Disucss about the Critiques Of Rational Actor Model Foreign Policy.
Making decisions is a discourse in itself. It is defined as the process by which individuals can lead and control their personal and professional life. We usually take actions in making effective decisions. Decision is made when a person is on the verge of experiencing a change in his or her life. In many corporate organizations decisions are taken in order to bring about a change in the existing system. The right to take decision is given to the person who is having the authority to do so. This happens in many big organizations. In personal life the decision is taken by the persons who have the power to take decision of his life. The person in an organization when takes the decision is the most appropriate individual. If one is able to influence the key decision maker in an organization one would be able to make a positive difference. The opposite might happen if one is not able to influence the decision maker of the organization. There are various ways to improve the odds on making a positive difference successfully. It must be kept in mind that while presenting ideas to the upper management we should realize that it is our responsibility to sell and it is not the responsibility of the people of the management to buy the decisions (Baumann et al. 2014). We should manipulate and influence the managers to take positive decisions. For example, while we go to give any interview we should be able to influence the person who takes the decisions of hiring us by giving smart answers and by showing positive behavior. Influencing a person is similar to selling a product or service by the salesman. Like every salesman takes the responsibility to achieve good results by selling off their products it is the reponsibility of those who are influencing someone to take a decision. There are huge numbers of people who complain that the management did not buy their ideas. On the other hand effort should be made by all to make their idea innovative so that the management gets influenced by the ideas and they are accepted.
Negotiation- I would basically take the decision by negotiating with the others. I would like to make the decisions by negotiating with my peers. I think that this process is effective for me to judge the situation better. I can be able to make clear of the situation I will be facing it. For example, when I am negotiating with the salary terms with the company HR where I have been working currently, I can negotiate with HR regarding the increase of my salary.
There are few questions that should be asked by the decision makers before making a decision.
The first and foremost question is whether there is any reason to suspect the motivated errors or the errors that are driven by the self-interest of the recommending team?
The people who make the decision should not ask the people directly about their proposal. It is not justified as the person is not aware whether the person is diligent or not and whether he is talented or not. Sometimes the issue becomes intentionally deceptive Sometimes people lie in order to influence the person who has the power to make decision. There are few persons who believe that their decisions are not for sale is biased in the direction of their own interest. The decision maker must concentrate more on the significance of the decision and not on the chance of error. The decision can be in terms of financial error or in terms of organizational power or reputation.
The second question that can be analyzed is whether the people making the recommendation have fallen in love with it?
While evaluating some aspect we usually minimize the risk associated with it and we only consider the benefits that are associated with it. The situation is opposite when we don’t like something. These situations are majorly observed in the decisions related to brands or locations or decisions related to the employees (Phillips et al 2016).
The third question that comes in the queue is whether there were dissenting opinions within the recommending team?
This is not the end of the question. The other aspect that comes to the picture is the whether the opinions come into the consideration. In many organizations it is observed that the team presents a recommendation or some innovative idea to the higher authorities. It is considered to be unanimous. This is sometimes genuine nut at the same time this could be the idea of groupthink. This is done to minimize the risk of having conflict. For example, a person who is in charge of the manufacturing unit in an organization should worry if nobody raises voice against the concerns related to huge investment related to manufacturing (Neenan and Palmer 2018).
Independent Style- The individuals should be making decisions without consulting with each other.
Consultative- In this the decision making is done only after consultation with the closed ones or the team members working in the organization.
Conceptual- In this decision making style the individuals are looking for the best alternative solutions and think more and more to get to any effective decisions.
I would be taking the consultative and the conceptual decision making style as I am a good thinker and able to judge the situation closely. I am very much open to communicate with the decisions made by me with my peers and the team members. So I need feedbacks of the other individuals or the team members to make my decision and find out new and innovative ideas before taking any decisions by me as well.
This is the type of model which is dealing with the compliments and the opinions as well the criticisms. The evaluation of the criticisms as well the opinions are helpful in determining how well you have succeeded in your personal as well as the professional life. For example, I am in a situation where my sales targets are not achieved at any means. In the organization I could not be able to predict the sales analysis. So I have taken the feedback of the peers and team members and consulted with them of understanding the ways of how I can achieve my sales target.
According to this model, an individual should be reflecting on whether the goal which the individual will choose or have been chosen is right or wrong for them. This model tells that if the goals are set then the individual could be able to distinguish between the final and the performance goal. For example, I will go for jogging every morning near my office having the distance of 5 km every day. This indicates that my final goal is to reach the place and my performance goal will be that I need to complete 5 km jogging and both the goals are interrelated. So this model will help me to understand my final and performance goals.
This model is associated with the people taking decision in the business. The managers of the organization often rely on the fact-based analytical decision making process. The rational decision making model is beneficial in many cases. It is majorly beneficial in the world of business. This process is different from the process of intuitive decision in many ways (Monghasemi et al. 2015).
I should consider the feelings and the instincts to be important and I have been making decisions according to that. The relying on the feelings and the instinctive are called intuition. Intuition is the power of having an idea of a situation or information before hand without even understanding the feelings and the need of reasoning. This type of decision is made when the facts are not available and when it is difficult to take the decisions (Hill, Jones and Schilling 2014).
There are instances where the employees or the managers of the company are given pressure to increase the profit of the organization. They undergo certain dilemma and carve out proper solution to overcome the situation. In such case I will be using the six steps:
The next step in the rational decision making process would include the allocation of the weights to the criteria. This means ranking the criteria that is the most useful and beneficial. The biggest challenge in this case would be the change that would affect the employees. The other weights will get equally distributed. The next step would include the consideration of the solutions (Betsch 2014).
The next step would be to analyze the alternative solutions that can be realized when no solution works. In case of a restaurant business if all paths are shattered the alternative solutions would include:
This model is having a great amount of advantage. It helps a person to take decision in a logical and in a comprehensive manner. The model not only indicates the thing that needs to be done but it also indicates the way the alternative solution needs to be carried out. Without wasting much time it helps to take effective decision that would be useful for the organization or for whatever reason the decision is being taken. This type of approach also saves time (Axelrod 2015).
The weakness of the model lies in the fact that usually the persons were not involved in the process who were supposed to take the decision. The solution was taken too quickly before even thinking about the consequences of the same. As a result the consequences were sometimes disastrous and terrible. The other weakness lies in the fact that we usually use this model in isolation. It is made by individuals by having incomplete or insufficient information (Alden 2017).
This model is influencing the individuals that whether they can be able to cope up with the dilemma they should have it. It seems that there is any situation or circumstances takes place when an individual could not be able to take the most critical and valid decisions in their life. The individual is in dilemma that whether the decision which the individual will take will be good or bad for the future. According to this model the individual self assesses and asking themselves that what is good or bad for them if they take this decision and how much effective the decision should be there for the individual to take it (Cascetta et al. 2015). For example, I was working in a MNC having the post of sales director, but after that I got offer as the Sales Head in a different MNC. So I was in dilemma whether I will be changing the job or not. I have got many job opportunities while working in the MNC. I was totally confused and messed it up that which would be the right choice for me. I am in constant dilemma that which job I would leave and whether I am working in the MNC right now is the best solution for me to achieve my goals in the future or not.
This is a model which is useful in resolving any type of conflicts for the situation to be taken place. For example, I am developing conflict with the personal and work life balance. I could not be able to found out any solution where I can be able to make the work life balance proper and adjusted. I came to a situation where I am in conflict with my manager of the company where I am working. There is a conflict I have introduced for changing my job. My manager won’t let me go from the company as I am a good performer but the working hours for me in the office are 8 hrs. My manager for enhancing the sales would like to make me work for 2 hrs more per day. I am in conflict with my manager regarding the change of my job as I could not be able to provide work life balance and I was very much upset with the conflict raised with the manager. So I would like to eliminate the conflict taken place between me and my manager.
The feedback model is related with the conflict resolution model in a proper way. In the feedback model there is the criticism as well as appraisal to be the part of the decision making for me. With the effective feedback I could be able to come to the solutions and can make effective decision making depending on the measurement of the feedbacks (Talbot, 2015). On the other hand I am also focusing on the conflict resolution model indicating that I will be avoiding the conflict situation and should be able to evade from the responsibilities which will not make me further involved in the conflict. I am also agreed with the rubber band model of decision making as in the personal and the professional life I could not be able to make the effective decisions of my own and I will get confused of executing the decision made by me only and so I want that the decision making is done only by consulting with the others. I am in constant dilemma of whether the decision making made by me is right or wrong for me in the future.
I have the conceptual as well the consultative decision making styles to be adopted. I personally think that accuracy and precision in decision making is obtained by me only if I consult with the others in the organization where I am working in. I also want that I need to think much more before choosing the best options for making any decision. I should think a lot before decision making and I will be avoiding of any kind of conflicts in the organization if there, as this will make me puzzled and my focus gets out from the goal set by me. The others have basically adopted the autocratic and the conflict resolution style of decision making where the team members will not be evading their responsibilities they have it and could not be able to escape from the conflicting situations.
Conclusion
From the study it is evident that indecision has been the major drawback for the individuals and for me. It is inevitable that the individual need to be reflecting on their thought process and should be analyzing the situation effectively in order to make effective decisions for the improvement in their future (Huntsinger 2015). It is evident that the application of models and frameworks are essential in making effective decisions for the individuals to succeed in future.
References
Alden, C., 2017. Critiques of the rational actor model and foreign policy decision making.
Axelrod, R. ed., 2015. Structure of decision: The cognitive maps of political elites. Princeton university press.
Baumann, D.J., Fluke, J.D., Dalgleish, L. and Kern, H., 2014. The decision making ecology. From evidence to outcomes in child welfare: An international reader, pp.24-40.
Betsch, R.D.M.T., 2014. Preference theory: An affect-based approach to recurrent decision making. In The routines of decision making (pp. 69-96). Psychology Press.
Cascetta, E., Carteni, A., Pagliara, F. and Montanino, M., 2015. A new look at planning and designing transportation systems: A decision-making model based on cognitive rationality, stakeholder engagement and quantitative methods. Transport policy, 38, pp.27-39.
Cornish, D.B. and Clarke, R.V. eds., 2014. The reasoning criminal: Rational choice perspectives on offending. Transaction Publishers.
Hill, C.W., Jones, G.R. and Schilling, M.A., 2014. Strategic management: theory: an integrated approach. Cengage Learning.
Monghasemi, S., Nikoo, M.R., Fasaee, M.A.K. and Adamowski, J., 2015. A novel multi criteria decision making model for optimizing time–cost–quality trade-off problems in construction projects. Expert systems with applications, 42(6), pp.3089-3104.
Neenan, M. and Palmer, S., 2018. Cognitive behavioural coaching. Routledge.
Phillips, W.J., Fletcher, J.M., Marks, A.D. and Hine, D.W., 2016. Thinking styles and decision making: A meta-analysis. Psychological bulletin, 142(3), p.260.
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Heyler, S.G., Armenakis, A.A., Walker, A.G. and Collier, D.Y., 2016. A qualitative study investigating the ethical decision making process: A proposed model. The Leadership Quarterly, 27(5), pp.788-801.
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