Perfect example of the Satisfice decision-making process
First Identify your options
Then select the first suitable option
Are you satisfied?
If not, start the process from the beginning
If so, choose that option and go with it
Guess what you get when you combine satisfy and suffice together? You get the word called Satisfice. The definition of "Satisficing" is a decision-making strategy that achieves satisfactory results. You search for a solution that is 'good enough' in that certain situation. Why do we use this method? Many people use this strategy because it's hassle-free, little effort, and the decision is made quickly. Often times this strategy is the only appropriate decision-making process available. This method does not look for the best decision, it looks for a suitable solution.
For example, as a full-time college student, I have to make suitable decisions that fit my schedule and the deadlines of homework. While buying presents for friends/family, I buy what I think that they'll like. In reality they'll probably like it but it's not the best decision. These decisions fall under the category of Satisficing. People who are satisficers do not get outcomes as good as maximizers, but they have less stress and make quicker decisions that meet their own criteria at that time. Times that you would want to use satisficing are decisions that aren't detrimental to you or others around you. There are different satisficing options that include; satisfice quantity, satisfice quality, and satisfice time. I decide to get 8 perfect donuts for breakfast but instead I can satisfice by recognizing that one person does not need 8 perfect donuts just for breakfast. I can buy 6, instead. That would be an example of satisficing quantity. I can satisfice quality by identifying the minimum quality standard. If I wanted to buy a ten dollar poster online but wanted it to be delivered the next day, I would have to pay another fifteen dollars. Second-day delivery is much cheaper but I would take the chance of getting into a car accident on that day, and dying without receiving my poster. Before paying for overnight delivery, be honest about when you need the item. Satisfice your delivery time requirements.
Maximizing
Maximizing takes the complete opposite approach to decision-making. Maximizing takes more time, high costs, and high risk. While deciding my neurosurgeon, I'll probably maximize my options and do a lot of researching instead of settling (satisfice) for a brain surgeon. You wouldn't want to settle for a brain surgeon because that could potentially cost you your life. You would want to maximize your options if your decision will be very detrimental to yourself or others around you. The figure to the right is an example of maximizing your options. If the decision has an impact on your life, you should probably use the maximize strategy in these occasions. Maximizing is the better strategy in important decisions. Maximizers often experience some negative post-decision consequences. Maximizers look back at their decision and see that there was a better option than the one they chose. While satisficers are content with their decision and do not beat themselves up for choosing their option.
Now that you have an understanding of the two decision-making processes, which one fits your characteristic more?
Below I attached a website that allows you to decide whether you tend to maximize or satisfice decisions on a daily basis. (http://www.setsailcoaching.com/maximizing-vs-satisficing-how-happy-are-you-with-your-decisions)
I was sitting in class the other day, wondering what kind of precautions a consultant must take while investigating an organization. By precautions, I mean how they approach certain situations without "rocking the boat" with co-workers, supervisors, or the head boss. First of, a consultant is defined as a professional who provides professional or expert advice in a particular area in hopes of finding a solution to a problem. Consultants have a variety of fields that they provide their service to, for example; law, marketing, engineering, or any other specialized field.
First, a consultant needs to identify the problem. The boss/director needs to be addressed first before any of the general employees. Next is brainstorming possible solutions or actions that'll resolve the problem at this organization. Most importantly, the consultant will then take action to implement the solution to the problem. The consultant will need to evaluate the solution and make sure that it's working effectively. If not, the consultant might need to re-evaluate the problem and find an alternative solution. Lastly, the consultant will need to do a follow-up with the organization to make sure that the problem has disappeared or gradually fading away. The follow-up can be a monthly check-up. The follow-up should be frequent, not yearly because then the organization will feel abandoned. If the problem doesn't seem to be solved then re-evaluation needs to take place and find a different approach to tackle this problem. Often times bosses will hire consultants even if things are running smoothly. Bosses have a curiosity to hear what the employees have to say about their position and how they think the company is running. Which is really good for a company because it maintains balance throughout the spread of the internal organization. Every company should hire a consultant every year, or when there has been a sudden shift in supervisors/bosses. Just be careful when choosing your consultant. Do your homework and talk to other companies that have had previous success with consultants.
Successful consultants
Some organizations do not hire consultants because they get the feeling that they'll cause disruption to the internal organization. The term "seagull consultants" is a joke that refers to a consultant that flies in, makes a lot of noise, eats all the food, craps all over everything, flies out-never to return. In simple words, the consultant evaluates the problem, doesn't provide an effective solution, disrupts the organization, and never follows-up. They leave a disaster and aren't returning to pick up the pieces on the ground. After the consultant leaves, things tend to be worse than they were before, and you have wasted money. To avoid hiring a seagull consultant I would advise the organization to do their homework on good consultants to ensure that they do not waste their money and time. An ideal consultant will make their changes, and after they leave the organization will work better than before and continue to be successful years down the road. The changes WILL take time to work. Do not think that after a week things will be magnificent and all the problems will be gone. So, now that you have an understanding of a consultant, do you think your job is in need of hiring a consultant?
Establishing a good relationship within your organization is essential for positive vibes along with eustress. Your co-workers and supervisors have a huge impact on your behavior, stress level, and your emotional state. How many times have you came home in a bad mood after a long hectic day at work to find yourself taking your temper out on your spouse or children? As a child growing up, with both of my parents working full time, I've experienced them arriving home in a bad mood to find out all of a sudden I have twice as many chores to accomplish that day. Now that I've learned the job description of a consultant, I could've referred one to their jobs!
Teamwork, Communication, & Unity
For my experience in the workplace, I have been able to establish good relationships with my supervisors and co-workers for the most part. My philosophy of establishing a good relationship in the workplace is that it does not start on your first day, but it starts with your job interview. The interview is where an employee wants to begin their positive behavior with the organization. Even if you do not get hired, the interviewee will remember you because of your positive vibes that you brought to the table. I've personally been hired twice, once with a Law Firm in Los Angeles, CA; and my current job with Jones Soda Inc. The Law Firm is a summer job that I've maintained for the past two years. The environment is very diverse, ranging from Caucasians, African Americans, to Koreans. Due to it's location in Los Angeles, the majority of the workplace is dominated by Koreans. At first, I felt out of place and didn't know how to approach them because they have different beliefs, and values than most Americans. Most of them were above the age of 35, married, have children, and live in stable houses with their families. While I'm just an undergrad in college and have little experience in the work force. I got the feeling of newcomer appraisal uncertainty (veteran employees may be uncertain about the newcomer's ability to competently perform his or her new tasks).
After a few weeks went by, I started to realize them as family, and if I was their child. They were all extremely respectful; taking me out for lunch, after hour drinks, and inviting me to birthdays, weddings, etc. The office had a positive environment everyday, even on mondays if you can believe that! Every friday, the boss would buy lunch for everyone. That was good for co-workers to catch up with each other after a longs week of work. Communication is the main goal in this Law Firm. Every co-worker had their own in-office phone that connected to each and every co-workers phone. This made communication much easier, but at the same time it led to less interactive communication. There was never gossip floating throughout the halls of the Law Firm, or at least I didn't experience any gossip. Most employees would keep their opinions to themselves that concerned colleagues.
During the job, I wouldn't suggest that the Law Firm was in need of a consultant because everyone seemed to be happy in their position in the job. A consultant is never a bad thing though, it's just to make sure everyone is on the same page. Even though co-workers might say they are happy, they might actually be hiding something within themselves that they're unhappy about. I would suggest that every job hires a consultant every two years, or when there is a change in management.
Have you ever looked back at the first time your parents told you that, "you can be whatever you want to be?" At this point in life, we were all so young and naive to the work force that we replied with an unethical response. I remember that I wanted to become a professional basketball player or a pirate for the rest of my life. This is an example of anticipatory socialization. Most of us in our childhood learn about work through television, parents or any sort of media.
Take a few moments and watch this stand-up by Nick Swardson about Childhood dream jobs below.
The next phase is the Encounter phase which is the point in time that you get employed with a new organization. At this phase you learn how to become comfortable with the organization's culture. I've worked at two different places throughout my life. I worked for my dad's powder coating business throughout high school. This job helped me set my feet down in the work force and begin to realize how much I wanted to just become a Pirate. I shadowed a few of my dads employee's so I was able to catch onto the culture very quickly. Once I graduated from high school I moved on and decided to get attend college for an Exercise and Sport Science degree. I was able to land a job with Jones Soda as a Brand Ambassador since I started college. My boss and supervisor are very laid back ever since the very beginning so it made it easy for me to transform from job to job.
The last stage is the metamorphosis phase which is the transition where a "new member" becomes an insider in their organization. In this phase the employee tends to gain respect and are handed more responsibilities. The employee knows exactly what is expected from them. Unfortunately, I've only experienced this a few times due to my lack of experience in the work force. I can relate this back to when I was employee for my dads business because I moved up from a front desk employee to actually powder coating customers products. I had to go through another learning process but it was much easier and not as boring. I felt more responsibilities building up on my shoulders but I was able to cope with them. Once I graduate college I will hopefully get a great job I can stay with for the rest of my life.
Here are a few frames I powder coated while working for my dads business (JD's Powder Coating):
Gloss Purple Frame with Clear Coat
Shocker Green with a Clear Coat on the frame
Black Chrome Wheels
Gloss Red frame
All in all, work is something that takes time to process for many people. We go through different phases in our lives that form how we view work. We began thinking that we were going to become the best super heroes anyone would ever see to sitting in our office thirty years down the road. This is why it's sad to see that I'll be graduating college within a year. I never thought the day would come that I would have to start thinking about a job that I can successfully obtain. Even though I have only worked for two jobs, I know there are certain qualities that I've gained that I can apply to another job.
I'm a member of The Chi Phi Fraternity here on campus and our ex-president was hired by the new Buffalo Wild Wings here in Corvallis, OR. This is the perfect opportunity for others to gain more knowledge about the sports bar and grill. I've been to BWW countless times in the Portland metropolitan area. They have great customer service, spicy wings, and huge projectors constantly playing a variety of sports. BWW contains a high enthusiastic environment especially when big games are playing because the fans flock to this sports bar to root on their sports team.
Below is a funny commercial to show you a little insight of BWW:
Here are some questions that I asked the employee:
Q: What was the work environment like on a daily basis/game nights?
A: The work environment is fun but it can get hectic especially on game nights. I am a server and sometimes it can be easy to mix up wing orders because of the amount of people that we attract. I always have to make sure that I'm on top of the orders and "cheesing" at all times.
Q: What's your favorite part about working for BWW?
A: My favorite part would probably be the people that I work with and although game nights and weekends are crazy, it's also really fun. I also like how flexible the managers are because my class schedule is busy during the week days.
Q: Do you have a good relationship between your supervisors?
A: Yes, in fact I've gained great relationships with my supervisors and from time to time we get together and go golfing. They push us to maintain BWW as the best sports bar and grill in America. They are demanding at times but it's needed when we are very busy.
Q: Have you experienced where the lack of communication has affected your performance?
A: There has only been one time since I've started working where the lack of communication affected my job. I was supposed to give a receipt to a few customers but no one told me who the receipt belonged to and I accidentally gave the receipt to the wrong customers. They were understanding about the mistake so I asked the manager if we could give them a discount on their meal and he said yes!
Q: Is it easy to communicate with everyone?
A: Yes, it's pretty easy to talk to my co-workers during work hours. The supervisors are usually busy but have an open door policy.
Q: Does the average employee have a big "voice?"
A: Not really but the supervisors are always open to what you have to say. I haven't felt like they try to boss us around much. The supervisors just want to make sure we are working efficiently and making the customers feel comfortable. They want us to start small talk with our customers to build that relationship.
Q: Do you plan on possibly working your way up to a managers position?
A: At this point, no. Why? Well because right now I just need money to pay my monthly rent but I would suggest to every younger adult to experience working there.
Q: Is there anything else you'd like me to tell everyone?
A: Come to BWW, enjoy the delicious food, cold beer, and the fun environment!
One thing that I want ALL you to see is their "Blazin Wing Challenge." For $12.00, you get a dozen of the chain’s chicken wings, slathered in their signature “Blazin’” sauce, the top end of the heat scale in the Buffalo Wild Wings array of sauces. The challenge is you must eat them all in less than six minutes. Complete the challenge, and you get a tee shirt, and your photo on the wall of fame. You cannot drink anything, touch your face, use any dipping sauce, or use a napkin.
P.S.: I will never attempt this!
According to the Critical Approach, Buffalo Wild Wings seems to have a fair system within their organization. During the interview, he stated that "managers treat the employees as if they have equal control and they do not try to show much dominance within the organization." Keep in mind that the Critical Approach to organizational communication is NOT learning how to better control the employees but rather how to level out the power associated within the organization. They also seem to use one of the functions of Ideology called the Representation function. This function of Ideology means that the manager takes interest in everyone. Buffalo Wild Wings tends to avoid the "Denial Function" of Ideology. In this situation the boss claims to have an "open door system" but the employees ideas are not taken into consideration.
Cheba Hut is a sandwich shop which newly opened here in Corvallis, OR. I've only been there a few times and thought that their sandwiches were much better than your normal Subway or Quiznos. The layout of their shop is unique due to their murals that are painted onto the walls, polite employees, and relaxing environment. As you enter the sandwich shop, you are greeted by their employees and politely asked what you would like to eat. I bought a "White Widow Blunt", which is simply a footlong Chicken Bacon Ranch from Subway or Quiznos. Their menu is named after many different strands of Marijuana which can steer some customers away because it's attracting a certain group of people (http://chebahut.com/new/menu/). At the same time, I go there because of their good customer service and their magnificent sandwiches. I asked one of the gentlemen working if he would rather work there or any other sub sandwich shop. His exact response was, "Nothing against other sub sandwich restaurants but this is by far the most exciting job I have ever worked at!"
The above photos are an example of what I would call a good work environment.
They do not have many decorations inside of their shop besides their beach mural on the wall. One attraction is their music playing inside of their shop. This welcomes customers in and makes them feel comfortable. Their employees are usually wearing a green Cheba Hut apron and when I visited they were all wearing Cheba Hut hats. The majority of their employees are in the age group from 18-25 years. Cheba Hut also holds a ranch chugging competition at their sandwich shop that a lot of people always attend either for the competition or for the laughter. Here is the contest that my friend competed in and it was held at the Cheba Hut in Corvallis, OR.
The atmosphere is very relaxing and welcoming to anyone. Their employees are nice and are willing to start small talk with any customer. Also, the employees at the Cheba Hut in Corvallis are always so up beat and ready to take the customers order. I encourage all of you to try their sandwiches because I can guarantee that you will be satisfied with their service and the delicious food.
According to "The Ten Commandments of Zappos", the company stands behind the satisfaction of their employees (http://money.cnn.com/2009/01/21/news/companies/obrien_zappos10.fortune/). The list of their commandments is a list that every company should consider because it provides a healthy environment for employees. Unfortunately, many companies cannot provide such an environment for their employees due to the lack of income the company intakes. There are other alternatives to provide a healthy environment for employees that do not require spending a lot of money. For example, having weekly pot lucks, monthly work parties, extended lunch breaks, "Pizza Fridays", etc. These are all great examples that provide positive interactions with the employees, bosses, and supervisors. Not only will it spark positive vibrations but it can lead to an increased level of productivity in the work place.
An interesting story in Chapter 4 talks about research about how flight attendant's have to make you feel safe and secure as if you are sitting in your living room reading the newspaper. She explained it as an important "organizational rupture." In fact, most flight attendants are dominated by the female population because that's supposed to make the passengers feel "safe." The flight attendants job is tough when it comes to a mechanical failure, bad weather, or an unruly passenger. They have to communicate in a fashion manner because if they don't passengers will begin to panic causing frustration on the plane. I've noticed that when flight attendants begin by stated the safety rules they tend to explain them while beating around the bush. That's to assure that the passengers feel comfortable flying on their commercial airplane even though life's are at risk every time passengers board the plane. Communication is a vital part of the air craft!
Chapter 5 talks about the Cultural Approaches being complicated, emergent, and ambiguous. Most organizational culture researchers confirm that it's impossible to say that organization has a single culture. Most scholars agree that organizations are characterized as having subcultures. For example, a real subculture is a group of people who live differently then the community around them, and pass traditions on from generation to generation. Also, Deal and Kennedy explain how business success can be enhanced through a "strong culture." If an organization consists of a strong culture then it will allow for improvements in individual and organizational success.
