 2016). Since the decision making process can be very difficult at time, psychologists have viewed the process in different perspectives to get a better understanding (Rossi, Picchi, Di Stefano, Marongiu, & Scarsini, 2015). The different perspectives include; psychological, cognitive, and normative or communicative rationality.

For the most part, our decision-making processes are either sub-conscious or made fairly quickly due to the nature of the decision before us. Most of us don't spend much time deciding what to have for lunch, what to wear, or what to watch on television. For other, more complex decisions, we need to spend more time and analyze the elements of the decision and potential consequences. To assist with this, many people employ the use of a decision-making model. Utilizing a

Proponents of the MBTI claim it is the most widely used psychometric test in the world, with an estimated 3.5m tests administered each year in the US alone. It has been translated into two dozen languages and is used in Canada, the UK, Australia, New Zealand, Japan, Germany, Italy, Singapore, Korea and many other countries. Its popularity owes much to the fact that business communities across the globe have found it of practical value – not least because of empirical evidence correlating ‘psychological type’ (as defined by the MBTI) with occupational role. The tool is used to assist decision-making in a variety of management training and personnel areas, including recruitment and selection, career counselling, team-building, organisational change, individual and

From the MBTI test, I got the INFJ personality. The energy comes from me, so I can drive, lead my future employees to achieve on the strategic plan of the organization and know how to develop employees’ skills. Also, I understand, care other’ feeling and have an empathy to others. This will help to learn and help people to have a work life balance. People should have work life balance because they may less stress on their jobs and life. They will well perform on their responsibilities.

The MBTI assessment was an extremely useful tool in helping me to understand my inner world, assessing the way I think and behave. Dr. Robert Prescott in OB often emphasizes that we judge ourselves by our intentions, but others judge us by our behaviors. My personality type is reported as INFJ. The information provided in the assessment was a little overwhelming at first and has applications that reach well beyond the topic of change. I have learned that effectively managing change in the business world requires that I understand and manage change personally first; the MBTI is a start in that direction. I have begun to pay attention to my external behaviors, and realize that I can manage those behaviors to facilitate change. Change is often generated in business via external drivers, and to survive that change it becomes necessary to adapt my behaviors successfully to the changing environment.

Barrick, M. R., & Mount, M. K. (1991). The big five personality dimensions and job performance: A meta-analysis. Personnel Psychology, 44(1), 1-26.

Decisions made by using intuitive decisionmaking are determined based on knowledge, judgment, experience, education, intelligence, boldness, perception, and character. (ADRP 6-0, 2-47) Because it is based on these elements, unlike analytical decisionmaking, intuitive is a more rapid approach to making a

The MBTI results have brought forth many questions that for many people. However, the results are not definite, but alines a person with certain expectation of the the results. In order to get a precise idea about anyone, you will have to get to know them personally. Conflicts arise when generalization concludes everyone in the same category, reason being that humans changes depended upon their environment and situation. These tests may be great for determining success, however they lack the candidate’s values, motives, and work styles and will not give the final verdict for which is right for the job. The assessment of personality should not be

The Myers Briggs Type Indicator (MBTI) created a strange feeling of joy mixed with feelings of remorse at the same time; I have all these characteristics and still I did not get any leadership role in my life career! Therefore, I believe there are some competencies need to develop. For instance, ENTJs type have difficulty to communicates with SFs type which means I need to develop my Negotiating & Persuasion skills. Furthermore, ENTJs type can be tolerant in the procedures which can lead to loss control the employee and obstacle to achieving the goals. Therefore, I need to develop social awareness skills at workplace to be more flexible with zero tolerance.

The California Psychological Inventory (CPI) is a sophisticated assessment developed to not only measure personality but also to predict how people will react in different situation. It is a more indepth version of MBTI. The purpose of this test is to provide a portrait of both personal and work related characteristics. It is a self-report inventory, and a personality assessment. It is empirically derived by test taker’s drives, motivations, interpersonal style, and ways of leading. CPI used common factors that are easier to be understood by test takers to measure their interpersonal skills, self-management skills, motivation and thinking styles, and personal characteristics. Your CPI report is divided into four parts, however, we will only discuss the first, second and the last part of the result in the report.

The rational decision-making model describes a series of steps that decision makers should consider if their goal is to maximize the quality of their outcome. In other words, if you want to make sure that you make the best choice, going through the formal steps of the rational decision-making model may make sense. The following are the steps taken to come to a rational decision: 1. Identify the problem, 2. Establish decision criteria, 3. Weigh decision criteria, 4. Generate alternatives, 5. Evaluate the alternative, 6. Choose the best alternative, 7. Implement the decision, 8. Evaluate the decision.

The role of the Myers & Briggs instrument is to help choose careers and help manage career changes at every step in life ( Myers & Briggs Foundation, 2010). This activity helped to identify the various personality styles within the team and techniques that would need to be implemented by the CNO through individual and group interactions.

Companies have started to use personality tests in the past five years so that they can find a potential employee’s strengths and weaknesses. If questions and answers are quite accurate and test is done properly it can help an employer to find more about person’s advantages and disadvantages. It is very important to know because one of the most important points is that most of personality tests help to recognize unqualified candidates. “Although experts warn that many personality assessments don't deliver what they promise, legitimate scientifically validated tests are helping employers evaluate job candidates to select those best suited for particular positions. Other tests are designed to measure intelligence, honesty, management aptitude and other qualities.”

The purpose of this report is to use the available personality tests to provide us, as an individual with a more detailed understanding of our mental preferences. I will compare and contrast the results from the three tests I undertake and use them to find out what career paths would better suit my preferences. The knowledge I will gain about myself and about Belbin’s theory of team roles will allow me to work out what role would best suit me on our team-working field exercise.

Many methods have been developed to simplify the decision making process. In this paper, the rational model of decision making will be discussed first. Then, some of the factors that cause deviation in the rational