Management Models For Decision Making: What They Are, Types And Functions
A model represents a structure or strategy that exists in our world. That is, each reality can become a set of interrelated elements in our minds. In the case of the world of organizations, each section, regardless of whether it is simple or complex, cannot escape being explained through models.
Management models for decision making are sets of elements linked together by relationships The difference that exists between models is due to their different natures, the different number of elements and relationships between them, their different general purposes, functions and structures.
Decision making in companies is often defined by the leadership style, the culture of senior management and the management model that exists in the organization. Management models simplify the reality of organizations, with the aim of making better value judgments when making decisions
Management models for decision making are organizational management strategies that are used in the direction and development of the system and its processes. Every model is a representation of the reality that it tries to reflect, so when we talk about management we will talk about models that will determine a guideline, a basis of support that in the long run allows the oriented development of the company or organization in general that uses it..
Today we can say that These management models for decision making allow companies to achieve their strategic objectives , satisfy customers and stand out above the competition. It should be said, however, that no model by itself serves to direct a company on its own; what makes the difference is a creative application, which is where the key to success lies.
We explore three very common management models in organizations.
1. Western model
If we can highlight something about Western culture, it is that it is distinguished by being a supporter of leadership styles that concentrate power in a single person or a group of them, something that is reflected very clearly in the organizational world.
Under this model, Organizations depend a lot on the actions of the leader Leadership concentrates power in a single person who dominates, plans, organizes, directs and controls everything, being responsible for the efficiency of the group, using instructions for his subordinates to execute.
Its negative aspect is that it may be the case that the leader does not trust the members of his team, since as individual leadership predominates in the company, They consider that subordinates should not make decisions, but rather do what they decide However, if developed correctly, this model can do extremely well. In the Western model, a decision maker who does his job well is characterized by the following behaviors:
2. Eastern model
In this management model, power and responsibility are divided among all those involved in finding a solution to certain situations. The leader adapts to changes, is dynamic, expert in specific areas and creates an environment of teamwork committed to achieving objectives. The most notable characteristic of this model is that the leader is another member of the team and everyone has participation in decision-making.
Among its main advantages we can highlight:
Differences between Western and Eastern models
In the Western model, the decision maker feels personally responsible for the success of the section This person tries to personally think of solutions to problems, and impose them on subordinates, trying to personally control what happens. Following this, we can say that the Western decision maker feels satisfaction by solving complicated problems.
On the other hand, in the Eastern model the decision maker helps team members increase their sense of responsibility in managing the section It allows subordinates to acquire greater capacity and strive to find solutions to the essential problems of their section. In the Eastern model, the taker generates control in the system, he does not impose it, allowing his colleagues, treated as equals, to feel responsible for control and coordination. Here he feels satisfaction in seeing that both the team and the individuals that make it up are successful.
It is important to highlight that None of these models is worse or better than the other , but just like the styles of decision makers, it will depend on the strategy and the situation in which the organization finds itself. However, it is suggested to adopt practices that motivate teamwork, personal and professional development, coexistence, motivation, and belonging of collaborators.
Related article: “Decision making: what it is, phases and parts of the brain involved”
3. Intuitive model
Intuition is a still mysterious phenomenon, on which much research is still required to understand in depth the neurological processes that support it. It is curious that something so present in our lives is still very ignored, even when talking about decision making, despite the fact that we take most of them from intuition
This is why the intuitive management model has generated some interest in recent times.
The intuition can be:
Spontaneous: the idea comes alone and suddenly
Induced: we have a reason for it to arise
Forced: we do not have a problem to solve, but rather we look for it
In the intuitive model it is necessary for the decision maker to work by letting his ideas flow and, then, using reasoning to detect which ideas are useful and which are not to achieve the objective
Since each person is an expert in their own work, it could be said that the Western model and the Eastern model are not really the most applied in the organizational world as management models for decision making, but rather a mixture of both based, above all , in intuition.
