Decision-making models are  critical for making informed and consistent decisions. In this  discussion, you will use what you have learned about decision-making  models to solve the organizational problem below.

Scenario

Imagine that you are an organizational consultant for the SNHU Pet  Supply Company. You have been asked to recommend who should lead a new  initiative to expand the company's online presence. After several  discussions and interviews, the leadership team has shortlisted two  candidates. Each candidate brings a different set of skills and  expertise to the table, and each also poses a few challenges.

The first candidate, Myra, is a 15-year veteran of the organization  who has worked her way up from an intern to a very capable product  manager. She has extensive knowledge of the company's products and  services and embodies the company's culture and vision in her work. Myra  is not well-versed in e-commerce and the technologies that will be  needed to implement and launch the company's online initiative. However,  she is a fast learner, and the management position doesn't require too  much in-depth knowledge of technologies.

The second candidate, Michael, was hired six months ago and shows  great promise as a leader and manager. He has an MBA from a reputable  university and worked for a technology startup for three years before  joining the company. He has no experience in pet supplies or related  industries, but knows how to launch an online company from the ground  up.

In your initial post, address the following:

• Compare and contrast two different decision-making models addressed  in your course resources, explaining how each would be used to approach  the hiring decision.
• Recommend which of the two decision-making models would be the best suited to help make the hiring decision, and why.

In your response posts to at least two peers, explain how the model  you recommended using compares with the model your peers recommended  using and how it would influence the decision-making process and  outcome. You may use the following questions to help develop your  response:

• What can examining a business problem through the lens of different decision-making models teach us about decision making?
• What other business decisions or situations would your peers'  recommended decision-making models be most appropriate to use for, and  why?
• What other business decisions or situations would your recommended  decision-making model be most appropriate to use for, and why?
• Do you have questions for your peers about why they recommended the model they did?

To complete this assignment, review the Discussion Rubric.

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reply to these two post :

post one :

  Christine Farrell 

The  rational decision-making model includes eight steps thinking process,  and an intuitive decision-making model is a complex form of reasoning  based on past experiences. Both decision-making models help leaders make  effective decisions for the company. For example, the rational  decision-making approach to hiring is using the step-by-step process;  first, identifying the opportunity; second, weighing on decision  criteria; third, evaluating the alternatives; fourth, choosing the best  alternative; fifth, acting on the decision; and last, evaluating the  decision. On the other hand, the intuitive decision-making model  approach to hiring would rely on trusting in your intuition rather than  making rational decisions, for example, hiring someone who is not  qualified for the position, but you "feel" that they are capable because  of their appearance and conduct.
The  rational decision-making model would be best suited to the hiring  process because the step-by-step process can help a leader make the best  decision for the company. After all, it will allow the leader to make a  decision based on a rational thinking process rather than using their  gut feeling, and a leader's decision would prove effective with the  tools in mind.

Reference
Soomo Learning. (2023). Managing and leading in business (2nd ed.). https://www.webtexts.com

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post two :

 Joe Caruso 

In making a critical hiring  decision such as the one outlined in the assignment, I have typically  always utilized a rational decision making model which allows for a step  by step process to be followed and outlines the criteria of the entire  decision making process by weighing many factors including experience,  technical skill set, adaptability, coach ability, and cultural fit based  on the information at your disposal. In my opinion, the luxury of  utilizing this process is that you are utilizing all of the information  at hand, weighing the pros and cons of each candidate being considered  for the role and it ideally removes emotion and feelings out of the  decision making process. Typically, and in the case presented in this  assignment, one can infer that the most logical hiring decision can be  made by utilizing this process as it leverages key stakeholders and all  available information in the decision making process. That being said,  as someone that has made many hiring decisions in the past, I will admit  that I have over time utilized more of an intuitive decision making  process when making hiring decisions. I still utilize a formal rational  process when comparing the initial facts and figures of a choice and I  certainly weigh all of the possible outcomes of a bad hire. However, I  tend to leverage past experiences and “gut instincts’”, based on similar  experiences I have had with like candidates in the past to make hiring  decisions when there is no distinct difference or advantage that one  candidate has over another. In my experience, hiring candidates has  become less of an exact science and does require more feelings and  emotion then early on in my career as I have found it imperative to be  more open minded when it comes to looking for outside the box candidates  that can be hidden gems in the candidate pool. I would therefore  recommend using a hybrid approach or assessment using a rational  process, while maintaining the ability to utilize your instincts and  judgement that would be part of an intuitive process.

My final call would be to hire Myra as I have always had a soft spot  for individuals that have put in the time and effort as well as the hard  work necessary to advance within the organization. Given that Myra has  been recognized as a fast learner as one that would be able to adapt,  adjust, and learn on the fly, I would discount the fact that she does  not possess the necessary experience in e-commerce as I believe she  would dedicate herself to learning what she needs to know to be  successful in the role.