Decision Making Scenario in the Organization in Global Companies
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Decision Making Scenario in the Organization
Organization performance and effectiveness have been the center of focus by many global companies with an effort of maintaining their lead in the global environment (Henttonen, Johanson, & Janhonen, 2014). Different strategies and actions implemented improve operations and performance. Implementation of all frameworks has to be in line with organizational best practices and leadership commitment to realizing the desired achievements. Processes and practices of an organization must be aligned with the goals and be adaptable to every change in its environment (Luthans, 2011). Organizational leadership and personnel are the first point focus in organizational change and incorporating best practices.
It is important that a company concentrate on the right staff and constituting teams that can carry out operations appropriately and objectively. The most important decision that needs to be made for organizations to propel to success is avoiding weak personnel and minimizing team issues (Luthans, 2011). People, as organization component are critical dimension and focusing on better people that match the organizational needs as a superior, require an appropriate decision. In the change process, therefore, in an event of a new program in the organization, avoiding weak personnel is appropriate to ensure that best practices are incorporated and quality and accomplishments achieved (Carmeli, Sheaffer, Steiner‐Revivo, & Zionit, 2009).
The proper decision to get skilled workforce in the change process and immediately taking care of the weaker personnel from the start (Naveh-Benjamin, 2004) would see the firm achieving success. The teams have to be compelled to conduct face-to-face meetings to handle team issues appropriately before or without getting the leadership involved. For a multinational company, team issues are complicated due to greater differences and points, and co-location and encouraging team meetings are the right way to improve the effectiveness of the teams.
With the decisions on the employees and the focus on skills and capabilities, together with the proper emphasis on the teams, the organization performance gets far reaching with improved performance and efficiency. The decisions made have impacts on an organization, and the process has its peculiar strengths and weaknesses. Every decision made in an organization has to be relevant to that group and be applicable to its current situation in an effort to offering solution or direction (Carmeli, Sheaffer, Steiner‐Revivo, & Zionit, 2009). The work of decision-making is standard to the top leadership with only them able to make decisions and execute them in an organization. The decision-making process involves narrowing down choices to come up with one desirable implemented in an organization.
The strengths of the decision-making process are that it is a flowing process easy to follow and understand. It gives a one on one process that will ensure appropriate search is done, and the best decision made (Morselli, 2015). The process allows for a deeper search on a problem to understand it and search over for the already available and applicable solutions or design appropriate new decision for a problem. A choice of a solution made considers every aspect in place. The weakness is the rushing over severe problems with the need for quick decision without proper searching and systemic diagnosis. The policy makers on another hand do not have the actual idea of the ideal solution and are likely to gamble way out.
With many solutions in place, the one settled upon may not be the ideal for the situation. Considering all the aspects that need to be put into consideration, a sole decision made has to meet the desirables and applicable to the situation (Morselli, 2015). Techniques to recommend first are extensive communication as it is an important aspect of the decision-making process. Maybe it would be better if the organization searched for several options available to respond to its situation without moving the staff (Decision-making process, 2013).