September 30, 2020

Problem Solving 1. An ethical approach is crucial in encouraging the overall problem solving in the workplace

5 min read

Problem Solving
1.
An ethical approach is crucial in encouraging the overall problem solving in the workplace. Problem solving involves the resolution of concerns, disagreements and unacceptable practices in the workplace. An ethical approach defines the appropriate ways of dealing with competing claims. This includes handling conflicts between personal values by the various individuals For instance, an ethical approach guides in developing a way of resolving conflicts between two or more people in the society (Bamberger, Biron & Meshoulam, 2014). Most importantly, the ethical approach applies relevant conflict resolutions mechanisms and approaches that promote problem solving in the organizations. In order to support business and employee responsibility, the ethical models encourages employees in applying critical thinking skills to enhance problem solving. This guides in supporting job success and growth in the businesses. The problem solving practices are expected o affect the quality of work environment. Thus, the ethical model provides relevant insights to support development of employees.
Apart from all, the ethical approach for making effective business decisions supports training. The training program forms part of the ethical model in the overall decision-making process. This is a moral aspect of resolving conflicts through making better decisions. The application of highly interactive and practical model is relevant in facilitating the appropriate transfers of skills and improved models in the businesses (Ferrell & Fraedrich, 2014). Thus, the ethical approach encourages the effective management and maintenance of high standards of integrity and respect in the organizations. Professionalism is an important part of the ethical model that supports the addressing of various conflicts, managing improved values, and enhancing ethical principles. As a result, the ethical approaches are useful in dealing with unethical conduct and situations to promote problem solving.
Human resource plays a crucial role in supporting an ethical culture that fosters effective problem solving in the organization. First, the HR department is involved in the setting up of relevant organizational values and standards to foster relevant problem solving. Through creating the organizational values, the HR department facilitates strong ethical values and practices. The ethical values and practices created by the HR is supports the ethical culture in the organization (Fullan, 2014). In order to support the ethical culture, HR engages in training of the employees to instill strong ethical values. HR enhances a strong ethical culture by helping employees to express themselves feely and report any concerns in the organization. Thus, training helps the worker to deal with ethical concerns faced in the workplace.
Most importantly, the HR department explains in defining and promoting organizational ethical values in terms of innovation and creativity. Since, the human resource management creates a more appropriate climate to promote the safety of employees in the workplace. They also promote collaborative efforts necessary in sharing knowledge and information within the organization (Weiss, 2014). The HR can only support ethical culture through supporting effective communication that adheres to the organizational policies and objectives. The HRM also performs effective data analysis on the performance of employees useful in promoting problem resolutions. In spite of all, the HR seeks to deal with communication failure to support improved employee performance and productivity.

2.
The HR department is one of the main divisions of the organization that works together to enhance effective decision making in the company. The HR department also helps the managers in maintain the required labor relations in the company. This occurs through the interaction between the management and the representatives of their unionized workers. Such compliance is useful in improving decision making relating to labor relations matters (Ulrich, 2013). For instance, it helps in supporting good negotiations with the unions in relation to the salaries and other benefits to be awarded to the employees. Most importantly, the HR department works with the managers in performing the evaluation function. The evaluation function seeks to assess the company’s HRM policies and strategy on their ability to enhance effective decision-making.
Moreover, the human resource department collaborates with managers in handling acquisition duties. Acquisition tasks involve HR planning for workers that include the analysis of employee needs and forecasting of the needed skills for the organization. Thus, HR managers will work with management to ensure that the company makes important planning for the individuals. Both HR and managers takes an important role in recruiting workers such as interviewing. Effective recruitment of the employees ensures that the company has the right individuals to enhance decision making in the organization (Corey et al., 2014). Thus, both the HR and the managers collaborate well to handle discrimination and other uncertain circumstances. This is necessary towards improving the overall decision-making performance of the HR team.

Problem solving and decision making process plays a crucial part of strategy formulation. Problem solving usually involves the process in which the management resolve the gap existing between the current business situation and the target goals in the organization. While, the decision making process involves the selection model in which one or two solutions are evaluated to come up with the best alternative. The processes are critical in enhancing the formulation of relevant strategy in the organization. Firstly, the problem solving and decision making process helps in understanding the current situations or problems facing the organization. This step is crucial in understanding the current concerns in the organization to establish useful strategies for the organization. The second step involves the evaluations and modifications of the various concerns necessary in strategy formulation. The evaluation process is critical in understanding the actual nature and concern in the formulation of the strategies. Wilson (2014) identified the problem resolving and decision-making models in creating necessary perception to implement and evaluate better solutions in the organizations.
Most importantly, the processes emphasizes on the need of brainstorming to encourage new ideas and improved solutions. The process of strategy formulation is useful in planning and operating relevant business processes. Thus, the processes are critical in understanding the actual problems and uncertainties related to dealing with formulation of strategy. Both problem solving and decision processes are useful on conducting an overall environmental scanning of the business environment (Thiel et al., 2012). Such environmental analysis is usually keen in understanding the resulting consequences for changes in the immediate market. As a result, problem solving and decision-making process forms an important step for supporting strategy formulation in the organization.

References

Bamberger, P. A., Biron, M., & Meshoulam, I. (2014). Human resource strategy: Formulation, implementation, and impact. London, UK: Routledge.
Corey, G., Corey, M., Corey, C., & Callanan, P. (2014). Issues and ethics in the helping professions with 2014 ACA codes. Boston, MA: Cengage Learning.
Ferrell, O. C., & Fraedrich, J. (2014). Business ethics: Ethical decision making & cases. Boston, MA: Cengage learning.
Fullan, M. (2014). Leading in a culture of change personal action guide and workbook. New York, NY: John Wiley & Sons.
Thiel, C. E., Bagdasarov, Z., Harkrider, L., Johnson, J. F., & Mumford, M. D. (2012). Leader ethical decision-making in organizations: Strategies for sensemaking. Journal of Business Ethics, 107(1), 49-64.
Ulrich, D. (2013). Human resource champions: The next agenda for adding value and delivering results. Chicago, MA: Harvard Business Press.
Weiss, J. W. (2014). Business ethics: a stakeholder and issues management approach. London, UK: Berrett-Koehler Publishers.
Wilson, J. P. (2014). International human resource development: Learning, education and training for individuals and organisations. Development and Learning in Organizations, 28(2).

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