Personal Learning Journal

This report reflects on the personal learning experience and the impact of bias in decision making process. It discusses the importance of erasing bias and implementing unbiased decisions for future development. The report also includes a vision for the future and an action plan to achieve unbiased decision making.

Running head: PERSONAL LEARNING JOURNAL
Personal Learning Journal
Nam of the Student-
Name of the University-
Author note-

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Executive Summary
Aiming to reflect and understand the personal learning experience and the related changes that
can be brought forth by the experience, this report will capture the importance of the event. The
report will also delve deeper into the theoretical perspectives related to the role of bias in
impeding the decisions. The report will also take into consideration my ideal future that hardly
believes in Bias of any kind. Followed by this, the report will also consider the concrete action
plan for the implementation of the desired goals.

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Table of Contents
Learning Experience........................................................................................................................3
The Impact of Bias in Decision Making Process.........................................................................3
Vision for the Future........................................................................................................................6
Action Plan......................................................................................................................................7
References......................................................................................................................................12

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Learning Experience
The Impact of Bias in Decision Making Process
While I was a student in high school in the year 2011, I had been entrusted with the
responsibility of organizing a group presentation related to business enterprises throughout the
world. My teacher had assigned a group which I was to lead. I was elated. However, my elation
was temporary as I realized that I had been exercising and practicing the inherent bias and
stereotypes in my group decisions. Having discharged the role of a team leader in many school
events, I was well conversant with the nuances of team building and decision-making. However,
I was not aware of the disruptive bias and stereotype that I had harbored. This time our group
was multicultural and had included students from various ethnic backgrounds. Due to the
intrinsic biased nature, I had started exercising the stereotypical notions. I was quite biased
towards the peers belonging to my country, that is, Australia. Therefore, I had decided to let my
white peers present their opinions. Despite being aware of their capabilities, I had decided not to
let the racially ethnic group to voice their opinions as I was biased towards my friends.
Additionally, I believed that students of varied ethnic groups cannot really indulge in public
speech in a predominantly White population. I was biased towards the capabilities of my friends.
Due to my biased decision of allowing my friends to speak at the presentation, I had failed as a
team leader. It was seen that the group presentation had failed miserably. My friends could
hardly present their ideas in a correct verbal manner. On the other hand, the faculty had praised
the other members for their scanty yet concrete contribution in audio and visual presentation.
The presentation had failed to garner the support of the judges because neither my friends nor the
other members could perform in a proper manner. Due to my biased nature, I had failed to
perceive that I should have equally distributed the work amongst each member.

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A closer look at the academic literature will present the fact that the presence of bias in
business decision making can pave the way for incorrect and unjustified decisions
(Montibeller,& Von Winterfeldt, 2015). Recent studies are emblematic of the notion that biased
decisions in business organizations can disrupt the various important processes related to the
organization. Another study projects that managers are often entrusted with the task of crucial
decision making (Real, Roldán& Leal, 2014). The presence of bias can impede the crucial
process of decision making. Reflecting upon the incident, it can be mentioned that I had learnt
about the manner in which bias can perpetrate the incorrect decisions and the resultant incorrect
results. I had also learnt that biased decisions needs to be erased to achieve the correct and
desired results. A closer examination of the relevant literature will project that there is a rampant
presence of bias in many parts of the world (Koch, D'mello& Sackett, 2015). Bias and
stereotypes go hand in hand. It is often seen that bias and bias exist in stereotyping the racially
diverse and ethnic groups (Brescoll, 2016). Recent statistical data and information from news
article stand as evidence for the bias that is present in every part of the world.
In the business organizations, it is crucial to arrive at decisions without any intervention
of bias. The various theoretical framework of decision making depicts the models of decision
making that are devoid of bias. According to the opinion of Holsapple, Lee-Post & Pakath
(2014), decision making is one of the most important areas of any business organization.
Decision making without bias is crucial for the future development of business organizations. It
is also revealed that in a multicultural workforce, it is important to estrange bias from any
decision. For example, in a multicultural workforce managers should resort to correct decisions
without any bias. This can ensure the development of unity amidst the diverse workforce. Studies
also present that Global Managers and their unbiased decisions are integral for managing the

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culturally diverse workforce. Theoretical positions also harp upon the idea of ‘psychological
conflicts and bias’. These refer to the inherent biases vested in a human being. The presence of
‘confirmation bias’ refers to the preconceived notions and the manner in which human beings
look for confirmation of the bias. In the above-mentioned event, the presence of ‘confirmation
bias’ had compelled me to confirm my psychological bias towards the white peers’ capabilities.
‘Psychological bias’ also consists of ‘anchoring’. This refers to the manner in which the biased
nature reaches to a conclusion without examining the real ideas. In addition to this, the
psychological bias also encompasses the notion of ‘overconfidence bias’ (Miller, Spengler &
Spengler, 2015). This refers to the manner in which human beings exhibit confidence upon the
personal preconceived notions and biased ideas.
In the given event, it is seen that I had exhibited ‘overconfidence bias’ as I had placed
my biased trust upon my peers. Thirdly, psychological bias also encompasses the idea of
Gamblers Fallacy (Msaouel et al., 2014). It refers to the manner in which the decisions are
influenced by the belief in the past events and the resultant consequences. A closer look at the
event will project that though there was no involvement of the past events, the biased decision
had disrupted the event. The above-mentioned event is important because it taught me the
negative role of bias and the importance of erasing bias to enhance the processes of decision
making. It also taught me the value of unbiased decisions at the workplace.In addition to this, the
theoretical perspectives on bias also emphasizes upon the notion of cognitive debiasing (Norman
et al., 2017). This refers to the cognitive process of mental correction that takes place after
cognitive recognition of the flaws. This can assist in erasing the presence of bias and the
resultant activities perpetrated by bias. It can be said that in the given scenario, the

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implementation of ‘cognitive debiasing’ could have ushered a proper resolution of the issue
related to faulty decision making.
Vision for the Future
It has to be accepted that a future life envisioned in the next three years will include the
best practices. The best practices in my future life will include the practices and endeavors that
does not focus on the generation of bias in the aspects of decision making. The chosen topic of
decision making will help me in the future endeavors related to business related activities in the
organization. This will also help me in successfully removing all bias while arriving at crucial
decisions in relation to the development of the organization. The chosen topic and experience
will assist in the development of my personal perceptions and cognitive ideas associated with the
presence of bias. In the future professional activities, the learnt ideologies can ensure the proper
execution of policies and notions without any tampered decisions. I envision a future life where I
have successfully incorporated cognitive debaising, which will pave the way for unbiased
decisions. Within the next three years, I envision a life that does not emphasize on the
perpetration of the stereotypical notions connected to the preconceived prejudices and ideas
about people belonging to racially and ethnic diversity. The changes that shall be incorporated
shall be reflected in the daily activities.
The previous experience had impressed upon me the need to remove bias in the decision
making processes. From the journal reflection I had learnt that depriving any section of society
based on biases can only pave the way for incorrect decision. I had also learnt that for the
concretization of the decision making, it is extremely crucial to erase the existence of bias.
Reflecting upon my learning experience, I can mention that my envisioned future life shall be
bereaved of psychological bias.

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In addition to this, I also want my future life to improve drastically in the next three
years. I can visualize a life where my activities are not implemented on the basis of cognitive
biases. In my career enterprises, I harbor a vision of exhibiting the role of an efficient team
leader who strives to take into consideration the will and capabilities of each member,
irrespective of the cultural or ethnic lineage. Within the next three years, I shall endeavor to lead
a life that does not practice or implement biased opinions that is dependent upon the personal
preferences directed towards one group or class.
I believe in the notion that after incorporating the desired and important changes, I can
bring forth improvements and the desired outcomes. I also believe in the fact that the cognitive
and personal changes can ensure the development of the correct practices. I envision a future life
where I participate in corrective practices and propagate the perpetration of correct practices in
business sector.
In addition to this, it can be mentioned that I can envision a future life where the team
works are concretized through the equal distribution of work irrespective of the preconceived
notions related to the capabilities. I can exhibit confidence in the fact that in the future, I will
resort to unbiased decision making.
Action Plan

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Goal What actions will I
take?
When How to measure the
success?
To arrive at unbiased as
well as correct decisions
in team work and other
enterprises.
 This shall be
achieved by
following an
unbiased
manner.
 This shall also
be achieved by
the deleting the
various bias that
are present
while decision
making.
 This shall also
be achieved by
taking into
consideration
the capabilities
of each member,
irrespective of
race or gender.
By the end of 2020 This can be measured by
the nature of the
decisions.
This can also be measured
by the impact and the
consequence of the
decision.
To inculcate equal
distribution of work to
 This shall be
achieved by the
By the end of 2020 This can be measured by
the nature of the

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each team member
irrespective of the
preconceived and
stereotypical biased
notions related to varied
cultural and ethnic
groups.
incorporation of
equal
representation
of each member.
 This shall be
achieved by the
inculcation of
corrective
measures in
future activities.
distributed work and the
Participation Rates of
each group member.
To arrive at proper
decision making
processes so as to enable
the equal participation of
each member
 This shall be
achieved by the
incorporation of
proper decision
making models.
 This shall be
achieved by the
implantation of
the decision
making models.
By the end of 2020 This can be measured by
the correct decision
making model that is
applied in the cases.
To incorporate the
ideologies of cognitive
debiasing to ensure the
deletion of the presence
 This shall be
achieved by
interacting with
By the end of 2020 This can be measured by
the nature and the number
of activities that are
organized. This can also

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of various biases. the members
belonging to
various culture
in an unbiased
manner.
 This shall also
be achieved by
imbibing the
new ideas that
can pave the
way for the
deletion of bias.
Recent studies
reveal that it is
crucial to erase
bias to ensure
proper decisions
(Erskine et al.,
2014).
be measured by the
manner in which I interact
with people in an equal
manner.
To take into
consideration the
perspective of each
member before arriving
 I shall achieve
this by
communicating
with each
By the end of 2020 This can be measured
by the equal
participation of each
member in the activities

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at unbiased decisions. member.
Studies reveal
that it is crucial
to establish
proper unbiased
communication
in group
activities
(Järvelä et al.,
2015).
and the unbiased
manner of the
activities. This can be
measured by the
Participation Rate of
the members.
References

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Brescoll, V. L. (2016). Leading with their hearts? How gender stereotypes of emotion lead to
biased evaluations of female leaders. The Leadership Quarterly, 27(3), 415-428. DOI:
http://dx.doi.org/10.1016/j.leaqua.2016.02.005
Erskine, M., Gregg, D., Karimi, J., & Scott, J. (2014). Business decision-making using geospatial
data: a research framework and literature review. Axioms, 3(1), 10-30. DOI:
doi:10.3390/axioms3010010
Holsapple, C., Lee-Post, A., & Pakath, R. (2014). A unified foundation for business
analytics. Decision Support Systems, 64, 130-141. DOI:
http://dx.doi.org/10.1016/j.dss.2014.05.013 0
Järvelä, S., Kirschner, P. A., Panadero, E., Malmberg, J., Phielix, C., Jaspers, J., ... & Järvenoja,
H. (2015). Enhancing socially shared regulation in collaborative learning groups:
designing for CSCL regulation tools. Educational Technology Research and
Development, 63(1), 125-142. DOI: doi:10.3390/axioms3010010
Koch, A. J., D'mello, S. D., & Sackett, P. R. (2015). A meta-analysis of gender stereotypes and
bias in experimental simulations of employment decision making. Journal of Applied
Psychology, 100(1), 128. DOI: http://dx.doi.org/10.1037/a0036734
Miller, D. J., Spengler, E. S., & Spengler, P. M. (2015). A meta-analysis of confidence and
judgment accuracy in clinical decision making. Journal of Counseling Psychology, 62(4),
553. DOI: http://dx.doi.org/10.1037/cou0000105
Montibeller, G., & Von Winterfeldt, D. (2015). Cognitive and motivational biases in decision
and risk analysis. Risk Analysis, 35(7), 1230-1251.DOI: 10.1111/risa.12360

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Msaouel, P., Kappos, T., Tasoulis, A., Apostolopoulos, A. P., Lekkas, I., Tripodaki, E. S., &
Keramaris, N. C. (2014). Assessment of cognitive biases and biostatistics knowledge of
medical residents: a multicenter, cross-sectional questionnaire study. Medical education
online, 19(1), 23646. DOI: DOI: 10.3402/meo.v19.23646
Norman, G. R., Monteiro, S. D., Sherbino, J., Ilgen, J. S., Schmidt, H. G., & Mamede, S. (2017).
The causes of errors in clinical reasoning: cognitive biases, knowledge deficits, and dual
process thinking. Academic Medicine, 92(1), 23-30. DOI:
10.1097/ACM.0000000000001421
Real, J. C., Roldán, J. L., & Leal, A. (2014). From entrepreneurial orientation and learning
orientation to business performance: analysing the mediating role of organizational
learning and the moderating effects of organizational size. British Journal of
Management, 25(2), 186-208.DOI: 10.1111/j.1467-8551.2012.00848.x