Problem Solving Process: Applying A Systematic Approach To A

Problem Solving Process: Applying a Systematic Approach to a Scenario

The assignment requires applying a six-step problem solving process to a specific scenario chosen by the student. The student must define, analyze, generate options, evaluate options, decide on the best option, and explain how to implement and reflect on that decision. The paper should include an introduction and conclusion, well-organized body paragraphs with clear topic sentences, and adhere to APA formatting. The length should be 4-5 pages, excluding the cover page and references. The assignment involves a detailed analysis based on the selected scenario from among six options provided or a student-created scenario approved by the instructor.

Paper For Above instruction

Effective problem solving is a crucial skill in both personal and professional contexts. This paper applies a systematic six-step problem solving process to a scenario selected by the author, demonstrating how to approach and resolve complex issues methodically. The six steps—define, analyze, generate options, evaluate options, decide, and implement—serve as a structured framework to develop a rational and effective solution. For this purpose, I will select Scenario 1, which involves a professional dilemma regarding a career advancement opportunity while finishing a college degree.

Scenario 1 Overview

The scenario depicts an individual with eleven years of experience at a company, who is nearing the completion of a bachelor’s degree. A supervisor position in another state becomes available in two weeks during the individual’s final exam period. The new role offers a significant salary increase, a car allowance, and relocation expenses, and the supervisor recommending for the role is known for the individual’s outstanding work. However, pursuing this opportunity means immediate relocation without academic incentives, as the new employer does not offer tuition reimbursement, while the current company does. The dilemma revolves around balancing career advancement, educational commitments, and personal circumstances, making it a complex problem requiring a systematic approach.

Defining the Problem

The core problem is whether to accept the new supervisor role in a different state, which entails relocating during final exams and sacrificing tuition reimbursement, or to decline and remain with the current employer until graduation is achieved. The decision involves considering immediate career benefits versus long-term educational and personal goals. Key factors include the reward of a significant salary increase and career progression against the challenges of relocation, academic commitments, and the financial implications of foregoing tuition reimbursement.

Analyzing the Problem

Analyzing this problem involves examining the benefits and drawbacks of each option. Accepting the new position offers immediate financial gain, enhanced career prospects, and recognition, but it challenges academic progress and entails significant disruption. Conversely, declining the offer maintains academic momentum and stability but risks missing a pivotal career opportunity, potentially affecting future growth. Factors such as the importance of educational credentials in advancement, personal readiness for relocation, and financial implications must be evaluated comprehensively.

Generating Options

Potential options include: (1) accepting the new position despite the timing, (2) declining and waiting until after graduation, (3) negotiating a delayed start date or remote onboarding, (4) attempting to negotiate tuition reimbursement with the new employer, or (5) seeking alternative career opportunities that align better with academic commitments. Each option presents advantages and challenges, requiring careful consideration to align decision-making with long-term goals.

Evaluating Options

Evaluating these options involves weighing factors such as career growth, timing, financial impact, educational advancement, and personal readiness. Accepting the offer immediately promises significant career benefits but may compromise academic success and personal stability. Waiting maintains educational progress but risks missing a career-defining opportunity. Negotiation options could bridge the gap but are uncertain in outcome. The best option appears to be negotiating the start date or exploring alternative roles that better suit current commitments, taking into account the potential for career acceleration without sacrificing educational goals.

Deciding on the Best Option

The most feasible decision is to negotiate with the new employer for a delayed start date or a flexible onboarding process that allows completion of final exams and graduation. This approach preserves the opportunity for career advancement while maintaining academic progress. Effective communication of the commitment to the new role and the significance of completing education demonstrates professionalism and responsibility, increasing the likelihood of favorable negotiations.

Implementing and Reflecting on the Decision

Implementation involves initiating discussions with the prospective employer promptly, explaining the current academic commitments, and proposing a mutually beneficial start date. If successful, detailed planning for a smooth transition, including relocation logistics and academic scheduling, is essential. Reflection on this decision involves assessing whether the negotiated terms facilitated career growth without compromising educational goals, and considering lessons learned about strategic negotiation and balancing personal priorities in professional decisions.

In conclusion, applying a systematic problem solving process provides clarity and structure when faced with complex decisions. In this scenario, negotiating a delayed start date offers a balanced solution that aligns with both immediate career aspirations and long-term educational objectives. Emphasizing open communication, strategic planning, and foresight are critical in implementing effective decisions. Such a disciplined approach ensures that personal and professional growth objectives are met harmoniously.

References

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  • Huber, G. P. (2011). Leadership and decision making. In M. J. Goleman & M. A. Boyatzis (Eds.), The power of emotional intelligence (pp. 231-248). Harvard Business Review Press.
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  • Newell, G. F., & Simon, H. A. (1972). Human problem solving. Prentice Hall.
  • Pfeffer, J., & Sutton, R. I. (2006). Hard facts, dangerous half-truths, and total nonsense: Profiting from evidence-based management. Harvard Business Review, 84(1), 88-95.
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