Managerial Decision Making

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

1MANAGERIAL DECISION MAKING
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

2MANAGERIAL DECISION MAKING
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,

3MANAGERIAL DECISION MAKING
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.