Lead Critical Thinking Process

Critical thinking techniques can be used to analyse existing and proposed work practices. You will learn about what work practices are and how you can analyse work practices that may be present in your workplace.

You will also learn about the difference between existing and proposed work practices and methods that may help you identify the limitations in your work practices. It is important to learn these things to be aware of what is happening in your workplace. Being knowledgeable about your work practices and their limitations will help you do tasks better and deliver better results.

Work Practices

Work practices refer to unspoken and unofficial ways on how to do certain things in the workplace. They refer to how the collective does tasks, like how employees dress in the office or when employees respond to emails.

Some work practices that may be present when working in an office include:

1. You wore a conservative and formal pantsuit when you were first called in for your final interview. However, while you were at the office during that time, you noticed that all the other employees dressed more casually. Most were in t-shirts and jeans, while some even wore flip-flops to work. After seeing this, would you still wear your finest interview apparel when you start your first day? Probably not. While dress codes are generally talked about in an organisation’s handbook, most do not provide an in-depth explanation of what should and should not be worn in the office. It could possibly say that employees must simply wear respectable clothing that is casual and not too distracting. If this is the case, you will only learn about what you should wear by observing what other employees are wearing.
2. You are currently working from home, and your organisation uses group chats in MS Teams to communicate during work hours. Sometimes, you tend to mute these group chats because you do not want to be interrupted while you are working. However, it is known around the office that you must always respond to messages, especially when they concern you and your work. While this policy is not official and is not written in your organisation’s handbook, you are still inclined to follow it since this is what everybody does in the office.
3. Suppose you work in an office where most employees prefer a quiet work environment. While avoiding loud music and boisterous laughter are not explicitly mentioned in your organisation’s policies, you must still ensure you maintain a quiet atmosphere in your workplace.

Current and Proposed Work Practices

Knowing your organisation’s current and proposed work practices would help you identify areas you need to focus on. For context, current work practices refer to those that are currently being implemented. For example, the organisation you work for currently practices holding morning assemblies before work on Monday mornings. Monday morning assemblies is a practice that has existed for many years and continues to exist to this day.

Proposed work practices, on the other hand, refer to those that are still in the process of being implemented. An example of this would be if your manager proposed a new work practice that requires you to take 15-minute breaks in the afternoon. This practice is new and has not been implemented yet.

Analysing Work Practices

Analysing work practices has three steps:

After analysing current work practices, you can use the information you obtained to determine limitations that may exist in your current work practices. Limitations refer to the restraints one can encounter in the workplace. Limitations need to be identified because they impact work productivity and can help spot weaknesses in your work practices.

While your organisation’s work practice permits employees to dress casually, casual dressing is limited to wearing clothes that look presentable and appropriate to the workplace. Clothing that may not be considered workplace-appropriate may include those that you would wear at home, at the beach, club, or gym. Modesty and professionalism should still be observed regardless of your organisation’s dress code. This means that tattered, skin-fit, and revealing clothing must be avoided.

Ask yourself the following to identify workplace limitations:

• What are the existing policies in your workplace? Ensure to consider your workplace’s existing policies. Being knowledgeable about existing policies will help you stay informed on what you should and should not do in the workplace.
• What is your role in the workplace? Knowing your role will help you identify your responsibilities in the workplace. It will also help you gain a clear understanding of what you should be doing. Moreover, it will help you determine whether your work practices suit your work role.
• What aspects of your work practices allow you to function effectively? Think about the aspects of your work practices that help you focus on your tasks. Do they help you perform your tasks well?
• Do your work practices affect your productivity in the workplace? Determine whether your work practices help you stay focused on your job. You can easily identify limitations in your workplace based on how your work practices affect your productivity.

Once you identify your workplace limitations, you may now proceed to use critical thinking techniques to analyse existing workplace practices and to identify their limitations. The following is an example of such analysis:

From the examples above, it is evident that work practices come with limitations and possible actions. Possible actions refer to the actions employees can take to acknowledge work practices that are being implemented in the workplace. Good and fair work practices and limitations guarantee a happy workplace. This is because it helps ensure that all employees are satisfied and taken care of.

The best workplace practices do not rely on a checklist of rules and regulations but on the relationship between employees and their leaders.

Good work practices should:

• Encourage people to share their ideas and be involved in decision-making
• Encourage learning and development
• Clearly define work expectations
• Promote feedback and recognition
• Encourage people to use their talents and skills
• Support each member of the organisation
• Create a workplace that helps employees enjoy what they are doing

You can use a range of critical thinking techniques to identify and address limitations in workplace practices. One way to approach this would be to use the critical thinking techniques discussed in the previous topic:

After you have identified the root cause of your workplace limitations, you can then begin finding solutions that will address your concerns. Finding effective solutions that will address your problems is not always an easy process. You first must locate information on your work practices before you can brainstorm solutions. Examples of information include:

• Feedback from co-workers
• Existing work policies
• Work expectations

Locating information about your work practices will involve identifying the information required and the possible sources you might use. While researching information may seem like an easy task, not all available sources are reliable. Using reliable sources is part of being an accurate, critical thinker. There are two factors to consider when evaluating: relevance and reliability.

A reliable source has accurate content, is written by a credible author, is updated to current findings, and provides enough information to discuss the subject matter. The following questions can help you obtain reliable information:

• What kind of problem are you dealing with?
• What type of information is required?
• Where will you be obtaining this information?
• How will you be obtaining this information?
• Is the information you obtained based on facts and credible evidence?

A relevant source, on the other hand, must:

• Support the topic
• Contain recent information
• Contain complete information
• Provide answers that address the root cause of your workplace limitation

You might also want to look for other sources you can use by using the information being implemented by others.

Use this guide to help you determine if your sources are credible:

Use trust-worthy websites (.gov, .edu, .ac)

• Sites ending in .gov refer to government sites. While these sites generally contain reliable information, ensure to be cautious about content that could be used to sway public opinion.
• Sites ending in .edu refer to university websites. These websites usually provide reliable content.
• Sites ending in .ac refer to academic institutions. This may refer to institutions like colleges, universities, and research institutes.

Use materials published within the last ten years

Using materials published within the last ten years ensures that your information is:

• Up-to-date
• Relevant
• Reflecting the newest processes, theories, and discoveries

Use research articles and materials by respected and well-known authors

Always ensure to use sources from authors who:

• Are researchers or scholars in your chosen field
• Have degrees (PhD, MA, MS) in your chosen field
• Are experienced in discussing their research with an audience

Creating Solutions

The information you have researched can then help you create new solutions to existing problems in your workplace. This information can help you create solutions by:

Additionally, you can gather information by obtaining input from stakeholders, volunteers, customers, and employees. This information may be in the form of a:

You can also obtain information by simply conversing with people or holding meetings, interviews, and discussions. When using these methods of obtaining information, always ensure to listen to what they have to say and to put your best foot forward. Also, ensure to be empathetic and avoid being judgmental.

The previous topic discussed critical thinking concepts. However, it is crucial to know how to develop solutions using the concepts discussed.

You can use critical thinking concepts and information from reliable sources to develop solutions for workplace limitations. When using critical thinking concepts in developing solutions, always ensure that you check for the following:

• Clarity: When developing solutions for workplace limitations, it is important to determine whether statements are understandable and clearly explained. Moreover, it is also vital to state your intentions clearly to avoid misunderstandings and confusion.
• Accuracy: Ensure that the data you are using is backed up by facts and evidence. Always make sure that you are using accurate information when developing your solution. Avoid typographical mistakes and dated information. Remember to check for errors and false or fake information as well.
• Logicalness: Remember to check if your ideas are cohesive. Logicalness is important in developing solutions for workplace limitations. This is because it helps you analyse and observe situations and draw conclusions based on the information you obtained. When developing solutions, always ensure that your ideas make sense, are related to each other and follow a logical sequence of events (i.e., arranged according to importance or time).

You can refer to the following steps to guide you in developing solutions using critical thinking concepts:

Steps:

1. Identify your workplace limitation

   • The first and most essential step to developing a solution to your workplace practices is identifying your workplace’s limitations. This step is important because it serves as a starting point for your solution. You cannot develop a solution without knowing what you are dealing with or what you want to improve. You must know the details surrounding your limitation and identify factors that make your work practice a limitation. Therefore, make sure to identify your workplace limitation before you develop your solution.

2. Analyse your workplace limitation

   • After identifying your workplace limitations, analyse the information you gathered from analysing your work practices. This step is important because it involves knowing all the details about what you are trying to fix and fully understanding why your workplace limitation needs to be addressed. When analysing your workplace limitation, you must follow the steps mentioned in the previous chapter. Ensure to analyse your current workplace practices, identify key areas of focus, and obtain information on your workplace practices.

3. Think of possible solutions

   • There can be countless solutions to just one problem. Always remember to take time to think of all possible solutions to your problem and choose solutions that fit together. Logically think of solutions that may address your problems and needs. Here are a few ways to think of possible solutions:
   • List down alternatives
     1. Enumerate each alternative’s pros and cons
     2. Brainstorm ideas that can improve your alternatives
     3. You can also ask yourself the following questions for guidance:
     4. Is it feasible? Checking your solution’s feasibility is the first thing to consider when developing a solution. It helps you determine whether you can or cannot implement your devised alternatives. It is easy to overlook this step when you are busy formulating options, but always ensure you remember to check if your solution can be done so you will not encounter problems later on.
     5. Would it actually solve the problem, or would it create even more problems? Some solutions only create even more problems. Determine whether your solution efficiently solves your problem. Your solution should be clear and concise, structured, effective and address your goals.
     6. Who would be affected by these solutions? Creating an effective solution involves considering the perspectives of the members of your organisation. Always consider who will be affected by your solution so it can benefit as many people as possible.

4. Decide which solution best addresses your workplace limitation

   • After you have made a list of all possible solutions, narrow your choices down to the best possibilities. You can continue doing so until you have found the best solution that will best address your workplace limitations. Always take time to analyse your options before choosing the best of the bunch.

After you identify your problem and develop your solutions, you can now develop a proposal to address your workplace’s limitations. Proposals are written to inform stakeholders about your current workplace situation so that your solution can be considered and may be implemented. When writing your proposal, ensure that it conforms to your organisation’s policies and procedures.

Organisations use decision-making frameworks to help them address workplace limitations. Decision-making frameworks are used to prioritise tasks, organise information, and make confident decisions.

Developing a Proposal

Proposals help outline an organisation’s plans for development. It also helps provide information on why an organisation is implementing its plans and what results are to be expected from these plans. Before writing a proposal, ensure to check with your organisation for specific requirements that are needed when creating a proposal.

Proposals generally have the following six (6) components:

1. Summary

   This contains a two or three-sentence synopsis of your proposal. It helps your readers understand what your proposal is all about. You may expect this to cover your organisation’s aims, impact, and expected results.

2. Organisation information

   This part contains a two to three-paragraph summary of your organisation’s history. Here, you may expect to find your organisation’s mission, its achievements, and its administrators.

3. Problem description

   This part explains the issues your organisation aims to tackle. It tells the reader why these issues are important and persuade them to believe in your cause.

4. Work plan

   This contains the meat of your proposal. Here, you will find an explanation on what your organisation intends on doing to address the issues it aims to tackle. You may expect to find the following details:

   Your target audience

   Your target audience is the people you intend to serve. These are the people who are involved and who will benefit from your planned activities.

   Planned activities

   This contains a detailed list of the activities you plan to execute. Here, you may present the alternatives you have gathered while analysing your work practices. You may also include details on how you intend to execute these plans over a specific period of time.

   When you plan to execute these activities

   Here, you will find information on your project’s start date and its end date. You may include a timeline of activities here, too.

   Who will execute these activities

   This contains information on the people who will execute your planned activities. You may include the names and credentials of those with the skills needed to execute these tasks.

5. Impact of activities

   This part of your proposal presents information on the changes your planned activities can have on your workplace or environment. It will also describe the changes your planned activities may bring.

6. Evaluation

   This part will help readers know when your desired impacts have been achieved. Ensure to include information on how your planned activities were executed. Keeping a record of what you have achieved will help you evaluate your progress.

Stakeholders are an important part of the decision-making process. They refer to any group, institution, or individual who has a role or interest in your organisation’s work practices and in developing solutions to address workplace limitations. These stakeholders may include:

• Employees:Employees are the most important stakeholders in an organisation. They provide information on the organisation and on the behalf of clients. They are also the ones who have the most knowledge of work practices and workplace limitations because they experience them first-hand.
• Clients:Clients make decisions that improve your organisation’s performance. They help provide information on the quality of your organisation’s products and services by providing feedback and requesting changes.
• Supervisors:Supervisors oversee tasks or progress of employees in your organisation. They ensure that your organisation’s goals are met. They also make sure that work flows smoothly on a daily basis, and they determine whether work practices should be created or revised.

Stakeholders are important because they can help provide information on your workplace’s problems and the limitations that come with your work practices. They help organisations gain an understanding of the different perspectives of people in the workplace. They provide first-hand knowledge on how effective the current work practices are. When solutions to limitations are implemented, they are also the ones who experience the change first-hand. Because of this, it is essential to consult with your organisation’s stakeholders when developing proposals and making decisions.

Presenting and Justifying the Decision-Making Process

Decision-making will always involve justifying your decisions, especially when these decisions impact the lives of other people. When it comes to developing solutions that address your workplace’s limitations, aim for everyone to be involved in the decision-making process. Stakeholders need to be informed of proposed plans before they are implemented.

For everyone to understand your perspective on things, you must communicate your decision-making process with important stakeholders. Communicating your decision-making process to your stakeholders involves presenting your solution and explaining it clearly.

Steps on presenting to stakeholders

Refer to the guide below for steps on presenting your decision-making framework to important stakeholders:

Justifying your decisions

To justify your decisions, you must:

1. Reassess your decision before meeting your stakeholders

   Reviewing your decision before you present it can help you be more prepared for your meeting. It can help you spot mistakes in your process and can also help you identify the solutions that yield good results.

2. Explain your decision to major stakeholders

   • Explaining your decision to major stakeholders can help them understand where you are coming from. This will help them grasp your solution and see things from your perspective. In this step, you must:
     • Identify your decision
     • Explain the information you gathered
     • Explain and weigh the pros, cons, risks, and consequences of your solutions
     • Explain your final decision
   • You should explain your decision to major stakeholders because:
     • They can offer their insights into the decision-making process
     • They can help you improve your final decision
     • They are directly or indirectly affected or influenced by your final decision
     • They can directly or indirectly influence your decision
   • When presenting your decision to major stakeholders, clearly explain your decision-making process and how you arrived at your final decision. You can follow the following guide to help you present your decision:
     1. Present a plan that states the objectives, scope, and goals for your decision
     2. Explain your key objectives and highlight the most important parts
     3. Enumerate your alternatives and explain how you came up with each one
     4. Present the best alternative and back it up with credible information
     5. Cite your decision’s pros, cons, risks, benefits, and possible consequences

3. Resolve lingering problems

   No solution is perfect. Sometimes, problems arise even after you implement your solutions. Resolving lingering problems can help you justify your decision-making process and can also help you revise your previous solutions.

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