Problem-solving is an important factor in the life of people and the growth of businesses. It entails various mechanisms employed to figure out broken ties and come up with mitigation strategies to fix them. In any organization, problem-solving is an essential component of the management process. Once a team has set a plan, strategies have to be put in place to alleviate any deviations and solve problems before they affect the plan. When solving a technical problem, a step-wise approach is the best method in resolving the issue. These steps include identification of the problem, identification of potential solutions, evaluation of the answers, the anticipation of negative consequences, ways to overcome obstacles, and detailed implementation plan of the solution ( Kelly, 2019). While the management team should endeavor to identify problems before they occur, some issues are unpredictable. Therefore, they require urgent and effective mitigation strategies to solve the issue and reduce their impact on the firm.
When an employee raises a complaint, the first thing is the identification of the root cause of the concern. Once the problem has been identified, the next step is finding the best solution(s). It involves comparing the pros and cons of each suggested solution to find the best possible solution for the problem ( Kelly, 2019) . By applying Fritz Zwicky’s morphological approach, the organization avoids spending money and time on trying out all the possible solutions. It helps avoid overlooking any solutions by eliminating the cause to give the management team time to find the most viable solution.
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The best solution arrives through effective communication channels. It is through communication that even completely unsolvable problems get positive outcomes. Therefore, the team is supposed to listen to every disgruntled associate to collect ideas that guide in making informed decisions. A problem solved through consultation ensures that the employees become part of the solution and are motivated to see its implementation and success ( Kelly, 2019) . The above outline is the best method of problem-solving. It saves on time, and its application requires little capital due to the minimal errors encountered if any.
How judgment is included in these Processes
Problem-solving requires judgment to make rational decisions. Judgment involves the use of knowledge, facts, data, and critical thinking to make a well thought and reasonable solution. For instance, when employees complain about poor working conditions in a particular department, the management team is supposed to assess their concerns ( Broomell, 2020) . Then research the working environment, including conducting interviews or administering anonymous questionnaires. After doing a proper analysis of the findings, a judgment call is made to restructure the working environment and implement the suggestions made by the staff. While the implementation process might be costly and take long, the judgment rendered by the management team can convince the employees to look forward to better working conditions in the future ( Broomell, 2020) .
Additionally, the values, policies, rules, and regulations can guide the judgment made when solving problems in an institution. It is believed that institutions contract professional consultancy during their initiation. As a result, the values and policies of the firm are made based on judgment. Arguably, decisions made when solving a problem incorporates a judgment call when they coincide with the set values and rules ( Broomell, 2020) . Judgment helps in getting to the truth of the matter when there is a problem. It creates an excellent foundation for finding and implementing the proposed solutions.
Example of a Plan in use
In most institutions, employees report their complaints such as sexual harassment at work to the human resource (HR) department. And in some cases, the staff tries to come up with their ways of coping or curbing the situation. In case they fail, they report to the HR department in the complaints and concern section. The HR department, in association with the management team, starts by evaluating the situation. Through objective monitoring, the group finds out what is happening and whether only the complainant is facing sexual harassment at the workplace ( Siuta & Bergman, 2019) . The team also looks at the factors driving the bully into doing such acts. Sexual harassment arises from the attitude and behaviors of the perpetrator or dressing code or actions of the victim. Additionally, there are chances of missing out on crucial information because the complaints might be exaggerated. The measures above ensure the management team makes decisions based on the correct accusations.
The second step in the plan is the identification of the problem and defining it. In this case, it is sexual harassment in the workplace. The team initiates an investigation to gain a better understanding of the issue. The investigation team has to collect information that is accurate and not just based on the workers’ accounts. The relationship among employees is usually characterized by hatred and jealousy, which can cloud judgment made from staffs’ testimonies ( Siuta & Bergman, 2019) . Therefore, the team is supposed to investigate without any bias from the employees to accurately come up with facts and details for the next step of solving the complaint. However, the accounts of the employees also form an essential platform to understand the character of the two conflicting parties. It is necessary to listen to both sides of the complaint because some members of the staff can take advantage of the existing conflict to build their reputation or rise through the ranks of appointment ( Siuta & Bergman, 2019) . Maintaining neutrality would ensure the investigation is thorough and extensive. After the collection of data from both employees’ accounts and observation, the management team should then form strategies for solving the problem.
Based on the collected data, the complaint might have happened once, or the perpetrator might have a habit of harassing his or her colleagues. Once the collected data is organized into meaningful information, it can guide in solving the problem ( Siuta & Bergman, 2019). In case the accused committed the act, appropriate discipline should be accorded. Based on the extent of the harassment, the accused can be cautioned and necessary adjustments made to the working place or laid off in case of multiple acts. Additionally, assure the victim that such an action would never happen again in the office and put measures for proper documentation and reporting of sexual harassment incidences. In case the information collected by the investigation team is not enough to convict the accused, the reassurance of the security of the victim is critical ( Kelly, 2019) . Additionally, promising to conduct a follow-up and taking necessary precautions against such vices can be of great help.
In conclusion, the paper has discussed the best method to employ when solving a problem, the type of judgment to incorporate in the process, and an example of judgment plan in use at the facility chosen. Problem-solving is a delicate and complicated process that requires the following specific methods and steps to reach a viable solution. Judgment helps in the formation of objective opinions, effective decision making, and the making of sensible and viable conclusions. Sexual harassment at work is an issue that affects institutions across the world every day. The institution under the HR department must ensure its employees feel comfortable at the place of work. Therefore, a plan of action like the one outlined above, can help employers identify and evaluate such situations and solve the problems efficiently.
References
Broomell, S. (2020). Judgment and Decision Making. Annual Review of Psychology , 71 , 331-355.
Kelly, M. R. (2019). Everyone’s Problem Solving Handbook: Step-by-step Solutions for Quality Improvement . Routledge.
Siuta, R. L., & Bergman, M. E. (2019). Sexual Harassment in the Workplace. In Oxford Research Encyclopedia of Business and Management .
