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Organizational Behavior
Decision Making Styles
Decision making styles depend on numerous factors such as an individual's personal skills, perceptions, the organizational culture in which he or she operates and more importantly, the overall culture of the country. In general, there are four kinds of styles and they are directive, analytical, conceptual and behavioral. This paper will focus on the right kind of decision making style for each organization that operates in different cultures.
Decision making styles used by the company in China
The current decision-making style used in the company is analytical. In this case, the manager analyzes all possible options and does a thorough research before deciding. They are autocratic in every sense and the leader or manager maintains complete control over all aspects of decision-making. There is little involvement from the co-workers and the leader becomes solely responsible for the consequences of the decision.
This decision-making style has worked well for my company because it ensures that decisions are made fast and this can be critical in a construction company. For example, when the supplier of a particular raw materials has a delay in sending shipment, quick decision-making becomes crucial. The manager makes an analysis of other available suppliers and their...
Thus, the problem is resolved after a fair amount of analysis and the employees can continue with their work because they have no say in the decision-making process.
However, the downside is that these decisions are based on the perceptions and ideas of one individual and this may not always augur well for the organization. Moreover, when any decision backfires, it can affect the career path and sometimes, even the job of the leader.
Decision making styles used by the company in Germany
The decision-making style that has to be followed by the company for its operations in Germany is the behavioral style. This is because the German culture places a lot of emphasis on the individual's performance in a social group and this makes it the perfect style for this culture. According to the Hofstede Model of cultural analysis, the employees in any German company rely on others a lot and believe in shared responsibilities and achievements. So, they need a style that is supportive and open to suggestions from all employees. This will boost the morale of the employees and will be in tune with the idea of shared responsibilities.
The downside to this style is that decisions can be painfully slow, but still…
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