The dimensions of the Decision-Making Processes Research Paper

The dimensions of the Decision-Making Processes - Research Paper ExampleOne of the widely suggested approaches to effective organisation management is proficient leadership. serious leadership is particularly needed to deal with the decision- reservation process. This is in consideration to the fact that success relies on how smart the decisions are made. However, the decision-making process appears to be a alter subject, considering the common blunders that are committed by the managers, the underlying factors and the imperatives of the process of making decisions. This paper aims at exploring the imperatives decision-making process in organization, including the factors that affect the decision-making processes. Literature perspectives about the decision-making process and organization Literature information regarding the decision-making process, it challenges, imperatives and dimensions is well documented. According to Schwartz (2013), what makes a manager worth is if he can mak e decisions that are sound. Schwartz (2013) argues that all the other roles of managers or organization leaders are dependent on how the decision-making processes are executed. The roles of leaders are effectively elucidated based on principles of proficient management, as documented by Madura (2007). Here, proficient leaders are expected to execute a range of functions. These can be enlisted as controlling, organizing, leading, staffing and planning. Planning can be described as the process where mapping is done to achieve certain goals. In the case where the goals of the organizations are seeking sale improvement, the leaders are needed in devising decisive steps that would enable the organization realize these. Such decisive steps could include conducting recruitment or offering training to the teams responsible for gross revenue and even increase advertisements. Such steps are what would be considered to add up to a plan that enables companies achieve success. After the plans h ave been executed, the leaders should go further in mobilizing the resources and necessary materials in accordance with the plans. Such a process is known as organizing. Essential to organizing is giving the authority for the activities to be carried out, and this includes making assignation of the tasks. In all these processes, it will always become necessary for them to conduct recruitment of additional employs or offer training to the existent employees, and this could be labelled as staffing. More often than not, this is often done by the departments of human resource. This also requires that proficient leadership is to be exercised. Leading is also glacial in the sense that it is a process that involves making communications, offering encouragement, motivation and guidance to the team members so that the goals can be achieved. This role does not still require one to assist, but also coach and help with solving problems. Lastly, controlling is also another pivotal role. Leader s are required to manage the results in a continuous fashion. They are also required to implement various forms of correction that ensure the intended outcomes are achieved. There is further shadow that every member on the management teams is to perform such functions, only that the time that is set aside for the execution of this may vary (Trompenaars 1993). While this institutionalise may serve to consider the managers and leaders as synonymous to perform