This is a process which combines both sound organizational theory and the democratic corporate governance to help a company like Ford enact all its moving parts in the face of the current crisis. 3) Explain how any additional information you propose could be of benefit to the decision making process of the organization.

Decision-making is impacted by a wide variance of concerns and conditions, many of which will be relegated in consideration behind some more dominant areas of concern such as accounting conditions or market sales. However, it is not always possible for the immediate leadership team to consider all relevant aspects of a decision given the many responsibilities and roles implied by management or administrative authority. Therefore, it will often fall upon members of the organization at other levels to add important peripheral concerns to the conversation surrounding a decision. For instance, in making decisions regarding borrowing in the face of operation losses, additional information of value might include information on broader market patterns, projected trends in the cost of materials, commodity price fluctuations such as with oil, patterns related to consumer confidence and the stability or volatility of the banks and federal government. Consultants within Ford should regard the provision of such insights to the decision-making process as tantamount to the sensibility and balance of the final decision.

4) Include an evaluation of the performance evaluation methods currently used and their effectiveness in terms of motivation...

(Shepard, 52) This would grade members of the company according to their demonstrated proficiency in meeting various quotas, distributing 'As,' 'Bs' and 'Cs' to describe these levels of proficiency. However, this had not proven a totally effective means of evaluating and rewarding performances, failing to take into account the various nuances of seniority and experience which are also essential to defining internal hierarchies. Quite to this point, Ford's "PMP resulted in multiple lawsuits. Ford eventually paid over $10 million to settle an age discrimination suit associated with the PMP in March 2002." (Shepard, 52) the response would be to establish a similar system with lesser penalties for low grades and a less intensive reliance upon quotas. However, this is an approach to performance evaluation which still lacks the sensitivity to optimize that which is identified and gained from each employee's unique skills and virtues.
Works Cited:

Datta, K. (2009). The 'Ford' Test of CEO Success. Rediff Business.

McIntyre, D.A. (2009). It Was Inevitable: Ford Can't Dodge the Financial Bullet. Time. Online at http://www.time.com/time/business/article/0,8599,1883276,00.html

Shepard, G. (2005). How to Make Performance Evaluations Really Work. Wiley Publishers.