faulty decision making

Please make sure questions are answered in apa format and sources are cited. The minimum word count is 2500 words. There should be at least 4 scholarly sources. Please also look at the second set of instructions below for the response to students.

Faulty Decision Making Is a Cause of the Deepwater Horizon Disaster (pp. 361-362)

1.

Which model of decision making is represented in this case?

2.

To what extent did decision making biases impact the decisions made in this case? Identify the specific biases that were present. Is BP’s and Transocean’s approach more characteristic of the rational, normative, or garbage can models of decision making? Discussion your rationale.

3.

How could evidence-based decision making been used to help avoid this disaster?

4.

What do you think are the key causes of the disaster?

5.

What are the key takeaways from this case? Explain.

Please respond to 2 students word count for each response is minimum of 200 words each with 2 scholarly sources for each and please cite sources.

Student 1 Alexandria,

Conflict occurs when someone perceives their interests and thoughts are being opposed or set back by someone else (Kinicki and Kreinter, 2013). It is an unavoidable factor that happens within organizations. Conflict within organizations is usually triggered by constant change, greater employee diversity, or less in-person interactions. If it is not managed properly, organizations could face serious consequences such as low productivity and high turnover (Kappel, 2017). There are three basic types of conflict: personality, intergroup and cross-cultural. Personality conflict is defined as “interpersonal opposition based on personal dislike, disagreement or different styles” (Kinicki and Kreinter, 2013). Intergroup conflict is the type of conflict that weakens the cohesiveness among groups and teams. However, intergroup conflict can transpire group-thinking if too much cohesiveness occurs. Cross-cultural conflict occurs when members of different cultures have difficulties understanding each other’s perspectives and behaviors. This type of conflict usually happens following events such as cross-border mergers or acquisitions. I believe each type of conflict plays a significant role in why incivility is so widespread in America and in the workplace. There is so much unresolved conflict and so many protests and riots because people do not have the necessary tools for conflict management. They do not have the proper tools to manage conflict because managers and leaders have a hard time addressing conflict. People usually avoid conflict because they fear rejection or failure (Prive, 2019). I also believe there is so much unresolved conflict, riots, and protests because people do not value the same things or they groupthink. In previous units, it has been discussed that people’s behaviors, especially within organizations, are a reflection of what they value. Group-thinking can lead people to create negative stereotypes and perceptions about other groups of people. It can also lead to them viewing other groups as threats. Social media outlets also make it easier for people to groupthink. There are thousands of forums and group pages that are filled with people who display their hatred for other groups of people. People have the ability to use what they see on social media as an excuse to act uncivilly. Group-thinking also creates so much conflict because the people who groupthink have incompatible values with others. When people have incompatible values, it is difficult to avoid conflict, especially if they are displaying their values openly. There’s also the issue of people in positions of power. When people access a certain level of power, it easier for them to act uncivil (Baldoni, 2018). They utilize their resources to emphasize their opinions. Incivility and conflict affect our ability to manage, but I do not think it will be impossible. We can reduce conflict through communicating effectively, not dragging others into the conflict and speaking with managers when necessary (Kinicki and Kreinter, 2013).. Conflict can also be managed by suggesting ways to constructively resolve issues and staying neutral during conflicts. Managers can manage and resolve conflict by documenting and investigating incidents and offering objective feedback. It is not easy to resolve and manage conflict but if there is a culture created and people are held accountable individually, I believe conflict and incivility can be reduced.

Student 2 Nikita

Incivility as defined in the reading, is the lack of regard for one another (Kinicki, 2013). I truly believe that America has become and actively promotes this type of behavior. Stop and think about the power of social media; the visibility that Facebook, Instagram and Twitter provide… Social media fuels the need to be recognized (whether in a positive or negative light). There is growing evidence that “online incivility” is spreading across social networking sites making them a potentially hostile environment for users. In the article, Civility vs Incivility in Online Social Interactions: An Evolutionary Approach, online incivility is defined as a manner of offensive interaction that can range from aggressive commenting in threads, incensed discussion and rude critiques, to outrageous claims, hate speech and harassment (Sabatini, 2016). It’s almost become a social norm and as a result when in physical interactions, people usually think twice before behaving offensively with a person who expresses an opposing view. Social media users are more likely to be careless about the risk of offending others in online conversations (Siegel, 1986).

Now if all of this is going on in our personal lives, why would it not spill over into our professional lives? Workplace incivility is a prevailing phenomenon in organizations (Pearson & Porath, 2009). It is a type of employee’s deviant behavior which violates norms of mutual respect in an organization and comprises of rude, offensive and discourteous behavior. Workplace incivility includes making derogatory remarks about individuals, rejecting ideas or opinion of other employees, ostracizing people from social gatherings (Andersson & Pearson, 1999). A research conducted in 179 organization of Australia and New Zealand revealed that 85% of the respondents experienced some form of workplace incivility. A similar finding in a survey conducted in the USA revealed that six out of ten respondents accepted that they had been involved in uncivil behavior at work while 43% respondents claimed that they 148 experienced disrespectful behavior at workplace (Shandwick, 2011). This type of behavior is detrimental to an organization. Outcomes of workplace incivility are severe. Employees lose creativity when they feel disrespected and tend to leave the organization. Quality of work declines and the majority of the employees facing workplace incivility are involved in decreasing their work effort deliberately. The negative impact of workplace incivility is not limited to damage organizations internally, but uncivil behavior of employees reduces customer base as well. It is evident that customers are reluctant to buy from organizations whose employees are rude irrespective of the fact that rudeness is directed towards customers or other employees (Pearson & Porath, 2009).

Can this epidemic be managed? To an extent if within the workplace (cultural values, authentic leadership, etc.) but the root cause is based on the individual and we can’t control the words and actions of others. One can either remove themselves from an environment where incivility is occurring, or learn to defend themselves against it.

 

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