Improving dynamic decision making through training and self-reflection
Improving dynamic decision making through training and self-reflection
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通过培训和自我反思改善动态决策
DOI：
10.1017/s1930297500005118
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发表时间：
2015
影响因子：
2.5
通讯作者：
Dag Näslund
中科院分区：
文献类型：
--
作者：
S. J. Donovan;C. Guess;Dag Näslund
现代商业环境要求管理者在动态和不确定的世界中做出有效的决策。如何改进这种动态决策（DDM）？本研究探讨了旨在提高虚拟DDM任务中DDM技能的简短培训的效果。培训涉及DDM过程，强调了DDM中自我反思的重要性，并提供了3个自我反思问题，以指导参与者完成任务。此外，我们还探讨了自我反思水平低或高的参与者是否会在任务中表现得更好，以及自我反思水平低或高的参与者是否会从培训中受益更多。该研究还探讨了参与者在培训和自我反思方面可能存在的策略差异。参与者是68名商学院研究生。他们各自管理着一家名为CHOCO FINE的计算机模拟巧克力生产公司，并回答了评估自我反思和人口统计的调查。DDM方面的培训提高了业绩，包括能够更成功地解决最初的问题，并根据市场变化作出适当调整。参与者的自我反思分数也预测了这家虚拟商业公司的表现。高度的自我反省也与计划和决策的一致性有关。自我反思能力低的参与者从培训中受益最多。组织可以使用DDM培训来建立和促进一种重视自我反思决策的文化。
The modern business environment requires managers to make effective decisions in a dynamic and uncertain world. How can such dynamic decision making (DDM) improve? The current study investigated the effects of brief training aimed at improving DDM skills in a virtual DDM task. The training addressed the DDM process, stressed the importance of self-reflection in DDM, and provided 3 self-reflective questions to guide participants during the task. Additionally, we explored whether participants low or high in self-reflection would perform better in the task and whether participants low or high in self-reflection would benefit more from the training. The study also explored possible strategic differences between participants related to training and self-reflection. Participants were 68 graduate business students. They individually managed a computer-simulated chocolate production company called CHOCO FINE and answered surveys to assess self-reflection and demographics. Training in DDM led to better performance, including the ability to solve initial problems more successfully and to make appropriate adjustments to market changes. Participants’ self-reflection scores also predicted performance in this virtual business company. High self-reflection was also related to more consistency in planning and decision making. Participants low in self-reflection benefitted the most from training. Organizations could use DDM training to establish and promote a culture that values self-reflective decision making.