University Report: Managerial Decision Making Solution Application

This report examines managerial decision-making processes within the context of Talent Plus, a human resources consulting firm. The report begins by identifying the problem of high expatriate staff turnover due to a lack of financial rewards. It then explores the necessity of solving this problem and generates potential solutions using the Six Hats method. The solutions are evaluated using a screening matrix, and a force field analysis is conducted to assess potential implementation challenges. A decision tree is employed to guide the implementation of a new incentive system, which is proposed as the most effective solution. The report concludes by discussing the positive impact of the solution on employee motivation and organizational performance, emphasizing the importance of retaining expatriate staff through appropriate financial incentives. The analysis draws on academic research to support its findings and recommendations.

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 to Talent Plus..............................................................................................................2
Overview of the scenario.................................................................................................................2
Problem statement...........................................................................................................................3
Necessity for solving the problem...................................................................................................4
Solution generation (Six hats).........................................................................................................4
Solution evaluation (Screening matrix)...........................................................................................5
Possible problem to implementation (Force Field analysis)............................................................6
Decision tree....................................................................................................................................7
Impact of solution............................................................................................................................7
Conclusion.......................................................................................................................................7
References........................................................................................................................................9

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Introduction to Talent Plus
The organization, Talent Plus, is a private organization which was established in the year
1989 by Dr. William E. Hall, Kimberly Rath, Doug Rath and Sandy Maxwell with the objective
of applying science for identifying the talents that are resident among the individuals (Talent
Plus., 2019 Talent Plus., 2019). The organization aimed at providing global human resource
consulting based operations for identifying and examining the aptitude of the different
individuals. The reliable and validated instruments that are used by the organization enabled the
same in assessing the aptitude while placing them in different job positions. The organization
made an expansion to over 20 countries and over 400 clients with the objective of ensuring the
sustenance of the venture (Talent Plus., 2019). However, there are significant issues that are
being faced by the organization which affected the performance of the same while operation in
orientation with the needs of the clients. Therefore, the research will identify the issue that is
being faced by the organization and develop a decision for improving the performance of the
business.
Overview of the scenario
The organization holds its worldwide operations through the different branches that are
being established in the diverse economies. The organization holds polycentric approach with the
objective of recruiting the managers in the organization. However, it has been noticed that the
lower amount of amenities and facilities that are made available to the expatriates maximized the
rate of staff turnover. Chandani et al. (2016) stated that the motivation of the employees is
specifically based on the financial rewards and recognitions that are provided by the
organizations for their contributions to the growth of the ventures. In this relation, the lack of
sufficient perks and amenities relating to healthcare, incentives and extra payments to the

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expatriates of the organization minimized the engagement of the remaining staff members while
operating in the different global branches of the organization.
According to an expatriate employee of the organization, the venture provided little
incentives for the lead analyst role that was played by the person in the organization’s Nebraska
office, which was not sufficient for continuing with the post (Talent Plus., 2019). Merriman et al.
(2016) stated that the financial rewards enables an organization in continuing with the
effectiveness of the operations while operating in the different markets. The diminished levels of
motivation among the employees affected their capability of being engaged in their respective
job roles or bearing the costs relating to livelihood (Osborne & Hammoud, 2017). On the
contrary, lower level of involvement of the staff members in the different developmental
operations of the venture restricted the performance and growth of the venture as per the mission
of the same. Smith and Bititci (2017) stated that the collaborative functioning of the
stakeholders contribute to the organizational operations. On the other hand, Aguenza and Som
(2018) noticed that the most of the employees collaborate with the organization based on their
level of motivation. Therefore, the lower levels of motivation among the expatriates of Talent
Plus due to the absence of suitable financial rewards structure for their respective job roles
affected their rate of involvement and retention.
Problem statement
The lack of financial rewards structure of talent plus resulted to higher rate of turnover
among the expatriates.

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Necessity for solving the problem
The problem that is being faced by the organization must be solved as persistence of the
issues might affect the competitive position of the venture. The higher rates of turnover among
the expatriates have already started affecting the rate of operations of the venture in their
different locations resulting to lower profitability (Singh, 2016). Therefore, the issue that is
being faced by the organization is specifically complex and needs modifications in the processes.
The modifications in the process design would permit the organization in improving the
performance through better engagement of the expatriate staffs. On the other hand, the lack of
efficient reward systems also resulted to lack of motivation towards work among the employees.
Therefore, the problem must be solved by the organization in order to continue with the
operations as per the strategic goals of sustenance.
Solution generation (Six hats)
#1. Red hat- Empathizing on the situations that are faced by the expatriates: The organization
might hold steady links of communication with the employees with the objective of identifying
and examining the needs of the same while operating as expatriates for the organization.
However, the company would take no steps to mitigate the issues that are being faced by the
employees which would eventually bring no change in the organizational situation.
#2. Blue hat- Planning to introduce a new incentive system: The organization might take steps
to develop a new incentive structure with the objective of fulfilling the needs of the expatriates
while minimizing the rate of turnover among the same. The introduction of a new incentive
structure would enable the organization in motivating the employees for maximized involvement
in their diversified job positions.

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#3. Yellow hat- Negotiating with the employees and showcasing the positive side of their job
role: The organization might take steps to negotiate with the employees on specific terms of the
positivity that is being held by their job positions. Frequent communication with the employees
might enable the organization in making the same aware of the unique job position with the
objective of keeping the same motivated towards the work.
#4. Black hat- Suppressing the employees through logical conversations: the organization
might take steps to suppress the employees through logical conversations based on their job
responsibilities, which they are failing to follow. As per the solution, the organization would take
no steps to bring forth changes in the remuneration system but force the employees towards
fulfilling their responsibilities through compelling arguments.
Solution evaluation (Screening matrix)
Baseline Alternatives
Criteria
Current
solution #1 #2 #3 #4
Feasibility 2 -1 2 1 1
Cost 3 2 -1 1 1
Long term
benefit 4 1 3 -1 0
Maintainabili
ty 3 -2 2 1 0
Availability
of resources 1 1 -1 -1 -1
Sum of
positives 3 7 3 2
Sum of
negatives 3 2 2 1
Sum of
neutrals 0 0 0 0
Total 0 5 1 1

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Implementation
of new incentive
strategy for the
expatriates
Forces against change Forces for change
Increasing operational cost
Lower profit margins
Employee motivation
Expansion of venture through
improved performance
The screening matrix identifid the most effective solution which might be introduced by
the venture through a new incentive structure for motivating and empowering the activities of the
expatriate staff memebers. The introduction of the new incentive structure (#2) will not only
support the organizational operations through expatriate retention, but also permit the venture in
improving the rate of operations in the different nations.
Possible problem to implementation (Force Field analysis)
Figure: Force Field Analysis
(Source: author)
The possible problems that might be encountered by the organization while implementing
the new incentive structure for the expatriates are specifically reliant on the increasing
operational costs of the venture. On the other hand, the lower rates of profit margins through
increased cost of operations would tentatively affect the sustenance of the venture while
functioning in the different markets. The hierarchy of management might resist to the change due

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to the lower levels of profitability of the venture through an increase in the operational expenses.
However, it might also be noted that the remodeling of the incentive structure would permit the
organization in keeping the workforce motivated and thereby support long term growth of the
same. Therefore, the force field analysis reflected on the different issues and drivers for the
change in the organizational operations while corresponding to the emerging needs of the
workforce for motivation.

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New incentive system
Identify the resources
No Yes
Choosing alternate
action
Cost analysis
Feasible
No Yes
Review cost Meeting with the executives
No
Find out reason
Yes
Employee feedback
No Yes
ImplementReconsidering the
plan
Meeting with
the executives
No
Yes
Opt for the
next one
Feedbacks from
the employees
Yes No
Execute the plan
Set new strategy
Decision tree

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Impact of solution
The implementation of new incentive structure would not only support the organization
in retaining the trust and confidence of the expatriates but also permit the same in developing
dynamic resources for the growth of the venture worldwide. The maximized engagement of the
stakeholders in the different processes facilitates the organizations in improving the rate of
operations of the venture (Saratun, 2016). Minimization of staff turnover and maximized
engagement of the expatriates in the different global operations would support the venture in
gaining the sustenance as per the strategic objectives of the same. Therefore, it might be noted
that the solution would stimulate the operations that are currently undertaken by the expatriates
in the different locations. On the other hand, the incentive scheme would enable the organization
in reducing the rate of turnover while influencing motivation among the workforce.
Conclusion
Therefore, from the above analysis it might be stated that the Talent Plus might take steps
to introduce a new incentive policy with the objective of meeting the expectations of the
expatriate staff members while motivating the same to facilitate uninterrupted functioning. The
research identified the problem that was faced by the organization and developed a set of
solutions for the same. However, a single solution was chosen in the course of research through
the application of the screening matrix and the feasibility of the option was assessed through
Force Field. Therefore, the research developed a decision for the organization with the purpose
of mitigating the issues encountered by the same.

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References
Aguenza, B. B., & Som, A. P. M. (2018). Motivational factors of employee retention and
engagement in organizations. IJAME.
Chandani, A., Mehta, M., Mall, A., & Khokhar, V. (2016). Employee engagement: A review
paper on factors affecting employee engagement. Indian Journal of Science and
Technology, 9(15), 1-7.
Merriman, K. K., Sen, S., Felo, A. J., & Litzky, B. E. (2016). Employees and sustainability: the
role of incentives. Journal of Managerial Psychology, 31(4), 820-836.
Osborne, S., & Hammoud, M. S. (2017). Effective employee engagement in the
workplace. International Journal of Applied Management and Technology, 16(1), 4.
Saratun, M. (2016). Performance management to enhance employee engagement for corporate
sustainability. Asia-Pacific Journal of Business Administration, 8(1), 84-102.
Singh, R. (2016). The impact of intrinsic and extrinsic motivators on employee engagement in
information organizations. Journal of Education for Library and Information
Science, 57(2), 197-206.
Smith, M., & Bititci, U. S. (2017). Interplay between performance measurement and
management, employee engagement and performance. International Journal of
Operations & Production Management, 37(9), 1207-1228.
Talent Plus. (2019). Home - Talent Plus. Retrieved 29 August 2019, from
https://www.talentplus.com/

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