'The Manager as a Critical Thinker\r'

'The 10 measuring of censorious cerebration Include: What ar the issue and death, what are the reasons, what names or phrases are suspicious, what are the apprise and descriptive assumptions, are there e truly fallacies in the reasoning, how cartelful is the evidence, are there any antagonist ca social functions, are the statistics deceptive, what world-shattering development has been omitted, what reasonable conclusions are possible. The book verbalise that â€Å"an Issue Is a question or contr oversy responsible for the conversation or discussion. It Is the stimulus for what is being utter” (Browne & adenine; Kelley, 2012).The book goes on to dividing the issue into twain categories: descriptive and prescriptive. The book defines descriptive issues as those that attain people to question the trueness of vents In the past, present or future. And prescriptive Issues are those that raise questions somewhat what is the skillful thing versus the wrong thing t o do, good versus bad, what we should do. The issue in this scenario falls below the descriptive category. The chief operating officer of PAS Manufacturing, Raymond Se resemblings recompense is significantly higher compared to the honorarium of Coos in some new(prenominal) companies with similar characteristics. crowd together was hired In 2003 for a five year appointment with the offset salary at $400,000. During the starting line ternion years, the contract promised him raises of %, 5% and 7% consecutively. by and by the first three years, the Coos compensation keep to increase significantly firearm the follow experienced zero process In the year of 2006 and continued to experience breathing out ever since without signs of recovery. The impact of Sesames high compensation made headlines in a local peeledspaper. Employees of PAS are in addition channeling discontent with their received chief executive officer.As a conclusion, the senior vice chair of human ra ce Re ascendents at PAS wrote a memorandum to the Board of music film directors advising the board that the compensation for the actorized chief executive officer s misaligned with the manufacturing average. He is hoping that the Board would consider searching for a new candidate to replace James who would be able to contribute to the companys growth. on that point are several reasons provided by the theater director of HRS to bread and butter his recommendation In deputy the current CEO with a new candidate. Browne and Kelley define reason as explanations or rationales that support the soundity of a conclusion (2012, P. 30).In this case, the first reason is obviously provided in the add-in that compares the Coos salary to the companys growth rate from 2003 o 2009. The Coos raise per centum continued to rise by 2 percent every year opus the companys growth seized In year 2006 and picture a loss trend In subsequent years. The HRS Director believes that compensation should be based on performance, 1 rack up reflect his performance. An opposite reason is that other Coos from companies with the same characteristics as PAS were nonwithstanding averaging about $391 ,659 in 2007 while Sesames salary was as much as $100,000 over the bailiwick average.It indicates that the company is spending â€Å"un prerequisite m angiotensin-converting enzymey. Lastly, the image of dissatisfaction or the current CEO is growing among the employees of PAS. The HRS Director fears that if union workers have lost admire for the CEO, it would be hard to stop other roots from losing faith as well. The nigh step is identifying the words or phrases that seem ambiguous in this situation. The book say that ambiguous words or phrases should be appearanceed in the reasons or conclusion areas because the root wants the contributor to accept a conclusion. in that locationfore, I should look for words or phrases that affect my finish (P. 41).In the last sentence, t he HRS Director said that e hopes the successor â€Å" bequeath be much hard-working and departing to do what is necessary which all give way very ambiguous. Because he never pertained antecedently what constitutes as hard-working. Hard-working could base incompatible things to different people. And â€Å"willing to do what is necessary, what does that mean barely? There seems to be implied meanings to this phrase. A someone might mobilise doing whatever necessary as breaking the laws to achieve the mark while others might have an and when different interpretation. A nonher ambiguous word is â€Å"greatness” in the same sentence.Greatness could also mean many things in this case. It could mean that the company is able to recover its losings or the company is able to get hold the trust from partners and employees. Once again, it is hard to encounter exactly what the Director want to express by apply these words and phrases. The following stage of critical thi nking is identifying the shelter and descriptive assumptions. According to the text, â€Å"a value assumption is an implicit preference for one value over other in a particular context” while â€Å"a descriptive assumption is an inexplicit belief about how the world was, is or will become” (P. ). The HRS Director considers reconcile for performance as the shell system to determine compensation. By supporting this idea, he believes that productivity is the determining factor in evaluating how good a worker is. Therefore, he prefers his company to follow the industry best practices in determining the Coos pay preferably than the current practice. The descriptive assumption in this case is the belief that the companys performance will improve under the direction and focusing of a new CEO. In other words, the companys status cannot be improved by other means except for the replacement of the CEO.There are several fallacies that the precedent employ to persuade th e readers opinion in this situation. The causation attacked the Coos personality by pointing out that a local newspaper recently quoted the CEO saying the following line; â€Å"Im outlay every penny Im paid; this township owes everything to me and my family. This is an attempt to show that the CEO has disputable character and that he is a self-assertive ungrateful man. The author also went on to say that the CEO is a very wealthy man as the only grandson of the companys founder. And because of his financial status, he has no creative to ark hard for this company to strive.Another fallacy that was utilize is the slippery slope technique in which the author assumes that one event will set off a filament of uncontrollable and undesirable outcomes. The author said that once union workers lose esteem for the CEO by circulating an uncomplimentary comic demoation it will losing faith in the CEO as well. beside step in critical thinking is to determine the validity of the eviden ce presented. The first evidence provided by the author is the table listing the Coos yearbook raise versus the companys annual growth rate from he companys gay Resources Department.This evidence could be considered as valid because these are probably based on exact phases provided on payroll as well as the companys financial statements. The next evidence that the author presents is the average salary for other CEO in the same industry. At first glance, by using the phrase â€Å"according to the Economic investigate Institute”, it would cause the reader to think that this must be a reliable source. But when looking at the footer at the bottom of the page, the source was salutary a salary calculator providing estimates.There re no concrete facts to support that the figure presented was the actual average for the industry. That makes the source not very reliable on its accuracy. The author went on to say that research shows that Coos average join compensation fell even so the source for this research is from wick. Wick is not considered as a scholarly source for research. The next evidence provided is the survey of executive pay practices. The author stated that 64% from that survey reported salary icing yet the author never stated how large the sample size was and failed to mention if the sample was Mandalay selected or not.Surveys are practically biased because it fail to truly represent how people truly feel alternately people fill out answers as they think they have to give. Lastly, the author quoted another cite citing other cities. The author utilise a source that was quoted in the Baltimore temperateness without examining to see if the original source is unspoilt or not. Lastly, the statement that â€Å"everyone in the Human Resources field knows” is a generalization. The book defines this as â€Å"a person draws a conclusion about a large group based on experience with only a few members of the group.The author intelligibly has not met with everyone in the HRS field, therefore, he use his experience as being the HRS director to support his get hold of that this is the thinking of the all told field. The next step in critical thinking in the book is looking for rival causes. The books definition of â€Å"a rival cause is a plausible alternative explanation that can explain why a certain outcome occurred” (P. 128). The author was citing several sources to support his claim that the average compensation for CEO in the industry fell during Sesames terms, as well as a lot of companies were freezing or rimming salaries for their executives.The author also cited another claim from a source stating that indeed, excessive CEO compensation was the actual cost of the stinting recession in the join States during those years. This is the cause that the writer wants the readers to believe that the growth of PAS has stalled over the years is due to excessive compensation. There could be many other reasons that could arguably be the reason why the United States was experiencing a recession during that period such(prenominal) as high unemployment rate, foreign policy, contend spending, amount of unsecured loans, etc.Clearly, high CEO compensation cannot be considered as the restore cause of the recession as the author wants us to believe. The author in this scenario employ several statistics in trying to support his claim. First he said that the mesial total compensation fell by 7. 5 percent, in this case, we werent provided with the base number to determine if 7. 5 percent was significant or not. Once again, the author claimed that 64 percent of companies responding to the survey reported that omitted the total number of companies. 64 percent is an weighty number and we old have been soft swayed if we didnt question the use of statistics.\r\n'