Major Peculiarities of Decision-Making - Assignment Example

At times, the employees are not involved after the making of the decision. I have once been involved in an organization that does not involve employees after the decision is made. In this case, the implementation of such decisions is usually very difficult, and sometimes, they do not come to be. To be able to survive in such organizations, one needs to work closely with the managers and follow their day-to-day instructions in accomplishing their tasks (Banutu & Shandra, 20007). This way, it will be easy for employees to learn and know what the new implementations are according to the new decision made.

The main leadership of an organization should be responsible for driving change in the organization. According to Diab (2014), organizations can fail due to various reasons such as lack of enough preparation, inadequate resources, ill-conception, and others (Diab, 2014). However, the main hindrance to organizational change, he says, is the behavior of leaders. Leaders can fail in the effective management of change as well as show worse behavior that is not change-friendly.

When those leading changes agree with the change and become ready to embrace it, I very easy for the change to be implemented in the organization. However, the style of leadership can also create a barrier in the way the organization will receive the change. Leaders can create a culture in an organization that totally cannot tolerate change (Ford, 2005). At the same time, they can decide to involve the employees in change management by letting them know the part they need to play to hasten the implementation process. When they decide not to support the change, their style of leadership will be an act to create a barrier for the change not to take the course.