Managerial Decision Making

The skill of decision-making is considered to be most significant for managerial skills due to the inclusion of final execution step of a whole plan. Managerial decision making contributes majorly to the manager or leader in enabling company’s efforts and resources towards aims and objectives.

Running head: MANAGERIAL DECISION MAKING
MANAGERIAL DECISION MAKING
Name of the Student
Name of the University
Author Note

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Table of Contents
Introduction................................................................................................................................2
Discussion..................................................................................................................................2
Problem background:.............................................................................................................2
Problem Definition.................................................................................................................4
Solution generation................................................................................................................5
Solution Evaluation................................................................................................................8
Implementation and action plan.............................................................................................9
Conclusion..................................................................................................................................9

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Introduction
The skill of decision-making is considered to be most significant for managerial skills
due to the inclusion of final execution step of a whole plan. Managerial decision making
contributes majorly to the manager or leader in enabling company’s efforts and resources
towards aims and objectives (Harvey & Allard, 2015). The action of decision-making reflects
the concept of cognitive process, which can result in selecting alternative scenarios based on
the organizational goals. For organizations managerial decision making is a considered to be
a process of accomplishing set targets (Barak, 2016). Managerial decision making process
includes the application of various techniques, perceptions and tools for understanding the
potential impact and implementation (Phillips et al., 2016). The purpose of the paper is to
discuss about an identified problem in the workplace followed by the step of generating
solution. In the paper, the problem will be defined based on the experienced practices. The
problem that will be discussed in the paper is a past experience of workplace, diversity and
inclusion practices. The solution will be constructed based on the identified problem by
evaluating the feasibility of the problem. The paper will also present an implementation plan
of the proposed solution for poor diversity and inclusion practices. The paper will be
concluded by presenting a summary of the problem, proposed solution and action plan.
Discussion
Problem background:
Diversity and inclusion practices in organization reflect the promotion of respect,
teamwork and acceptance. These aspects contribute towards a collaborative effect for
accomplishing aims and objectives. The concept and implication of diversity and inclusion
promotes the values of respect, age differences, differences in culture value and background,

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sexual orientation, beliefs and community styles. Diversity and inclusion management helps
in innovating process, product and service offerings and background acceptance.
The problem identified in the workplace was poor management of diversity and
inclusion practices. The problem leads to various challenges in establishing workplace
synergy and in policy implementation. The problem caused limited reach of the company’s
offerings and limitation in innovative approach. The problem of diversity and inclusion
occurs in the collaboration practices of different branches, in maintaining a ratio of male and
female employees and in including a senior employee for the role of an advisor or guide. The
main source of the problem was lack of focus of the top and middle level management in
incorporating diversity management policies. The diverse workforce lacked cohesiveness and
collaborative approach for working towards a common goal. The identified problem needs to
be solved, as it is believed that the organization with the strategic management and policies
for diversity and inclusion tends to outperform the workplace with non-diverse culture or
poor management for diversity and inclusion (Kirton & Greene, 2015). The poor
management of diversity management in my workplace resulted in numerous challenges like,
the practice of respect and acceptability of cultural differences, beliefs. The workplace
experienced lacked cohesiveness in accommodating different age groups and lacked an
effective recruitment policy regarding gender equality (Syed & Ozbilgin, 2015). The main
issue stimulated from poor diversity and inclusive management is the gap in communication
throughout the workplace. Lack of shared respect among employees in the workplace will
motivate the identification of strengths of every individual. Mutual respect generates synergy
in the work environment. Poor management of diversity and inclusive practices results in
limited exposure of the company in regards with responding to potential market or customer
groups.

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Problem Definition
Incorporating diversity management in the organization will enhance the collaborative
efforts from diverse skills and backgrounds towards the aims and objective of the company.
Solving the issues related to diversity management will increase the exposure and reach of
company’s offerings in the market and for the target customer group as the people from
different background, beliefs and expertise contributes effectively towards the productivity
and to the process of including innovation in the offerings.
The workplace without proper management for implementing diversity and inclusive
practices leads to lack of mutual respect for each other, limitation on potential reach in the
market, limitation on exposure and market attainment. Ineffective management for
incorporating diversity and inclusive practices in workplace resulted in the lack of
cohesiveness and collaboration as well as reflected major communication gap in all the
functional areas.
The techniques from the concept of Cognitive Behavioural Therapy can be used for
transforming workplace culture for implementing the aspect of acceptability and
collaboration of skills and understanding for the purpose of accomplishing aims and
objectives in the organization.
The five Ws (What, Who, When, Where and Why) will help in the identification of
the root causes of identified problem in my workplace. The problem is poor management of
diversity and inclusive practices results in lack of innovative strategies and limitation in
wider reach of the company. The problem affects the employees in the workplace in regards
with acceptability, mutual understanding and respect, gap in self-growth. The problem also
affects the company (owner and top management) directly due to the gap in communication
flow and lack of potentiality in expanding the reach of product offerings. The issues

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stimulated from the problem are lack of expanding opportunity, increasing workplace
productivity to its potential and communication gap. The problem needs to be resolved for
generating a collaborative approach in accomplishing company aims and objective. The issue
occurred in every functional team of the company. Fixing the concerns will help in
motivating people from different background to come together for a better productive
approach.
Solution generation
The main purpose of generating solution for the poor management of diversity and
inclusive practices can be the increasing productivity effectively, for improving the creativity
and innovation level in every functional team. The purpose of generating solution may also
include, stimulating profits, improving employee engagement, reducing the potentiality of
employee turnover, improving the range of competencies and contributions in the workplace
(Downey et al., 2015).
The productivity of the company can be enhanced by constructing a common ground
of collaborating effort. Building a diverse team with a common goal and deadline will
encourage the team members to respect each other’s efforts, skill and contribution in the
team. This will also incorporate a sense of mutual respect amongst team members.
Collaborating experiences and expertise will stimulate a unique approach by developing the
learning and understanding capacity of each member for answering a specific problem in the
workplace.
Creativity can generate value that helps for exposing team members of a diverse
group in experiencing multiple views and perspectives from an open mind. This can help in
the development of skills and competencies in members. Contribution from each team
members with different skills and background will have to manage with acceptability and

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respect for avoiding complexity of maintaining views and contribution. Enhancement of
creativity, productivity and collaborative efforts will automatically result in increased profit
rates of the company.
Conducting information events for letting the people from different cultural
background and skills can help in stimulation of trust, understanding and respect for each
other. This step can directly contribute towards the improvement in production of the
organization. This technique can enhance employee engagement and involvement for
allocated tasks. The stimulation of employee engagement and involvement can result in lower
rates of employee turnover.
Diversity and inclusive management can induce acceptability of the skills and
expertise of employees with any cultural background or gender specifications. Incorporating
policies related to diversity and inclusion in the recruitment function of the company can
encourage a talented pool of employees irrespective of different cultural background,
ethnicity and beliefs (Huong, Zheng & Fujimoto, 2016). Collaborating efforts and skills for a
common goal will enhance the culture and performance of the company.
Diversity in the range of competencies and expertise can shape the values of the
product or service offerings of the product. It will also enhance the understanding regarding
the customer perception from different regions. The strategy can contribute to the market
expansion and customer attainment strategy (Barak, 2016).
Establishing structured policies and regulations in regards with diversity and inclusive
practices is necessary for the company, as it will act as a base for the standardization of
recruitment decisions, team building exercises and steps for employee empowerment.
Human Resource Department plays an important role in establishing and maintaining
the diversity and inclusive practices by the communication of the standardized policies

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amongst employees, functional manager and middle level managers (Noe et al., 2017).
Human Resource Department will also be responsible for evaluating or reviewing the
implemented criteria of diverse team for any concern or disruption. The recruitment policy of
the Human Resource Department should only be focussed on including required skills and
expertise in the company without the limitation on age, ethnicity and background (Farndale et
al., 2015). The recruitment policy should be designed with the strategy of maintaining a fair
ration of male and female employees in the workplace.
One of the techniques of Cognitive Behavioural Therapy that can be implemented for
generating proper management of diversity and inclusive practices is graded exposure
assignments. The aspect of exposure is considered to be a part of Cognitive Behaviour
Therapy which contributes on systematically approaching towards fear (Dobson & Dozois,
2019). Fear of working with people of different belief and background may lead to an action
of avoidance. Implementation of the technique of systematic exposure will help the
employees break the ice and develop trust and respect for people with different background,
age and expertise (Davis, Frolova & Callahan, 2016). The approach of incorporating
systematic exposure reflects on the one-to-one application. Another solution for improving
the internal business environment for the acceptance of diversity and for reflecting an
inclusive approach towards differences is locating concerns for brainstorming solutions
(Dobson & Dobson, 2018). The employees can ask to perform an activity of writing down the
concerns of working with a diverse team, which can develop the understanding of the leaders
and managers regarding the areas which needs to be resolved. Brainstorming activity for
identifying concerns by each individual team member can result in the understanding of each
other and can help in stimulating positive ideas for improvement (Sundel & Sundel, 2017).

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Solution Evaluation
The main purpose of evaluating the proposed solution for the identified problem in
my workplace is to understand the feasibility and potential degree of impact in responding to
betterment of the functional groups.
One of the proposed solution is forming a team with diverse background, skills, an
effective ration of gender and different age groups for a common goal with stipulated
deadline. The limitation in time and working towards a common goal will push the
employees to learn from each other and collaborate the skills and expertise for accomplishing
the set target. This technique can contribute towards increasing understanding and respect for
each other’s contribution in the target. Increasing trust, respect, collaborative approach,
understanding about each other’s expertise and skills will result in effective implementation
of diversity and inclusive practices. Another proposed solution is conducting informal events,
which can act as an ice breaking session for the team members with diverse background. The
informal event can help the employees learn about each other’s cultural background, views
and belief, thereby resulting in the development of trust and positive behaviour towards each
other (Kim, Lee & Kim, 2015). The involvement of HR department in the process of
incorporating diversity and inclusive management is very crucial for the establishment of
policies, communicating the standards and policies to the internal stakeholders and reviewing
the implemented strategy in the form of a response for the problem.
The techniques under Cognitive Behavioural Therapy can majorly contribute towards
the desired result of diverse and inclusive workplace. The graded exposure assignment will
generate the sense of acceptability for differences and changes by developing an open mind.
Locating concerns with the association of brainstorming session will reflect the actual
concerns and present a fresh start for practicing acceptance and collaborative approach (Mor
Barak, 2015).

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Implementation and action plan
Action/Strategy Responsibility Time Frame/Frequency
Diverse team building exercise
(with target)
Team Leaders, lower or
middle level managers
6 months (At least)
HR policies and regulations
HR assessment and reviewing
HR department Every quarter of the year
Informal events for diverse
teams
HR department/ Lower
management
Every 6 months
Structured Recruitment and
employee retention policy
HR department Throughout the year
Graded Exposure Assignments. Team leaders, lower and
middle level management
Every month
Locating concerns with
brainstorming sessions
Team Leaders, top
management and HR
department
Every 3 months
Conclusion
Therefore, it can be concluded by the paper that the concern of diversity management
can be addressed by the collaborative efforts of team, HR department and managers. The
main purpose of solving the issues in managing diversity and inclusive practices is the
implementing an approach towards accomplishment of goals and objectives in the workplace.

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