Organisational Behaviour

Theory 1: Employee Involvement Model Basically, this model is a pre-step and the foundation for a rational decision making model (our second theory). The outcome of this model will be input into the first step in a rational decision making model (this part got wrong, the second part would also be wrong from the very beginning).

1. Preparation: Introduce more perspectives on problems as much as possible, for a more thorough picture on the issues.

2. Incubation: Brain-storming. Identify abundant potential problems. 3. Illumination: A long journey and a lot of effort in order to accurately define the

problem. 4. Verification: Eventually, successfully define the actual problem in urgency. Also to

review other potential problems.

Problematic Decision 2: Re-Evaluation. According to the rational decision making model, the company’s decision on re-evaluating George’s performance is problematic. Step 1: Problem identification - Again, the company lacks an accurate understanding of their actual office culture. The cause for George’s poor performance and his failure in meeting the expectation is the actual problem to be solved, not his performance itself.

Step 2: Choose the best decision making process - For the re-evaluation decision, the company chooses the wrong decision making model, which involves only the perspectives and opinions from the leaders and managers.

Step 3: Discover & Develop potential choices - If the company performs step 3 correctly, they should have a deep conversation with George, and ask his colleagues’ opinion, the company would have a better picture on George’s performance, and the mistake in Step 2 could be revised. Unfortunately, they didn’t.

Step 6: Post-Evaluation to Decision - The post-evaluation or an introspection is missing, which makes the decisions as whatever the decision makers say so. Even if the decision is wrong, it would never meet a correction.