HRM Problem Solving and Decision Making: Wesfarmers Case Study

This report provides an in-depth analysis of HRM problem-solving techniques within the context of the organization Wesfarmers. It begins with an executive summary outlining the study's objectives, which are to determine the impact of problem-solving techniques on the organization. The report addresses various HR-related challenges faced by Wesfarmers, including recruitment, retention, productivity, health and safety, workforce diversity, payroll, and the effects of globalization. It then explores the integration of problem-solving techniques, detailing the problem-solving process and the decision-making process, including identification of the problem, gathering information, identifying alternatives, evaluating alternatives, choosing alternatives, implementation and evaluation. Furthermore, the report delves into decision-making models, differentiating between classical and behavioral models, and explores the personal decision framework, including directive, analytical, conceptual, and behavioral styles. The report concludes by emphasizing the importance of problem-solving and decision-making processes in organizations to understand the viewpoints of individuals and groups, and to address HR problems effectively.

Running head: HRM PROBLEM SOLVING TECHNIQUES
HRM Problem Solving Techniques
Name of the Student
Name of the University
Author’s Note

1HRM PROBLEM SOLVING TECHNIQUES
Executive Summary
The aim of this study is to determine the impacts of the problem solving techniques in the
organization Wesfarmers. Problem solving is one of the processes that resolve and perceive
the gap between the current situation and the desired goals. This study highlights the HR
related problem of Wesfarmers. This paper discusses the techniques and tools for resolving
the HR related problem and the four stages of the problem solving model such as Input,
Processing, Output and Review phase and analyzes the managerial problems. This paper
discussed the decision making process in which a decision can be taken to solve the HR
problem and analyzes the personal decision framework. This paper concludes that in every
organization there is need of the process of problem solving and decision making to
understand the viewpoint of each individuals and groups. Knowledge is required among
every people in the organization Wesfarmers about the HR problems and resolving
techniques. The groups or individuals should comprehend the principles and the concepts
related to the particular situation.

2HRM PROBLEM SOLVING TECHNIQUES
Table of Contents
Introduction................................................................................................................................4
Problems or issues with the HR management............................................................................4
Recruiting New staffs.............................................................................................................4
Retention................................................................................................................................5
Productivity............................................................................................................................5
Health and safety....................................................................................................................5
Workforce diversity...............................................................................................................5
Payroll....................................................................................................................................5
Globalization..........................................................................................................................6
Integrating Techniques into the Problem-Solving Process........................................................6
Problem Solving Techniques.....................................................................................................6
Decision Making Process Related to HRM...............................................................................7
Identification..........................................................................................................................7
Gather Relevant Information..................................................................................................8
Identification of Alternatives.................................................................................................8
Evaluation of Alternatives......................................................................................................8
Choice of Alternatives............................................................................................................8
Implementation......................................................................................................................8
Evaluation..............................................................................................................................8
Decision Making Model.............................................................................................................9

3HRM PROBLEM SOLVING TECHNIQUES
Classical Decision Model.......................................................................................................9
Behavioral Decision Model....................................................................................................9
Personal Decision Framework.................................................................................................10
Directive Style......................................................................................................................10
Analytical Style....................................................................................................................10
Conceptual Style..................................................................................................................11
Behavioral Style...................................................................................................................11
Increasing Participation in Decision Making...........................................................................11
Benefits of Participative Decision Making..........................................................................11
Drawbacks of Participative Decision Making......................................................................12
Conclusion................................................................................................................................12
Appendix..................................................................................................................................13
Allocation of Tasks..............................................................................................................13
Gantt chart of working plan.................................................................................................14
Reference list with respect to the key theme........................................................................14
Group Meeting.....................................................................................................................18
References................................................................................................................................24

4HRM PROBLEM SOLVING TECHNIQUES
Introduction
The transition of recent information age has put the focus on the decision making and
problem solving process and on the improvement (Taylor 2013). For being the outcome of
the modern education, the strategies are used in the processes. However, there are increasing
agreements about the steps, which are used in the process of problem solving (Iiuber 2014).
There are minor consensus on the particular tool and technique for being employed at every
process in the decision making and problem solving (Pettigrew 2014). There are parallel and
concurrent researches on the cognitive style and personality, which describes the preferred
patterns of individual to approach the decision and the problems and the utilization of the
particular skills, which are required by the processes such as storage, encoding and retrieval
(Noppe et al. 2013). In this study, Wesfarmers is the chosen organization and this paper aims
to discuss the HR managerial problems of the chosen organization. Improving the abilities of
individuals and groups is the vital concerns in education, government and any industry for
solving the problems and making decision (Schoenfeld 2013). This study analyzes the
perspective model of the problem solving techniques of HR related problems, though there
are minor agreements for the proper techniques.
Problems or issues with the HR management
Recruiting New staffs
As the Wesfarmers is one of the reputed companies in Australia, it needs to recruit
new staffs for the various reasons such as in operation, projects and so on (Edgar et al. 2015).
At the time of recruitment, the HR management faces many challenges such as selecting right
candidate, hires them, and makes the candidates familiar with the culture and environment.

5HRM PROBLEM SOLVING TECHNIQUES
Retention
Retaining the hired candidates is one of the major challenges of the organization.
Retention of the hired staffs is very important for reducing the turnover rate of the employees
(Deshwal 2015). HRM faces this challenge because of contingent workforce and demand of
the experienced staffs.
Productivity
Increasing profit and reducing cost is the main key of productivity. Despite of the
huge efforts of the HRM Wesfarmers faces the unsatisfactory results. The HRM needs to
focus on maintaining the high productivity.
Health and safety
There is the issue of safety in the organization, which is also very necessary for the
organization for avoiding the challenges of the legal complications. The HRM should collect
the entire information of the staffs with the heath information.
Workforce diversity
At the current situation, the workforce composition is getting diverse. The diversity is
not created only by the gender, age, religion, background and education. The background of
the staffs, personality and the nature also creates the diversity. With such diversity, the issues
such as discrimination, harassment and bullying can arise among the workforce.
Payroll
HRM needs to conduct many tasks every day. In the payroll process, the HR manager
of Wesfarmers can forget to pay the staffs of the company or else the manager can forget the
amount of the payment of the staffs (Van and Greenwood 2013). This can create a huge
challenge in the organization.

6HRM PROBLEM SOLVING TECHNIQUES
Globalization
By the process of globalization, Wesfarmers starts operating the international scale
and creates the international influence. Internationalization is the sign of success. However,
globalization is the challenge, which invites any issues related to many unknown laws,
languages, work ethics, cultures, traditions, management approach and so on.
Integrating Techniques into the Problem-Solving Process
The techniques of problem solving are most strong techniques while combining the
process for activating the rational or logical and creative or intuitive portion of the human
brain. The below discussed phases will give the idea of the methods or techniques.
First one is input phase, which realizes the problems and the effort is made for
understanding the problem or the situation.
Second phase is the processing phase in which the alternatives are evaluated and
generated and the solution is chosen (Gershman, Markman and Otto 2014).
Third phase is output phase in which the implementation and the planning of the
solution are included.
The last phase is review phase which makes the modified and evaluated solution if
requires. Many researchers describes that the decision making and problem solving process
as the initial with the perception with the evaluation and the implementation of the solution
for filling the gap.
Problem Solving Techniques
To resolve the discussed problems of Wesfarmers in this study there can be some
techniques such as fine balancing of the employee’s retention among the culture, incentives

7HRM PROBLEM SOLVING TECHNIQUES
and remuneration (Van and Berends 2018). The HRM should provide the employees right
combination of the satisfaction without compromising the interested of the process of
Wesfarmers.
The carrying out the T&M (Time and Motion) study for defining the process makes
the determination (Sinsky et al. 2016). This T&M can be used for identifying the efficiency
and the capital investment for improving the condition and the productivity.
By using the integrated HRM software, the management team can analyze and store
the data of T&M collaboratively. Training of the staffs is the important aspect of
development and for getting the best of the workforce. It is also very essential for recording
any incident of the workplace that involve in any discrimination.
For preventing and maintaining the payroll problems of the Wesfarmers, the
organization needs to investigate the potential of the dedicated payroll system that is
interfaced with the HR accounting system. With the collaboration of the departments, most of
the challenges can be resolved.
Decision Making Process Related to HRM
Most of the decision making models includes seven steps, which is recommended to
the managers to follows while making decision of any management issues.
Identification
When it is realized that a decision should take, it defines the nature of the decision
clearly. Identification of the problem is the important and the first step of this process.

8HRM PROBLEM SOLVING TECHNIQUES
Gather Relevant Information
Then pertinent data needs to collect before making the decision. This step includes the
internal external work.
Identification of Alternatives
After collecting the information, there will be several possible ways of action or the
alternatives (Bouyssou et al. 2013). This step lists all the desirable and possible alternatives.
Evaluation of Alternatives
The emotions and information need to draw for imaging the situation. The evaluation
of the alternatives is identified and hen it is resolved using the alternatives. as it goes through
the difficult internal process, the certain alternatives will seem to have the higher potential to
reach the goals.
Choice of Alternatives
Once the alternatives are evaluated, in the next step it is needed to choose the suitable
alternatives. If none of the alternatives seems suitable, then the manager needs to revert to the
alternative identification process and again needs to start the process. When suitable
alternative is there, the manager should move to the implementation of the alternatives.
Implementation
Once decision is made, the manager should implement the decision. This step is very
critical for the success of the decision and it is the major effective decision making. If the
decision is not implemented properly, the alternatives are not worth nothing.
Evaluation
Once decision is implemented successfully, the mangers should evaluate the
feedback. The decision making process needs to be done at managerial level (Brunsson and

9HRM PROBLEM SOLVING TECHNIQUES
Olsen 2018). Then the mangers see the result of taken decision and they identify for
adjustment if any requires. This adjustment of this step will be made for ensuring the more
favorable outcomes.
Decision Making Model
The theory of management identified the distinction between the two key models of
decision making. These models are
Classical Decision Model
The models of classical decision view the managers like the acting in the present
world. In this decision model, the manager of the organization faces the clearly discussed
challenges and the manager knows the possible consequences and the solutions. Because of
this decision model, the manager can create the optimizing decision, which will provide the
best solution. Classical decision model is the rational approach and it assumes the proper
data, which is available.
Behavioral Decision Model
The behavioral model identifies the existence of the limits of the human capabilities
of information processing and the cognitive limitations. This model builds the bounded
rationality within the boundaries with available information (Croson et al. 2013). This model
assumes that the human have partial knowledge regarding the consequences and the
alternatives. The very first alternative appears for giving the chosen satisfactory resolution.
This tendency is known as sacrificing.

10HRM PROBLEM SOLVING TECHNIQUES
Personal Decision Framework
Not all the managers make decision in a same way. There are some distinctions in the
approaches of the managers and the decision making may concern them. The notions of the
personal decision style explain these distinctions (Fitzsimmons 2013). These notions refer to
the distinctions among the human with the respect to the problems and decision making. This
framework is classified into four key decision styles.
Diagram: Role of personal style in the process of decision making
Directive Style
The people who likes clear-cut and simple solution, uses this style. Managers use this
style for making decision fast as the does not want to deal with many information and they
may consider one or more than own alternatives. The people, who like directive style, are
rational and efficient for relying on the existing procedures and rules.
Analytical Style
The managers may prefer for considering the complex solution, which are based on
gathered information. They consider the alternatives carefully and make their decision on
objectives and rational information. The managers look for the best decision, which is based
on the available information.
Situation
Programmed or non-
programmed
Administative or classical
Decision steps
Personal
Decision Style
Directive
Analytical
Conceptual
Behavioural
Decision Choice
Best Solution to
the prroblems.

11HRM PROBLEM SOLVING TECHNIQUES
Conceptual Style
Most of the people consider the broad amount of data but the people are oriented
more socially with the analytical style and they prefer to talk with the other people regarding
the problems and the best possible alternatives to solve it. The people prefer to solve the
problems creatively.
Behavioral Style
The managers, who have deep concerns for the other staffs, adopt this style. The
managers prefer to talk with the people for understanding their feelings (Rahim 2017). They
are concerned with personal development of people and they can make any decision, which
will help other people to achieve the goals.
Increasing Participation in Decision Making
Managers make decision as the individual person. However, the makers are the part of
the group. The individual person makes the major numbers of decision entirely. The effective
decision making depends on the managers whether they are involving in helping the right
people to solve their problems. There are many benefits and drawbacks of the participative
decision making.
Benefits of Participative Decision Making
This decision making provides broader view of the problem analysis and the problem
definition.it provides many knowledge about the problems and the alternatives or solution of
the problems. This type of decision clarifies the ambiguous problems and the alternatives for
reducing the problems. The satisfaction of the participation of the foster members is essential
and they support for the decision.

12HRM PROBLEM SOLVING TECHNIQUES
Drawbacks of Participative Decision Making
There are some drawbacks of this decision making style as well. This process is very
time consuming and it wastes the resources if it is used for the programmed decision. No one
can be satisfied by the compromise decision. The group norms can reduce the opinion and the
dissent diversity. There is no clear focus on the decision responsibility.
Conclusion
This study concludes that there is a requirement of use and develop the decision
making and problem solving process in Wesfarmers, which will consider the viewpoints and
distinctions of the individual scientifically. The scientific process has been provided
successfully in huge range of situations. This paper describes difference of individuals, which
can influence the goals and perspective of the HRM problem solving. The distinctions can be
used for identifying the proper techniques of HRM problem solving, which are used in the
process of problem solving. The processes, which are discussed in this paper, allow the
individual for using the standard method in various ways of the situations for satisfying the
unique viewpoints of the individual members. The decision made in the manner, which are
likely for being effective for the staffs of Wesfarmers. The staffs can attend the personal
weakness and strength. However, the groups are likely for being selecting the solution, which
will solve the problems and challenges and accept the group members. The similar process
may be used in the groups for satisfying the unique viewpoints of the individual members. A
knowledge, which is different to each problem and general view are not likely for being
applicable for the others than individuals or group. The groups or individuals should
comprehend the principles and the concepts related to the particular situation.

13HRM PROBLEM SOLVING TECHNIQUES
Appendix
Allocation of Tasks
Topic Chosen: HRM Management System
Student ID First Name Family Name Contact Phone
Number
Allocated task(s)
Please Fill Please Fill Please Fill Please Fill Choosing the
Company and its
HRM system of
the organization
and identifying
the problems
Do Do Do Do Researching and
analyzing the
mitigating
process or
techniques for
the HRM
problems
Do Do Do Do Analyzing the
decision making
frameworks of
the HRM
problems
Do Do Do Do Analyzes the

14HRM PROBLEM SOLVING TECHNIQUES
outcomes of the
problem solving
of the HRM
Gantt chart of working plan
Fig: Working Plan of HRM Problem Solving
(Source: Created by author)
Reference list with respect to the key theme
Student ID References Key theme/ Reason for
choosing this
Student 1 1. Taylor, D.W., 2013. Decision making and
problem solving. Handbook of organizations,
pp.48-86.
2. Iiuber, O., 2014. Complex problem solving
as multistage decision making. Complex
This chosen section
includes the overview of
the chosen problem of the
organization and the
importance of the decision

15HRM PROBLEM SOLVING TECHNIQUES
problem solving: The European perspective.
3. Pettigrew, A.M., 2014. The politics of
organizational decision-making. Routledge.
4. Noppe, R., Yager, S., Webb, C. and Sheng,
B., 2013. Decision-Making and Problem-
Solving Practices of Superintendents
Confronted by District
Dilemmas. International Journal of
Educational Leadership Preparation, 8(1),
pp.103-120.
making process in problem
solving.
Student 2 1. Edgar, F., Geare, A., Halhjem, M., Reese,
K. and Thoresen, C., 2015. Well-being and
performance: Measurement issues for HRM
research. The International Journal of Human
Resource Management, 26(15), pp.1983-
1994.
2. Deshwal, D.P., 2015. Green HRM: An
organizational strategy of greening
people. International Journal of applied
research, 1(13), pp.176-181.
3. Van Buren, H.J. and Greenwood, M., 2013.
Ethics and HRM education. Journal of
Academic Ethics, 11(1), pp.1-15.
4. Gershman, S.J., Markman, A.B. and Otto,
A.R., 2014. Retrospective revaluation in
This section includes the
problems regarding the
HRM of the organization
and the integrating
techniques of the problem
solving process.

16HRM PROBLEM SOLVING TECHNIQUES
sequential decision making: A tale of two
systems. Journal of Experimental
Psychology: General, 143(1), p.182.
5. Van Aken, J.E. and Berends, H.,
2018. Problem solving in organizations.
Cambridge University Press.
Student 3 1. Van Aken, J.E. and Berends, H.,
2018. Problem solving in organizations.
Cambridge University Press.
2. Sinsky, C., Colligan, L., Li, L., Prgomet,
M., Reynolds, S., Goeders, L., Westbrook, J.,
Tutty, M. and Blike, G., 2016. Allocation of
physician time in ambulatory practice: a time
and motion study in 4 specialties. Annals of
internal medicine, 165(11), pp.753-760.
3. Bouyssou, D., Dubois, D., Prade, H. and
Pirlot, M. eds., 2013. Decision making
process: Concepts and methods. John Wiley
& Sons.
4. Brunsson, N. and Olsen, J.P., 2018. The
Reforming organization: making sense of
administrative change. Routledge.
5. Croson, R., Schultz, K., Siemsen, E. and
Yeo, M.L., 2013. Behavioral operations: the
state of the field. Journal of Operations
This section includes the
problem solving techniques
and decision making
process related to the HRM
of the chosen organization.

17HRM PROBLEM SOLVING TECHNIQUES
Management, 31(1-2), pp.1-5.
Student 4 1. Croson, R., Schultz, K., Siemsen, E. and
Yeo, M.L., 2013. Behavioral operations: the
state of the field. Journal of Operations
Management, 31(1-2), pp.1-5.
2. Fitzsimmons, S.R., 2013. Multicultural
employees: A framework for understanding
how they contribute to
organizations. Academy of Management
Review, 38(4), pp.525-549.
3. Phillips, W.J., Fletcher, J.M., Marks, A.D.
and Hine, D.W., 2016. Thinking styles and
decision making: A meta-
analysis. Psychological Bulletin, 142(3),
p.260.
4. Rahim, M.A., 2017. Managing conflict in
organizations. Routledge.
5. Hauck, J., Görg, C., Varjopuro, R.,
Ratamäki, O. and Jax, K., 2013. Benefits and
limitations of the ecosystem services concept
in environmental policy and decision making:
some stakeholder
perspectives. Environmental Science &
Policy, 25, pp.13-21.
This section includes the
decision making model and
the framework of the
personal decision and
analyzes the benefits and
drawbacks of the entire
process.

18HRM PROBLEM SOLVING TECHNIQUES
Group Meeting
Meeting No. 1 Date: 9/4/2019 Time: 11 AM Venue: Please Fill
Student ID Name Points discussed If absent state
the reason
Student 1 Please Fill Please Fill Selection of the
organization
Null
Student 2 Please Fill Please Fill Identifying the
Management
issues
Null
Student 3 Please Fill Please Fill Select one of the
management
issues
Null
Student 4 Please Fill Please Fill Analyzes the
selected
management
issue
Null
Meeting No. 2 Date: 9/10/2019 Time: 10 AM Venue: Please Fill
Student ID Name Points discussed If absent state
the reason
Student 1 Please Fill Please Fill Researches for
the other
Null

19HRM PROBLEM SOLVING TECHNIQUES
management
issues
Student 2 Please Fill Please Fill Discussed about
the chosen
management
problems
Null
Student 3 Please Fill Please Fill Design of the
research
program is done
Null
Student 4 Please Fill Please Fill Researches for
the mitigating
techniques for
resolving the
problems
Null
Meeting No. 3 Date: 9/15/2019 Time: 1 PM Venue: Please Fill
Student ID Name Points discussed If absent state
the reason
Student 1 Please Fill Please Fill Choose some of
the resolving
processes of the
HRM system
Null
Student 2 Please Fill Please Fill Analyzes the Null

20HRM PROBLEM SOLVING TECHNIQUES
chosen processes
for the process.
Student 3 Please Fill Please Fill Implement the
techniques of
problem solving
Null
Student 4 Please Fill Please Fill If some of the
process fails in
implementing
then other
process needs to
be implemented
Null
Meeting No. 4 Date: 9/22/2019 Time: 2.30 PM Venue: Please Fill
Student ID Name Points discussed If absent state
the reason
Student 1 Please Fill Please Fill Suggests for
choosing other
techniques also
for solving the
problems
Null
Student 2 Please Fill Please Fill Analyzes the
other problems
as well
Null

21HRM PROBLEM SOLVING TECHNIQUES
Student 3 Please Fill Please Fill Research for the
best techniques
for
implementing on
the organization
Null
Student 4 Please Fill Please Fill Integrates the
techniques of
problem solving
Null
Meeting No. 5 Date: 9/28/2019 Time: 3 PM Venue: Please Fill
Student ID Name Points discussed If absent state
the reason
Student 1 Please Fill Please Fill Discuss about
the decision
making process
related to HRM
Null
Student 2 Please Fill Please Fill Discuss about
the decision
making mode
and the
framework of
individual
decision
Null

22HRM PROBLEM SOLVING TECHNIQUES
Student 3 Please Fill Please Fill Discuss the way
of maximize the
participation in
the decision
making
Null
Student 4 Please Fill Please Fill Draws the
benefits and the
disadvantages of
the decision
making
concludes the
possible
outcomes.
Null
Our group expectations
Our expectation from this project is to achieve the possible positive outcomes from
the chosen organization by analyzing the problem that the organization faces with the HRM
department and resolving the problems and challenges of the organization. This study
discusses the possible problems of the organization and the best possible techniques to
resolve this. We expect from this study that the suggested implementation of the techniques
will resolve the problems and make the organization to grow in the market more as it is
already a well-known company in Australia.
Challenges faced during this study

23HRM PROBLEM SOLVING TECHNIQUES
Many challenges came during studying this assignment. At the initial stage, this was
becoming very difficult to find out the problems of the chosen organization and to understand
the management system of the organization that the organization is using currently. After
identifying, the problems related to HRM of the organization it was easy to find out the
techniques for resolving the problems. However, the main challenge was to implement the
right techniques, which will suitable for the organization its environment. We failed many
times to run the techniques successfully. After creating the right decision model and the
framework, it became easy for us to implement the techniques and we can expect the best
possible outcomes.
Insights after completion of the assignment
The assignment was to choose an organization and identify the managerial problems of that
organization. After identifying the problems our tasks was to analyzes the problems and the
way of resolving the problems, which is related to HRM system. The research was one the
problem solving techniques and the possible impacts on the organization. After the research,
the implementation of the techniques was done on the problems of the organization. This
study suggested that this implementation of the problem solving techniques and the
framework of decision making can highly effect the organization in a positive way. Thus we
can reach to a conclusion that for each of the problem there a meeting and decision taking
skills are very much required as this will provide or guide the other staffs to support for
resolving the coming problems.

24HRM PROBLEM SOLVING TECHNIQUES
References
Bouyssou, D., Dubois, D., Prade, H. and Pirlot, M. eds., 2013. Decision making process:
Concepts and methods. John Wiley & Sons.
Brunsson, N. and Olsen, J.P., 2018. The Reforming organization: making sense of
administrative change. Routledge.
Croson, R., Schultz, K., Siemsen, E. and Yeo, M.L., 2013. Behavioral operations: the state of
the field. Journal of Operations Management, 31(1-2), pp.1-5.
Deshwal, D.P., 2015. Green HRM: An organizational strategy of greening
people. International Journal of applied research, 1(13), pp.176-181.
Edgar, F., Geare, A., Halhjem, M., Reese, K. and Thoresen, C., 2015. Well-being and
performance: Measurement issues for HRM research. The International Journal of Human
Resource Management, 26(15), pp.1983-1994.
Fitzsimmons, S.R., 2013. Multicultural employees: A framework for understanding how they
contribute to organizations. Academy of Management Review, 38(4), pp.525-549.
Gershman, S.J., Markman, A.B. and Otto, A.R., 2014. Retrospective revaluation in sequential
decision making: A tale of two systems. Journal of Experimental Psychology:
General, 143(1), p.182.
Iiuber, O., 2014. Complex problem solving as multistage decision making. Complex problem
solving: The European perspective.

25HRM PROBLEM SOLVING TECHNIQUES
Noppe, R., Yager, S., Webb, C. and Sheng, B., 2013. Decision-Making and Problem-Solving
Practices of Superintendents Confronted by District Dilemmas. International Journal of
Educational Leadership Preparation, 8(1), pp.103-120.
Pettigrew, A.M., 2014. The politics of organizational decision-making. Routledge.
Rahim, M.A., 2017. Managing conflict in organizations. Routledge.
Schoenfeld, A.H., 2013. Reflections on problem solving theory and practice. The
Mathematics Enthusiast, 10(1), pp.9-34.
Sinsky, C., Colligan, L., Li, L., Prgomet, M., Reynolds, S., Goeders, L., Westbrook, J., Tutty,
M. and Blike, G., 2016. Allocation of physician time in ambulatory practice: a time and
motion study in 4 specialties. Annals of internal medicine, 165(11), pp.753-760.
Taylor, D.W., 2013. Decision making and problem solving. Handbook of organizations,
pp.48-86.
Van Aken, J.E. and Berends, H., 2018. Problem solving in organizations. Cambridge
University Press.
Van Buren, H.J. and Greenwood, M., 2013. Ethics and HRM education. Journal of Academic
Ethics, 11(1), pp.1-15.