Beruflich Dokumente
Kultur Dokumente
USN
: 1MS14MBA
AUTHOR
: JOHN ADAIR
After working as a Senior Lecturer at the Royal Military Academy, Sandhurst from
1961 to 1967, he later worked for the Industrial Society before becoming Professor
of Leadership Studies at the University of Surrey in 1979, a post he held until 1984.
He was a visiting professor at the University of Exeter from 1990 to 2000. He is
currently an Emeritus Fellow of the Windsor Leadership Trust where he regularly
speaks on Leadership development programmes.
Since 2006, he has been Honorary Professor of Leadership at the China Executive
Leadership Academy in Pudong. In 2009 he was appointed Chair of Leadership
Studies United Nations System Staff College in Turin.
John Adair is a leading authority on leadership and leadership development. He
advises many organizations in business, government, education, health and the
voluntary sector. Over a million managers worldwide have taken part in the Action-
John Adair is now widely regarded as the worlds leading authority on leadership
and leadership development. The author of 30 books on the subject, he has been
named as one of the 40 people worldwide who have contributed most to the
development of management thought and practice. Educated at St Pauls School,
John Adair has enjoyed a varied and colorful career. He served as adjutant in a
Bedouin regiment in the Arab Legion, worked as a deckhand on an Arctic trawler
and had a spell as an orderly in a hospital operating theatre.
After attending Cambridge University he became Senior Lecturer in Military
History and Leadership Training Adviser at the Royal Military Academy,
Sandhurst, before becoming the first Director of Studies at St Georges House in
Windsor Castle and then Associate Director of the Industrial Society.
Later he became the worlds first Professor in Leadership Studies at the University
of Surrey. He also helped to found Europes first Centre for Leadership Studies at
the University of Exeter. John Adair now acts as a national and international
adviser on leadership development. His recent books, published by Kogan Page,
include Not Bosses but Leaders, The Inspirational Leader, How to Grow Leaders
and Leadership and Motivation.
BOOK SUMMARY
Line managers and leaders of all levels need to ensure that problems are solved in
the optimal way and that the ideas and innovations for tomorrow's business flow
freely. Decision Making and Problem Solving helps them master the processes of
practical thinking which lie behind effective decision making, problem solving,
and creative thinking. Using checklists, exercises and case studies, it explains key
concepts such as: principles of effective thinking, how to develop a framework for
decision making, how to use a simple model for making decisions and solving
problems, how to sharpen up creative thinking skills, and how to develop thinking
skills in the future.
Managers and leaders of all levels need to ensure that problems are solved in the
optimal way and that the ideas and innovations for tomorrow's business flow
freely.
Decision Making and Problem Solving Strategies helps readers master the
processes of practical thinking which lie behind effective decision making,
problem solving, and creative thinking. Using checklists, exercises and case
studies, it explains key concepts such as: principles of effective thinking, how to
develop a framework for decision making, how to use a simple model for making
decisions and solving problems, how to sharpen up creative thinking skills, and
how to develop thinking skills in the future.
Decision-Making Skills
The effectiveness of a decision depends on factors such as the characteristics of
the decision maker, various cognitive biases, and organizational barriers. In
Due to the
It includes situational
Brainstorming
Managers use a variety of approaches for improving decision making.
Individuals or groups use brainstorming to generate numerous ideas or alternatives
without evaluating their merits. A group will list as many options as possible
before pursuing a limited number of them. Listing alternatives without evaluating
them encourages people to generate ideas rather than defending or eliminating
existing ones. In brainstorming sessions, managers should list and record all ideas,
encourage creativity; offer ideas related to those already listed, and ask each
participant to offer a specific number of new ideas.
Ideas are not evaluated during the initial stages. Mangers should also set a time
limit for brainstorming.
Brainstorming helps decision makers think of unexpected and potentially useful
possibilities for addressing a problem. When specialized knowledge is required, it
is limited since it sacrifices the quality of an idea for a quantity of ideas.
Brainstorming can result in many shallow and useless ideas. However, it can also
push members to offer new ideas and usually increases the overall creativity of
individuals and work groups.
for it.
Working on an affinity
input to the list of solutions and then vote secretly. Each group meeting has a
clearly focused agenda that limits discussion to a single aspect of the decision.
This technique delays evaluation of ideas until all inputs are displayed. It also
ensures that participants have opportunities to discuss displayed items before
voting. Discussion of items focuses solely on the advantages and disadvantages of
various alternatives
As a group increases in size and diversity of expertise, the NGT becomes more
useful. NGT gives individuals time to think about the key issues before offering
solutions and provides a mechanism for reaching a decision expediently through
the ranking-voting procedure. It fosters creativity by allowing extensive individual
input into the process. Strong personality types will less often dominate the group
because the NGT provides all group members with an opportunity for systematic
input. NGT encourages innovation, limits conflict, emphasizes equal participation
by all members, helps generate consensus, and incorporates the preferences of
individuals in decision-making choices.
The Delphi technique refers to a structured group decision-making technique
that uses repeated administration of rating scales to obtain opinions about a
decision. It begins with unfocused ideas. Then, through exploration of these ideas,
it focuses them until a decision is reached. Group members first explore the
subject individually. In the conventional Delphi technique, a small group of these
people designs a questionnaire and then polls a larger group. It tabulates and
returns results for discussion. The process repeats until group members reach
agreement and develop a common view of the issues.
The Delphi technique works well when face-to-face conversation is not possible
but the input of many people is valuable.
decision has a high quality if the employees hired accomplish their work in a
timely fashion and their salaries fall within a specified budget. The decision to
launch a new product has high quality of it results in increasing the reputation,
profits, or market share of the company. A high-quality decision helps accomplish
strategic goals.
performance.
redesign their Web site. Workers resistant to this decision may fail to respond to
requests for information for the Web site. In contrast, worker support for the
redesign may increase the speed and responsiveness of providing information.
Support from workers at all levels is critical when implementing significant
decisions.
Managers and decision makers must also evaluate a decision according to its
ethical justness. Ethical dilemmas result when there are conflicting stakeholders,
interests, values, and ambiguous laws. Although ethical considerations receive the
highest priority in many organizations, some managers still disregard them in
making decisions. For example, many people in the financial market industry have
been cited for using insider information for personal gain.
prosecuted for violating SEC laws, but others have conducted unethical business
unnoticed. Many firms now implement extensive training in ethical decisionmaking. Tough standards of ethical behavior are now common in the United
States.
Code of Conduct and ethics classes is not only common but also
The
helps workers or other managers reframe the way they think about the
organization. Transformational leaders motivate others to do better than they
expected by raising their consciousness about the importance of certain outcomes
such as high productivity or efficiency. They show the value of what benefits their
work team rather than on their personal interest.
workers need levels so that they value challenges, responsibility, and growth.
Super leadership
Super leaders go beyond the transformational leader by helping followers
discover, use, and maximize their abilities. They empower followers to contribute
fully to organizations.
He
encourages employees to create self-set goals. The leader trains and supports
others in setting accepted, challenging, and attainable goals. A super leader creates
positive thought patterns by continuously observing, evaluating, and changing his
assumptions, beliefs, mental images, and thinking. He rewards self-leadership
behaviors and constructively criticizes other behaviors. The leader uses natural
rewards that stem from the task, such as a sense of competence, increased
responsibility, and self-administered rewards, such as self-recognition, self-praise,
and self-congratulations. A super leader uses teamwork to promote self-leadership.
He relies on teams to reinforce principles of self-leadership and provide a context
for responsibility and goal setting. This leader also creates a culture of selfleadership. The super leader extends self-leadership throughout the organization.
In addition to characteristics of the decision maker, characteristics of the
organization can influence decision-making and its effectiveness.
Structural
factors can determine who can legitimately make decisions. The extent of the
organizations hierarchy and its chain of command may legitimize certain decision
makers. For example, managers and employees in a state government often look to
their supervisors for approving decisions and handling exceptions. In contrast,
many dot-com companies give their employees freedom and flexibility in making
decisions. Flattening the organization by reducing the hierarchy also gives more
decision-making responsibility to lower-level managers and employees. Some
companies limit decision-making responsibilities to those with extensive expertise
by emphasizing specialization of functions.
There are three forms of applied thinking that everyone needs: decision
making, problem solving, and creative thinking. Decision Making and Problem
Solving will help readers master the processes of practical thinking that lie behind
effective decision making, problem solving, and creative thinking. Using
checklists, exercises, and case studies, this book enables anyone to understand key
concepts such as: how the mind works, the principles of effective thinking, how to
develop a framework for decision making, how to use a simple model for making
decisions and solving problems, how to sharpen up creative thinking skills, and
how to develop your thinking skills in the future. An expert on management
thinking, John Adair will help managers and leaders of all levels ensure that the
best decisions are taken, that problems are solved in the optimum way, and that the
creative ideas and innovations so necessary for tomorrow's business flow freely.
John Adair is a sophisticated writer but still skillful enough to convey the
information and make it understandable through case studies.
The book is structured and sequenced starting from simple skills to the tough ones
which requires art and practice.
All chapters have the same pattern that is theory that explains the skill and a case
study to make understand its practical application.
The author has tried to keep the book standards both complicated and simple at the
same time.
The author style is definitely unique in its own way. But this approach is
acceptable.
The book explains every content with specific critical case study and also the key
facts in solving them which provides a lot of clarity for the reader.
The subjects deal in this book, i like it since the beginning though the end, because
has modern ideas, concepts on decision making i do not know, from my point of
view, the idea of leadershiping seem to me wonderful and appreciate and his no
mathematical approach.
Mr. Adair appears to be very knowledgeable in this area, but I found this book to
be a too elementary. The strategies he suggests were very broad concepts that you
could find in any book on this subject. What I liked about it was the section that he
added to the end of each chapter titled "Key Concepts"; these helped me
understand his important points.
The author has use complicated British English in writing the book which is
quite challenging and also annoying at the same time, for me as a reader
used to Indian English
The book could have been smaller in volume not because I was lazy to read
it but because I felt the content was exaggerated and elaborated.
The last chapter contained full of rules, not that it is irrelevant to the book
but a sudden change in the style and no case studies makes it a little dry to
turn pages.
It covers a huge amount of material. In the end the coverage is ridiculously
elementary. This might have been a great book for the high schooled
considering a career in business, except that it only addresses executives.
5.