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Question: How would you describe the organization of your company’s top-management team? Is some decision making decentralized and delegated to individual managers? If so, explain how the decentralization works. Or are decisions made more by consensus, with all co-managers having input? What do you see as the advantages and disadvantages of the decision-making approach your company is employing? Be certain to incorporate our coursework (Thompson text and other material) from this week into your initial posting.

Post 1

Establishing a management control system is one of the essential aspects of an organization. It enables the organization to monitor its activities and assess if it meets its strategic goals (Thompson et al., 2019). Decision-making exists in two ways; decentralized and centralized. A centralized organization enables one individual in the organization to make all the critical decisions. The person directs all the strategic decisions needed in the organization. This type of decision-making is suitable for small and still on the growth stage since the owner is responsible for making all the decisions.

However, centralized decision-making is meant for small organizations. The organization that I work for has a centralized decision-making structure. The Chief Executive Officer in the organization is responsible for making all the critical decisions. My organization has the tradition of practicing a central management structure (Ejimabo, 2015). All the company’s strategic decisions, such as creating a new product, market penetration, and acquisitions and mergers, are all the responsibilities of the CEO. The lower management level has a small margin of contribution in our organization.

There are several advantages of a centralized management structure, including a streamlined decision-making and policy implementation system. The CEO has the responsibility of providing clear guidance on the strategic plans of the organization. It also provides clarity in the decision-making process (Ejimabo, 2015). However, some of the disadvantages include a lack of flexibility in making decisions and the employees do not get the opportunity to make their contributions to the organization’s decisions.

Post 2

The business for which I work employs a consensus management approach. Consensus management is a dynamic and innovative process in which all managers agree through a unanimous vote. The business is obligated to make choices that the majority of people agree with under this management style. The administration of this system is dedicated to finding solutions to problems that are acceptable to all parties. By definition, no choice is taken against a person’s will. The method places a premium on hearing and understanding one another; views are encouraged, and all ideas and concerns are considered to arrive at a universal answer. My business, like other multinational corporations, strives for equity in its decision-making. Due to the staff’s diversity of cultures, faiths, and communities, individuals will need to listen attentively to one another’s ideas and work to find common ground. In this instance, such information is given throughout the decision-making process, making it harder to make incorrect choices. During the previous administration, the business relied on a centralized decision-making process that was far from ideal. Unlike the consensus system, the centralized system is led by a single person; it is difficult for the decision-maker to evaluate all relevant variables. A centralized system is more similar to a dictatorship, and the business will eventually have to adopt a different method of decision-making (Kili, 2019). The smaller the group, the better and more natural the decision-making process is under the consensus method since everyone’s viewpoint is considered. Many individuals have limited influence over their choices in their workplace. There is no mobility without hierarchy; the only time a person enjoys making choices is after they have been promoted; in contrast to this system, everyone is permitted to express their view.

Advantages

This management system, which we use in our business, has many advantages, one of which is power-sharing. Consensus management is based on standard control in decision-making (Dong & Xu, 2015). Throughout the discussions, members adhere to professional standards and demonstrate respect for the individuals with whom they are interacting. Members collaborate rather than compete. Consensus also has the advantage of forming communities. Since the method of management was adopted, everyone has been candid about their goals, and everyone’s viewpoint is regarded seriously (Eastwood, Snook, & Luther, 201). Due to that professional respect, no one feels like they are in the minority, and the workplace has developed into a community of like-minded individuals. Consensus is a superior method of decision-making; at the end of the day, it benefits each employee. Compromise does not result in decision-making. Everyone offers their finest ideas and therefore makes better choices in 10 processes. Additional benefits include minority protection in the workplace and social fairness.
Despite its many benefits, consensus management has several drawbacks. One drawback is time drain; it takes a long time to conclude since everyone’s viewpoint must be heard (Maturo & Ventre, 2017). Additionally, there is the risk of consenting to a bad choice; they say that it only takes one person to make a mistake, but when a whole business makes a mistake, it is a catastrophe. Another drawback is that the business has a large number of workers; as a result, decisions are often made in small groups, making it difficult to include everyone’s input into the final choice.

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