Organizational Decision Making and Effectiveness

This assignment delves into the complexities of organizational decision-making. It explores various aspects, including the challenges of uncertainty and risk, strategies for mitigating weaknesses in decision processes, and methods for evaluating the effectiveness of organizational decisions. The document highlights the importance of recognizing problems accurately, employing structured decision-making approaches, and considering both short-term operational and long-term strategic implications.

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Organizational behavior
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Page 1 of 14

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Contents
Activity 1:........................................................................................................................................3
1.1 Evaluation of leadership theories...........................................................................................3
1.2 Evaluation of the impact of managerial styles on organizational effectiveness....................3
1.3 Analysis of the motivational theory that informs employee motivation................................4
1.4 Analysis of the theories relating to work relationships and interactions...............................5
Activity 2:........................................................................................................................................6
2.1 Analysis of the characteristics of different organizational structures....................................6
2.2 Evaluation of the importance of organizational culture theory in developing organizational
effectiveness.................................................................................................................................6
2.3 Analysis of the culture and structure of the company and their impact on effectiveness......6
Activity 3:........................................................................................................................................6
3.1 Analysis of how organizations can facilitate innovation and creativity................................6
3.2 An assessment of the importance of learning in organization...............................................7
3.3 An evaluation of the effectiveness of team working..............................................................7
3.4 An analysis of the effective management of change in organizations...................................8
Activity 4:........................................................................................................................................9
4.1 An analysis of different approaches to organizational decision making...............................9
4.2 An assessment of management approaches to risk and uncertainty in decision-making.....10
4.3 An evaluation of the effectiveness of organizational decisions in the organization............10
References......................................................................................................................................11

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Activity 1:
1.1 Evaluation of leadership theories
The leadership has been defined in many ways, and people interpret with its meaning in many
different ways. Considering the organizational and corporate aspect, a leader is supposed to be a
guide who will show the correct path to their employees in performing their work and attain the
objectives of the organization. Leadership according to corporate experts demands proper
allocation and implementation of the leading skills in order to formulate appropriate plans and
programs to guide and educate the employees and train them. Organizations seek to follow some
leadership theories that are as follows:
Path-goal theory: Leadership styles in this category are followed by the situational leadership
compacts as well as contingency styles. However, this system has more variables that define the
exemplary role of the leaders and their leadership skills guiding the followers and motivate them
to achieve the goals and works allotted.
Charismatic leadership: The motivators are influenced by the charm of the leader. The
personality of the leader helps the follower to get affected by the positive influence of the
leaders. The different groups that are guided and trained get prominent attributes that help them
to formulate their ideologies in the path of attaining organizational goals.
Transformational theory: The most effective theory of leaderships are the transformational
theory that influences the followers and gains respect according to their administration strategies.
This theory focuses on the responsibility of the work, and the importance of the team
productivity is enhanced. Productivity increases only when the worker works in a team and
acknowledges each other with their good support and extend help in problematic situations.
1.2 Evaluation of the impact of managerial styles on organizational effectiveness
Management is the core of any organization that administrates the rules, norms, and regulations
based on which company will run. The managerial sector is purely lead by the effective and
efficient employees who are employed as managers to guide the rest of the staff. Management
structure can be represented as the hierarchy of the organizational levels. Managerial styles are
operated by four categories of managers' that are as follows:
 Regional Managers: they work in the regional or zonal branches of the company.

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 Departmental Managers: they work under different departments.
 General Managers: the head of all managers who coordinates with the other managers
and gets the thing done by them.
 Functional Managers: they are the ones who convey reports to the general managers
and are assigned by special functions like HR, Sales or Finance, etc.
The management culture is considered to be the environment of the organization that includes
ethics and cultural support to carry forward the official tasks. Proper implementation of
managerial styles allows the employees to work freely and communicate with each other. The
behavior of the employees is directed to the managerial structures and culture of the company.
The sense of responsibility and belongingness help the employees to work for the company with
all their good intentions (Brooks, 2008).
A positive work culture and managerial styles benefit the company in the following ways:
Increases the productivity: Ones the employees get all the freedom to work and act according
to their interpreted knowledge and implement company ethics and policies, they will yield the
productivity of the company resulting in a good output.
The commitment of the employees: Employees who get the privileged of a being part of
decision makers of the company gradually get the confidence to work more efficiently and tried
to be a promising character of the company.
The objective of the company are accomplished: An organization that gets both devoted and
efficient workers are bound to achieve success in their respective field along with accomplishing
the company objective.
1.3 Analysis of the motivational theory that informs employee motivation
Motivation is influencing someone with the intention of the positive result and that someone
must affluence the need of motivational theories. There are different types of motivational
theories invented by different psychologist and socialist that help different organizations and
their managers in motivating employees. The different kinds of motivational theories are:
Maslow’s hierarchy of needs: This theory is indulgent with the basic and special needs of
human being that enhance them to attain a level of accomplishment both in the corporate sense

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and the personal life. Abraham Maslow who was a prominent psychologist has depicted his
theory as a hierarchical structure that shows the needs of human being in chronological order.
The best usage of the theory is seen in organizations where the examples and implications help
the employees to grow with their skills and productivity and most importantly motivation
towards work. The structure primarily emphasizes on the basic need of human that is food, cloth,
and shelter. Psychological needs, safety, social belongingness and love, self-esteem and finally,
self-actualization are the different stages that human being attains with different situations and
circumstances of their life.
Two-factor theory: Fredrick Herzberg developed this theory where he has gone through the
psychologies of individual employees and tested their preference of workplace and corporate
culture. Hygiene factors and motivators are the two prospects based on which the theory is
developed. The hygiene factors include the ethics and policies of the company, relationship and
supervisory elements within the company, working conditions, and environment, remuneration,
safety and security of the job. The motivators or motivating factors consist of achievement,
recognition, and interesting workflow, responsibilities that are promoted to the employees and
finally, growth and advancement (Wilson, 2010).
1.4 Analysis of the theories relating to work relationships and interactions
The motivational theories are used worldwide and in different sectors. Considering the corporate
sector where people not only engage in developing their status by work but by finance too. The
motivational factors and theories influences and empowers the employees to opt for a better
standard of living along with fulfilling the company goals and objectives. The above discussed
motivational theories incorporated in the companies like Tesco can be evaluated as follows:
Considering any company and any field, the motive of the motivational theory remains the same
throughout. Maslow's hierarchy of needs when applied shows the proper allotment of basic
psychological needs of the human being. Organizations hire people who are the sound of the
mind and have basic clothing and food support. Though this is a rough assumption and followed
by the safety of money and job security is an essential stage that companies are a part of it. The
company under which employees are working are responsible for providing and supporting them
with monetary backup and job security only when they are eligible and loyal to the company.
Social factors that relationships, love, and belongingness are the elements that help the employee

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to communicate, socialize and work in a team for attaining the company objectives. Self-esteem
and self-actualization of the employees are promoted by recognition in the company. If they
perform well, the employees' good performance and dedication towards the company will make
him realize his esteem (Robins and Judge, 2012).
Considering the two-factor, employees are bound to work in the healthy environment, and that is
a basic right. The hygiene factors like workplace culture and ambiance influence an employee to
work with all the efficiency they have. Remuneration, benefits and additional support influence
them to stay loyal to their company and thus, the overall experience of the employee becomes
soothing both for the company as well as the employee. The motivational factors in this case like
recognition of the work and allotting additional responsibilities to the eligible and efficient
employees influences them to work, and thus, the company seeks to get their objectives fulfilled
by the employees (Wilson, 2010).
Activity 2:
2.1 Analysis of the characteristics of different organizational structures
The administrative area is simply lead by the compelling and productive workers who are
utilized as chiefs to direct whatever is left of the staff. Administration structure can be spoken to
as the chain of command of the hierarchical levels. Appropriate execution of administrative
styles permits the representatives to work openly and speak with each other. The conduct of the
representatives is coordinated to the administrative structures and culture of the organization.
Abraham Maslow who was an unmistakable clinician has delineated his hypothesis as a
progressive structure that demonstrates the necessities of individual in sequential request. The
best utilization of the hypothesis is found in associations where the illustrations and suggestions
help the representatives to develop with their abilities and profitability and in particular
inspiration towards work. The structure fundamentally underscores on the essential need of
human that is nourishment, material, and asylum. Associations enlist individuals who are the
sound of the psyche and have fundamental dress and nourishment bolster. In spite of the fact that

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this is an unpleasant suspicion and took after by the wellbeing of cash and employer stability is a
fundamental stage that organizations are a piece of it. The organization under which
representatives are working are in charge of giving and supporting them fiscal reinforcement and
professional stability just when they are qualified and faithful to the organization. The
relationship under which agents are working are in charge of giving and supporting them fiscal
fortress and master steadfastness precisely when they are qualified and faithful to the affiliation.
Notwithstanding the way this is an unsavory doubt and took after by the prosperity of money and
expert security is a principal stage that associations are a bit of it. Remuneration, advantages and
additional support effect them to stay steadfast to their association and along these lines, the
general contribution of the specialist winds up obviously quieting both for the association and
also the delegate.
2.2 Evaluation of the importance of organizational culture theory in developing organizational
effectiveness
Availability id a fundamental piece of leading any work or business. Unless we speak with
individuals and become acquainted with their inclinations, it is difficult for the association to
push ahead. The brand creative advancements are utilized to build up the altering aptitudes of the
workers. While working in a group, it is fundamental to keep refreshed and impart haphazardly.
The group working angle is especially essential concerning getting together little goals at once.
The relationship under which agents are working are in charge of giving and supporting them
financial stronghold and master reliability precisely when they are qualified and faithful to the
affiliation. Diverse little gatherings chip away at the distinctive undertaking at once, and that
expands the profitability and productivity. Straightforwardness is the primary element that drives
the open correspondence of the representatives and consequently, it is exceptionally important to

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keep up straightforwardness on the work. The work culture of the colleagues empower them to
work translating prepared circumstances and taking up situational examination to apply their
sense and discover an answer for each of them. The best administration procedures and
techniques are embraced by the substantial associations to make the best utilization of it and get
the most profitable input. Remuneration, advantages and additional support effect them to stay
reliable to their association and along these lines, the general inclusion of the laborer winds up
evidently quieting both for the association and furthermore the agent. The association under
which agents are working are accountable for giving and supporting them financial fortification
and expert security exactly when they are qualified and dedicated to the association.
2.3 Analysis of the culture and structure of the company and their impact on effectiveness
The direct of the delegates is composed to the regulatory structures and culture of the
association. The execution of the work can be measured by various strategies and procedures
which will be talked about at the beneath of the content. Setting up irregular strategies is a
strategy which controls the nature of work. It audits the nature of the exhibitions of the workers.
Considering the two-figure, representatives will undoubtedly work in the solid condition, and
that is an essential right. The cleanliness variables like working environment culture and feeling
impact a representative to work with all the proficiency they have. Organizations enlist
individuals who are the sound of the psyche and have fundamental attire and sustenance bolster.
In spite of the fact that this is an unpleasant suspicion and took after by the wellbeing of cash and
professional stability is a fundamental stage that organizations are a piece of it. Compensation,
benefits and extra bolster impact them to remain faithful to their organization and in this way, the
general involvement of the worker winds up plainly calming both for the organization and in
addition the representative. There is some innovative gadgets and programming application that

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has advanced the development of this range and its productivity. At that point there is the way
toward getting inputs from the purchasers. Organization ought to need to deal with the overview
which is required for the customers and in addition shoppers. The associations under which
delegates are working are responsible for giving and supporting them monetary fortification and
expert dependability exactly when they are qualified and loyal to the association. The
administration of Company ought to likewise think about the execution examination for their
staffs with the goal that they can be spurred and put much exertion upon the workforce of the
organization.
Activity 3:
3.1 Analysis of how organizations can facilitate innovation and creativity
The technological advancement of the world and globalization have been very much influential
in developing the corporate sectors. The basic aptitudes that are developing are communication
and interaction processes. Connectivity id an essential part of conducting any work or business.
Unless we communicate with people and get to know their preferences, it is not easy for the
organization to move forward. The brand innovative technologies are used to develop the
modifying skills of the employees. While working in a team, it is essential to keep updated and
communicate randomly. There is some technological devices and software application that has
promoted the growth of this area and its efficiency. E-mail, computers, cell phones,
communicating social applications, social networking are the components that technologically
upgrades the humans (Wilson, 2010).
E-mail: Electronic mailing system enables asynchronous communication of the employees where
the employees do not have to move from one place to another for communicating with each
other. It also has some negative usage like misuse of the importance of the featured application.
Cell-phones: Cell phones or mobile phones as indicated by the name are locomotive objects or
rather gadgets that help the employees to connect with each other over voice processes, and thus,
they can communicate easily. Nowadays, the cell-phones have turned out to be smartphones that

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consist of smart features and software applications operated through the internet connection to
connect with the other people.
Computers: Computer devices helps the employees to share their data and other documents that
they can share later on to the other corporates of the company in regards to the benefit of the
company. Personal desktops or laptops specifically are easy to carry anywhere that enables the
employee to stay connected most of the time. The most crucial benefit of using the computer
devices is that it decreases human resources load regarding making documentation in hand
(Nelson and Quick, 2012).
3.2 An assessment of the importance of learning in organization
3.3 An evaluation of the effectiveness of team working
Team working is the core formation of the company tasks that enhances the productivity and
socialization of the employees. The team working aspect is very much important in regards to
meeting up small objectives at a time. Different small groups work on the different task at a time,
and that increases the productivity and efficiency. The efficient team working is executed in the
following ways, and the impacts are:
The team gets to know about the project objective: The objective of the project taken up has to
be clear to every team members else they will not be able to achieve the required outcomes. The
successful team working involves transparency of the members and dedication towards the work.
Staying focused on the objective helps to formulate perfect and apt strategies for solving the
tasks.
Creating a healthy environment: Use of motivational theories, proper leadership and managerial
styles, enhanced positive culture and appropriate structure is the essential elements that create a
healthy ambiance for the employees to work. Apart from the part of the leader, the other team
member should collaborate with each other to make a safe and sound working space.
Open communication: Transparency is the main factor that drives the open communication of the
employees and therefore, it is very necessary to maintain transparency on the work. Each and
every member should quantize, qualify and clarify their tasks and problems reading that.

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Dedication of the members: The dedication and commitment of the team members enable the
company to make the employees gain a fruitful experience. Team development, belongingness
initiates enhanced efforts of the company.
Distinctive grouping of team members: Every team hold and works on some specific task that
are different from other groups. The knowledge, opinions, and views of different employees
differ, and thus, it is a part of differentiating the other individual groups. The importance of
creating the team is getting varied opinions that will bring up new ideas and doors to solutions
and innovations.
Imagination and creativity with varied opinions: The work culture of the team members enable
them to work interpreting ready situations and taking up situational analysis to apply their sense
and find a solution to each of them. Brainstorming, norming, forming, etc. are some steps that
empower them to image and bring out creative materials.
Regular examination of the performance: The team members can cross check their performance
efficiency by continually inspecting their practices and procedures. If the team frankly speak
about the problem and stay away from adopting unfair means, it a regular examination procedure
for the employees to judge their performance level (Nelson and Quick, 2012).
3.4 An analysis of the effective management of change in organizations
Management practices are not a new thing in the world of the business sector. There are different
management researchers who are trying to develop new strategies and factors every day to
implement them in the day to day business policies. The most effective management techniques
and strategies are adopted by the large organizations to make the best use of it and get the most
productive feedback. Management theories depict the ethics of managing something and
everything. Keeping peace and harmony, organizing, controlling, and planning are different
management aspects based on which a company runs. Big companies and renowned
organizations have mainly emphasized on making the workplace a professional and disciplined
one. Being professional is remaining abstained from personal issues in the work field, and it is a
concern of none of the personal matters unless that becomes an issue related to the company's
operational activities. The main objective of working is to achieve the company and business
objective. Thus, any personal interference or preference may lead to disturbance of the official
work. Discipline in a hierarchical manner of the company structures is essential, and the

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compensational factor acts as a huge factor of motivation to benefit and influence the
organizational development.
Activity 4:
4.1 An analysis of different approaches to organizational decision making
Strengths are the positive aspects of an organization both tangible and intangible, internal and
external. The internal strengths matter the most in order to fragmentize the abilities of the
company. The assets of the company like capital, clients, channels, materials, arrangements and
etc. strengths are the affirmative aptitude of an organization analyzing which helps the company
to come to make the decision regarding any of the points. The strengths are plus points for the
company that initiates the goodwill (Alvesson, 2012).
Weakness factors are the negative manipulating factors that hold the further growth of the
company. The weaknesses consist of the drawbacks of the company that holds the performance
and many new external issues crop up. The conservational factors like lack of expertise, the
inefficiency of marketing strategies, etc. are the issues that contribute to the weakness and
loopholes of the company.
Opportunities are the external factors that influence the company and creates a scope for them to
work in a competitive advantage. The appealing factors of the company help them to prosper and
continue their business.
Threats are the disapproving external or internal conditions of the company that restricts the
smooth work of the company. The intolerable and unavoidable circumstances restrain the
organization to work efficiently, and commercial downturns are seen (Nelson and Quick, 2012).
4.2 An assessment of management approaches to risk and uncertainty in decision-making
Precariousness is a state of having confined learning of current conditions or future outcomes. It
is a vital piece of danger, which incorporates the likelihood and size of negative outcomes.
Managers every now and again oversee unsteadiness in their work; to constrain the danger that
their decisions will provoke undesired outcomes, they ought to develop the aptitudes and
judgment central for diminishing this weakness. Administering weakness and peril moreover
incorporates directing or despite removing things that limit effective decision-generation or
unfairly impact execution. One purpose behind flimsiness is region: things that will happen are

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less requesting to gage than those more remote later on. One approach to manage overseeing
flimsiness is to delay decisions until data end up being more accessible and tried and true.
Clearly, delaying a couple of decisions can bring its own particular course of action of perils,
especially when the potential negative consequences of holding up are magnificent.
4.3 An evaluation of the effectiveness of organizational decisions in the organization
Before settling on any decision, the affiliation needs to perceive absolutely what the issue is. Not
recognizing the issue could incite an erroneous decision. The pioneer of an affiliation should
survey the issue with all delegates so everyone ponders it, and after that settle on a decision that
exploits what's worked before if that decision strategy is perfect for lighting up the issue. This
sort of decision-generation can be made into a PC program with a set case of models to follow in
modifying an issue. Another decision system is the transient method, or operational decisions.
These decisions generally deal with an issue in the provoke term through the action of delegates.
The strategy to this incorporates helpful steps for a snappier outcome. For example, it could pick
a particular transport organization to pass on things to the affiliation's customers.

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References
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Brooks, I., (2008) Organisational Behaviour: Individuals, Groups and Organisation 4th Edition,
Financial Times/ Prentice Hall
Buchanan, D and Huczynski, A., (2010) Organizational behaviour 7th Edition, Financial Times/
Prentice Hall
Handy, C., (2009) Gods of Management: The Changing Work of Organisations, Souvenir Press
Ltd.
Hopkin, P., (2012) Fundamentals of Risk Management: Understanding, Evaluating and
Implementing Effective Risk Management 2nd Edition, Kogan Page
King, D. and Lawley, S., (2013) Organizational Behaviour, OUP Oxford
Mullins, L. and Christy, G., (2013) Management and Organisational Behaviour 10th Edition, FT
Publishing International
Nelson, D. L. and Quick, J. C., (2012) ORGB-3 3rd Edition. South-Western College Publishing
Nelson, D. L. and Quick, J. C., (2012) Principles of Organizational Behavior: Realities &
Challenges 8th Edition, South-Western College Publishing
Northouse, P. G., (2012) Leadership: Theory and Practice 6th Edition, Sage Publications Inc.
Robins, S. and Judge, T., (2012) Essentials of Organizational Behaviour 11th Edition, Pearson
Schein, E., (2010) Organizational Culture and Leadership 4th Edition, Jossey Bass
Senior, B. and Swailes, S., (2010) Organizational Change 4th Edition, Financial Times/ Prentice
Hall
Wilson, F., (2010) Organizational Behaviour and Work: a critical introduction 3rd Edition, OUP
Oxford
Xenikou, A. and Furnham, A., (2012) Group Dynamics and Organizational Culture: Effective
Work Groups and Organizations, Palgrave Macmillan