Employee engagement is very likely
to have a positive correlation with decision effectiveness and to argue
otherwise would be a complete folly. The biggest element of decision
effectiveness is the quality of a decision, or in other words, was it a good
decision? (Review, Harvard Business, 2010) Good
decisions generally lead to success and people want to work for successful
organizations. Failures hurt morale and if morale gets too low, employees won’t
feel like they need to be engaged. Success increases morale and if the
organization is successful, members will naturally want to become a part of
that success.
Some other elements of decision
effectiveness include speed, yield, and effort. (Review, Harvard Business, 2010)
·
Speed is about how quickly the decision is made.
·
Yield is about how the execution is made with
regard to the decision.
·
Effort is about how much energy is spent on
making this decision.
A possible impediment for good
decision-making would be the availability of resources. Does the company have
enough backing to make the correct amount of effort into a decision? Does the
company have the skills and technical/strategic knowledge on making a good
decision? Because of this, I would go as far as to say that resources would be
a fifth element that goes into play when making a good decision. Even with
plenty of everything else in the world, not having the resources to make a good
decision would mean making an uninformed, uneducated, and potentially random
decision.
What I take from this is to
diagnose how decisions are made within my organization and see if any of the
four (or five) elements are hindering my organizations ability to have good
decision effectiveness. This can essentially be applied at any level of an
organization, but as you go up the chain I believe it to be more and more
crucial in analyzing how things are done.
References
Review,
Harvard Business. (2010). How Companies Can Make Better Decisions, Faster.
Retrieved from
http://www.youtube.com/watch?v=pbxpg6D4Hk8&feature=player_embedded
No comments:
Post a Comment