The Reality of Decision making

Understanding Decision Making

Some proposed definitions of decision-making experts described as follows (Hasan, 2004):

1. According to George R. Terry

Decision making is the selection of alternative behavior (behavior) of certain of two or more alternatives.

2. According S.P. Siagian

Decision making is a systematic approach to the nature of the alternatives they face and take appropriate action according to the calculations is the most appropriate action.

3. According to James A.F. Stoner

Decision making is a process used to choose an action as a way of solving the problem. Notions of the above decision, it can be concluded that decision making is a process of selecting the best alternative from several alternatives systematically to follow up (used) as a way of solving the problem

According Sondang P. Siagian was quoted as saying by the GK. Manila

in his book Management Practices in State Government, there

four models of decision making that is:

A.    Model optimization. Decision-making in order to obtain results which can be achieved and can not be separated from the limited resources no. This model is based on the maximum criteria, probability, and benefits.

B.     Models satisfying. Decision making is not solely through rationality and logic approach procedure but in reality, so that decision makers are satisfied with and proud when decisions taken are adequate to fruition.

C.     Mixed scanning models. Decision-making that incorporates Among high rationality approach with a pragmatic approach.

D.    Heuristic models. Decision making based on concepts entirely ynag held by decision makers that is based on his own views on the problem at hand.

While Bedjo Siswanto in his book Modern Management said there are two models of decision making that often there within the organization, namely:

·         Normative model, which is a model of decision making embody the manager about how he should take a group decision. These models have generally been developed by economists and other management scientists. One example of this model in educational institutions is about financial budgeting.

·         Descriptive models, ie models that explain the decision-making concrete behavior and this model has been developed by behavioral scientists

Opinion for this article : I think the decision-making must consider what will be decided to achieve maximum results as what is already planned and could possibly reduce the risk of the impact of the decision-making

Behavior                      : perilaku

 Approach                   : Pendekatan

Appropriate                 : yang tepat

Concluded                  : menyimpulkan

 Systematically            : sistematis

 Solving                       : pemecahan

Practices                      : Praktek

Achieved                     : tercapai

 Approach                   : Pendekatan

 Satisfied                     : puas

The Five-Step Decision Making Process

You can adapt the familiar five-step decision making process (outlined below) to decide which program or service to assess.

·         Step 1 Identifying/clarifying the decision to be made

If the decision has not yet been isolated, it should be identified as a first step. Sometimes the decision to be made will have been presented to the decision maker. In those situations, Step 1 calls for the clarification of what the decision actually entails.

·         Step 2 Identifying possible decision options

The next step requires the decision maker to spell out, as clearly as possible, just what the decision alternatives really are. For instance, if one were attempting to buy a bicycle, do the decision options only consist of the different types of bicycles, or is another option to refrain from buying a bicycle altogether?

·         Step 3 Gathering/processing information.

Next, the decision maker collects or processes information that can help guide the decision. If such information is already at hand, then it simply needs to be processed; that is, studied and understood by the decision maker. If there is no relevant information available, or if there is insufficient information, then such information must be collected so it can be processed. The more significant the decision, the more rigorous the information-gathering process.

·         Step 4 Making/implementing the decision.

After the information has been considered according to its relevance and significance, a decision based on that information should be made and, thereafter, implemented.

·         Step 5 Evaluating the decision.

 In recognition of the fact that not all of one's decisions are likely to be defensible, the final step in the five-step decision making process is to determine whether the decision was appropriate. Ordinarily, this will be done by ascertaining the decision's consequences.

Outlined          : diuraikan

Diuraikan             : bawah

Below              : mengklarifikasi

Clarifying        : terisolasi

Isolated           : terisolasi

entails              : memerlukan

alternatives      : alternatif

 attempting      : mencoba

 consist            : terdiri

 different         : berbeda

 refrain             : menahan diri

 guide              : membimbing

Management and Human Resources Development

1.      MANAGEMENT AND HUMAN RESOURCES DEVELOPMENT

Mangers perform various functions, but one of the most important and least understood aspects of their job is proper utilization of people. Research reveals that worker performance is closely related to motivation; thus keeping employees motivated is an essential component of good management in a business context, motivation refers to the stimulus that direct the behavior of workers toward the company goals. In order to motivated workers to achieve company goals, managers must beware of their needs.Many managers believe workers will be motivated to achieve organizational goals by satisfying their fundamental needs for material survival. These needs include a good salary, safe working conditions and job security. While absence of these factors results in poor morale and dissatisfaction, studies have shown that their presence result only in maintenance of existing attitudes and work performance. Although important, salary, working conditions, and job security do not provide the primary motivation for many workers in highly industrialized societies, especially at the professional or technical levels.Increased motivation is more likely to occur when work meets the needs of individuals for learning, self-realization, and personal growth. By responding to personal needs-the desire for responsibility, recognition, growth, promotion, and more interesting work-managers have altered conditions in the workplace and, consequently, many employees are motivated to perform more effectively.
In an attempt to appeal to both the fundamental and personal needs of workers, innovative management approaches, such as job enrichment and job enlargement, have been adopted in many organizations. Job enrichment gives workers more authority in making decisions related to planning and doing their work. A worker might assume responsibility for scheduling work flow, checking quality of work produced, or making sure deadlines are met. Job enlargement increases the number of tasks workers perform by allowing them to rotate positions or by giving them responsibility for doing several jobs. Rather than assembling just one component of an automobile, factory workers might be grouped together and given responsibility for assembling the entire fuel system.By improving the quality of work life through satisfaction of fundamental and personal employee needs, managers attempt to direct the behavior of workers toward the company goals

.

Primary            : primer

Desire              : keinginan

 Responsibility :  jawab

Recognition     : pengakuan

 Growth           : pertumbuhan

 Promotion      : promosi

 Enrichment     : pengayaan

 Might                         : mungkin

 Automobile    : mobil

 Satisfaction    : Kepuasan