Interview Paper Jennifer Luna Global Economic Environment Dr

Interview Paper
Jennifer Luna
Global Economic Environment
Dr. Duda
Liberty University 2015
The Decision Making Process
In every business there is a decision making process. The decision making process can happen at any time. There are five basic steps which are involved in the decision making process. According to Salvatore (2014) the five basic steps in the decision making process are the following:
Define the problem
Determine the Objective
Identify Possible Solutions
Select the Best Possible Solution
Implement the Decision (p. 8)
According to McGuire et al. (2006):
In terms of decision-making, there is increasing consensus that a good decision maker is not just someone who can rationally assess choices, or make the most logical decision given for that moment, but someone who can arrive at a decision through balancing competing values and goals. (para 6)
There are many factors to take in when making decision, which is why one must always take their time when determining the problem and identifying possible solutions. Furthermore, the way a person responds to making decisions depends on their personal opinion, goals, values and experiences. It also depends on how a person processes and organizes the experience (Becker & Connor, 2003). This truth is demonstrated in Proverbs 3:5-6 when it states “Trust in the Lord with all your heart, and do not lean on your own understanding. In all your ways acknowledge him, and he will make straight your paths” (English Standard Version).
Description of the Company
This interview paper is written about a company called Supporkids Inc. It is a small company which is based out of Austin, TX. Supportkids Inc. is a private child support agency which collects child support from all over the United States. This company gives custodial parents hope in the collection of child support which has not been paid to them for many years. At one time it was the largest private child support agency in the United States and had over 200 employees. Due to economic reasons it was forced to down size and now has about 30 employees. Supporkids Inc. still functions, however it is no longer the largest private child support company in the nation. Competitors to Supportkids Inc. are other private child support agencies and also state agencies.
What makes this agency different from a government entity is that while the government does not charge a fee, Supportkids does, however the client does not owe a fee unless Supportkids Inc. collects money for them. Government entities are bogged down with high case loads and relatively tend to only go after the cases which they know will pay. On the other hand, Supportkids Inc. has success with cases government entities do not due to the fact that they have lower case loads than government entities. Due to the lower case loads Supporkids Inc. is able to go after dead beat parents in a more aggressive manner than government entities. Thomas DeChant is the director of case management at Supporkids and he agreed to answer the question for this interview paper.
Interview Questions
What is the problem. As in any work environment not everybody is going to get along. This is the problem Mr. DeChant described in the interview. Mr. DeChant stated he had two particular employees who were not getting along in the case management department. Mr. DeChant thought he would let it settle by itself. However, it started to affect the production of the work in the department. He also stated it affected the morale of the other employees in the department. Mr. DeChant felt it was time he had to step in for the benefit of the department and the company. Mr. DeChant felt if he let this behavior go on any longer it was just going to progress into an even more difficult situation. 2 Timothy 3:16 states “All Scripture is breathed out by God and profitable for teaching, for reproof, for correction, and for training in righteousness” (EnglishStandard Version).
Determine the objective. Mr. DeChant decided he needed to find a solution based on the best interest of the business and the department. He felt in order to do so he needed to intervene in a professional manner. The best way he felt to intervene would be to meet with his employees individually. Mr. DeChant did not feel the situation was dire enough to send his employees to human resources. He felt he could handle the situation and keep it within the department.
Identify the possible solution. The initial solution to the problem would be to not do anything and see if the problem would work out on its own. In order to find a solution to the problem Mr. DeChant had to find out what the issue was between the employees. In order to do so he met with them separately to find out each of their point of views. He also decided he would advise them about the problems this was causing within the department and also let them know it was affecting their work. Mr. DeChant also advised both of the employees that if the behavior between them continued to occur, he would have no other option than to write them up. He also stated that if and when they were written up for this particular behavior and it continued, he would have no further option than to terminate employment for both of them. James 5:6 states “Therefore, confess your sins to one another and pray for one another, that you may be healed. The prayer of a righteous person has great power as it is working” (English Standard Version).
Select the best possible solution. Mr. DeChant stated that he felt if he did nothing it would not have been a valid solution. In his opinion the situation between both his employees had already affected the behavior of the employees and also changed the environment, which affected the department as a whole. According to Saeed (2014) “Managers must be able to adapt their conflict management behaviors to a given situation. In some cases, it may be best to confront conflict, and in other cases, it may be better to avoid conflict or accommodate” (p. 215). Mr. DeChant felt that by meeting with both employees to find out what the root of the issue was between them it would help to mediate a solution. He also felt by meeting with them it would allow the two employees to work together without causing anymore issues with each other and the department. Mr. DeChant also felt if he wrote both the employees up, it would only be a partial solution to the problem. He also felt it would not even solve the issue at all. In Mr. DeChant’s opinion he felt if he terminated one or both employees it would not seem like a valid solution. He felt it was only fair to let his employees try to correct their behavior. He also felt both employees were very productive and good at what they did.
Implement the decision. According to Becker ; Conner (2003):
A decision is a judgment or conclusion reached or given. This definition emphasizes the choice, the selection of a single option based on a variety of factors…. Further, once there are a number of options, the values inherent in the options will influence the decision-makers selection. The more the options vary, the greater will be the role of those values. (para 1)
The way the decision was implemented was Mr. DeChant met with both employees in order to discuss the issue with them. During this meeting a solution was implemented. The solution was that both employees agreed to conduct themselves in a professional manner in the workplace. Both employees were advised that if the issue was to come up again, with each other or another person in the department, the best decision would be to speak to management and or Human Resources immediately in order to avoid the situation to escalate. Mr. DeChant decided the initial solution would be a verbal warning. He advised his employees that if this issue came up again they would be written up. Both employees agreed this would not happen again and apologized.
Do you think the solution to the problem will make the situation better. Mr. DeChant stated that any time there are two co-workers which are having differences it is best to try to get them on the same page in order to make the situation better. Galatians 6:2 states “Bear one another’s burdens, and so fulfill the law of Christ” (English Standard Version). This verse speaks about how all Christians need help from others. It also speaks about how one should either seek or give help either to others or from others. As with the body of Christ and the church function together so do people who work together. Mr. DeChant stated after the initial meeting those two particular employees worked better together and he did not have any more issues with them.
After interviewing Mr. DeChant it was found that he took a very fair approach in regards to dealing with this matter. Sometimes people act in ways and they do not realize how it is affecting others. Once Mr. DeChant made the employees aware how this behavior was affecting their work and the work environment it stopped. It was also determined that when it comes to situations in the workplace it is smart to document meetings just in case it is found in the future that one or both of these employees would have to be terminated in regards to this matter. It was also determined when meeting with employees with regards to situations in the workplace it is fair to give a warning and then advise what will happen if said behavior would continue in the future. This would give the employees a chance to think about what is going on in the workplace and figure out how they want to handle themselves in the future. While conducting the interview it was also found that the decision not to ignore the situation and see if it went away was a smart decision. It was also found that the decision making process of Mr. DeChant was fair, formal and professional.
Management is not an easy job to do. Management deals directly with other managers’ human resources and also employees. When management has to interject in a situation which is causing problems in the department they need to always make sure they are meticulous about how they approach the matter. We can all just hope that we all have God on our side, in our hearts and on our minds to help us make the right decisions. “And the Lord said, ‘Who then is the faithful and wise manager, whom his master will set over his household, to give them their portion of food at the proper time?” (Luke 12:42). God is our constant and should help with every decision which is made as He is our Lord and Savior and can lead us to serve the people management leads.
Biblical Worldview
By all accounts Mr. DeChant conducted himself in a fair manner which was necessary for the situation at hand. As Christians it is always a good habit to treat people fair as God commanded His people to honor Him. God wants His people to serve him every day. Isaiah 56:1-3 states the following:
Thus says the Lord: Keep justice, and do righteousness, for soon my salvation will come, and my righteousness be revealed. Blessed is the man who does this, and the son of man who holds it fast, who keeps the Sabbath, not profaning it, and keeps his hand from doing any evil. (English Standard Version)
If one obeys God’s word they will always make the right and fair decision which will help in their success. This truth is demonstrated in Joshua 1:7b-9:
Be careful to obey all the law my servant Moses gave you; do not turn from it to the right or to the left, that you may be successful wherever you go. Keep this Book of the Law always on your lips; meditate on it day and night, so that you may be careful to do everything written in it. Then you will be prosperous and successful. Have I not commanded you? Be strong and courageous. Do not be afraid; do not be discouraged, for the LORD your God will be with you wherever you go. (New International Version)
Becker, B. W., & Connor, P. E. (2003, Spring). Personal value systems and decision-making
styles of public managers. Public Personnel Management, 32(1), 155+. Retrieved from
McGuire, D., Garavan, T. N., Saha, S. K., & O’Donnell, D. (2006). The impact of individual
values on human resource decision-making by line managers. International Journal of Manpower, 27(3), 251-273. doi:
Saeed, T., Almas, S., Anis, M., & Niazi, G. (2014). Leadership styles: relationship with conflict
management styles. International Journal of Conflict Management, 25(3), 214-115. Retrieved from
Salvatore, D. (2014). Managerial economics in a global economy. New York: McGraw-Hill.


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