One canâ€™t make up his mind easily to make an important decision. Sometimes taking a stand can be quite hard. Effective decision making is a critical success factor for employees as well as the organization as a whole.
At times we make the most important decisions with the least amount of information. If we can recognize the barriers brought about by our psychological processes and those brought about by other external factors, we will be in a much better position to make effective decisions.
No need to be perfect. Sometimes people feel that there is one best solution and that anything else is second rated. This often leads to an unnecessarily gathering of excessive info rmation and procrastination. It makes more sense to make effective decisions rather than perfect ones.
A person may simply choose a safe option rather than an effective one just to avoid controversy. The effective person is one who can adapt use whatever happens to their benefits, so that they still are able to achieve their goals. One should not make a wrong choice.
Donâ€™t let others make decisions for you. When people wait for things to happen on their own, there is no end to the problem. To tackle this, people must learn to make their own decisions and take responsibility.
Sometimes people just select the first solution they come across. An in depth thinking may help one come up with better ideas.
People subconsciously choose a favorite alternative at the beginning. This results in the subsequent alternatives appearing in a negative light, whereas the preferred solution continues to seem superior. For example, if an employee is told to choose a site for a new factory he might quickly decide his favorite city as the location. In this manner, he may be biased in his choice.
Groups have a tendency of taking riskier decisions. In a group decision, no one person has full accountability for the consequences of a decision made by a group. For this reason individuals may feel less accountable and will consequently accept riskier and more marginal solutions.
Procrastination may become easy for any one but it can ruin their career and peace of mind. One must not be scared to take a decision because life is all about choices.
Hiring and firing:
The success or failure of any business depends on the people working for the organization. Hiring a new employee is not at all an easy task. Also, finding the candidate with the right attitude, skills and behavior can be maddening. Firing an employee is an equally painful is an equally painful process. It drains the employer emotionally. So the best way out is to hire well in the first place to escape the pain of firing an employee. The following tips should be kept in mind before hiring and firing an employee.
Hiring an employee
* The right of an organization and know all the details of the business. Then build a strong, intelligent and motivated staff.
* Best candidate: Do not be too taken in by a polished resume. Look for his intrinsic qualities and his ability to perform a task.
* Work references: Be cautious of too positive references. Sometimes the previous employers give a positive reference to get rid of bad employee and avoid legal hassles. Cross check the references confidentially.
* Second interviews: Conduct at least two interviews, as candidates are normally more relaxed during the second meeting. That is the time to catch them off-guard and judge their real selves. Many times, they give two different responses to the same question. So check out a personâ€™s personality thoroughly before hiring them.
Hiring is not a perfect process. It is highly subjective based on soft information provided by the candidate. Two interviewers carefully scrutinizing the candidate will have a fresh perspective and different understanding of the candidate.
Invest time to prepare a questionnaire to interview the candidate. Ask the same set of questions in exactly the same manner to determine and compare the responses for the applied job.
Firing an employee:
As a leader, it is your duty to explain the existing behavioral problems and give the employee a chance to improve. Cases of poor performance or repeated misbehavior might require the extreme step of firing.
* Termination is extremely emotional. Make it short and state the cause.
* Give the person an opportunity to bid good bye to co-workers.
* Extend him courtesy, do not hurt his self-esteem.
* Summarize the reasons for firing in brief.
Before termination the candidate must be informed about his weaknesses in work and he must be sent for appropriate training programs. This communication is more appropriate during Performance Appraisal and the candidate must be given 2 to 3 years to improve.