Business Decision Making - Investigating the Leisure Industries Assignment

Business Decision Making - Investigating the Leisure Industries - Assignment Example re the main six sort of division of the Heuristics: the recognition heuristic, the minimalist strategies, the lexicographic strategy, take the last strategy, sequential decision making, and elimination by aspect. Goodwin & Wright (2014) assert that heuristic is used for multiple making decisions that involve several or multiple objectives. For an instant, in this case a choice is to be made in picking two alternatives which are either to choose Egypt or Edinburg. Goldstein & Gigerenzer (2002) argues that recognition heuristic is the simplest of all the heuristics hence can be introduced as fast and frugal in this particular program. This is due to the fact that individuals tend to have good recognition memory. In this type of heuristic, when an individual perceives one of two things, he or she will judge the perceived thing to be more prominent in whatever measurements associated with recognition. Oppenheimer (2003) argues that the size of the city is positively associated with recognition hence through the recognition heuristic, it will predict that the recognized cities will be judged as larger in comparison with the cities that are not recognized. This type of heuristic is useful in settling on choice rapidly though it gives an illusion of a good choice by excluding other opportunities such as prior hypothesis. For an instant, some individuals may choose the most visited countries and cheap countries while other may opt for either Egypt or Edinburg due to safety and security reasons. Miao & Mattila (2007) illuminates that information results in confidence in making judgment in reference to the price of the consumers and their decisions. The Smart technique is based on a model that is additive linearly. It implies that the overall of an alternative is calculated as the total sum of the performance score of every criterion multiplied with that criterion’s weight (DTU Transport, 2014). Goodwin & Wright (2014) explain that the application of SMART is

Job Redesign and Workplace Rewards Assessment Essay

Job Redesign and Workplace Rewards Assessment - Essay Example It is up to the staff to see how creatively the problem is tackled. The heads or the superiors are not involved and do not intervene unless the solution to be provided is beyond the staff. As such there is minimal intervention. At the same time guidance is provide by the superiors when required. The staff is free to seek information as and when required. Also, the staff is free to tackle complex tasks on its own, even where superior guidance is required. At the same time, the staff is also free to develop new skills on its own. All these self management practices prove to be a motivating factor for the personnel. Since the staff can creatively tackle the queries, they are motivated to do better each time. Similarly minimal intervention by the heads makes them feel trusted and competent. At the same time the opportunity to develop new skills satisfies there internal urge for education. As pointed out below, "Self-managing employees require less oversight, so they improve productivity by reducing the need for continuous supervision. But that's just the beginning. By seeking out opportunities for growth and professional development, self-managing employees foster an environment of creative problem-solving, innovation, and personal accountability that strengthens the organization's strategic advantage. Although you can't train your employees to manage themselves, you can cultivate an environment conducive to self-management through support, recognition, and rewards for employees who take initiative and exhibit self-discipline" (Shauf, 2007). However, there is one practice that works against the motivational element. That is, the principal duties of the staff are segregated. The personnel handling the client queries are prevented from carrying out the back operations of the organization. As such even if a member of the staff is knowledgeable about both the functions of the department, he is not allowed to exercise his opinion. This sometimes makes some members of the staff distrusted. This necessarily works against intrinsic motivation for the job. Similarly, as far as hiring of new members is concerned, the heads or the staff is only partially consulted. They do not have a final say in hiring the staff. This is also an important element where the personnel feel unworthy. Rewards and Motivation "Jack Zigon defines rewards as 'something than increases the frequency of an employee action' (1998). This definition points to an obvious