Often, organizations are faced with difficult situations that require urgent and wise decision making. However, the complexities of organizational dynamics introduce further challenges that complicate decision making. For example, before a decision is made, many organizations require that consultations should be conducted. To aid organizations in decision making, various models have been developed. The normative model is among these. Using this model, organizations are able to analyze the situation they face and determine the appropriate course of action.
As noted above, the normative model is among the theoretical frameworks that facilitate decision making. Essentially, this model challenges leaders to examine the situation that they are confronted with and ensure that the decision made is appropriate to the situation (Weirich, 2015). Recently, the company where I work was faced with a situation involving whistleblowing. One of its employees had approached the press with information about rampant corruption and sexual harassment at the company. Following the revelations, the company’s image suffered and a number of employees quit. The decision that the leaders needed to make concerned whether to fire the employee who had disclosed the company’s improper practices.
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Contingency factors are the issues that firms should consider when applying the normative model to decision making. The impacts on employee morale, the need to comply with regulations concerning whistleblowing and the importance of upholding fairness and employee rights are among the contingency factors that the company had to consider. Some of the contingency factors are more challenging to answer than others. I find that the effect on employee morale is most difficult to answer. This is because regardless of the decision that the company makes, employee morale is likely to suffer. For example, if the firm chooses to fire the employee, other employees are likely to become resentful and afraid. On the other hand, if the employee keeps his job, other employees may feel that this employee has not been punished for the damage that he has caused.
The contingency factors complicate the decision making process. It is critical for firms to find answers to these factors. For the contingency factors identified above, answers lie in consultations with employees. For example, before making a decision, the company’s leadership could seek the views of its employees regarding whether to fire the employee who has shared damaging information with the media. As it makes the decision, the company needs to consider the effects of team dynamics. Generally, team dynamics compel organizations to reach decisions that account for the needs of all stakeholders and attempt to satisfy these needs. For the organization described above, team dynamics will force the firm to find a solution which balances the competing interests of different stakeholders.
A leader’s style influences their decision making process. The normative model challenges leaders to ensure that the situation that they face is aligned with their leadership style. In a bid to ensure order and discipline, the leader of the organization for which I work has adopted an authoritarian style. The implication of his style is that he is likely to fire the employee so as to send a message to other employees that whistleblowing will not be entertained. By applying the normative model, the company should find a solution which leaves most stakeholders satisfied. Keeping the employee in his job is the decision that the normative model will recommend. This decision is the best course of action because it will enable the company to comply with the law requiring companies to refrain from instituting punitive action against whistleblowers. Moreover, this decision promises to encourage the company to root out corruption and sexual harassment.
With the decision mentioned above made, the company should adopt an implementation process. It is recommended that the implementation should go beyond merely protecting the whistleblower’s job. The company should go further and develop a policy declaring zero tolerance for sexual harassment and corruption. Furthermore, the policy should offer full protection to employees who expose violations. In addition to enabling organizations to make decisions, the normative model also affects team building. For the organization discussed above, the normative model promises to promote team spirit. As already noted, the application of this model should lead the company to protect all whistleblowers. Employees will be confident when they report violations. As a result, a culture where comradery and compliance with the law thrives will be established. This culture will go a long way in promoting teamwork and collaboration. It is possible that the decision that a leader makes may have negative effects. To mitigate against these effects, a leader needs to consult widely and secure support from all members of his team. Through consultation, all members feel that they are part of the decision made and will therefore accept the negative consequences without complaining.
References
Weirich, P. (2015). Models of decision-making. Cambridge: Cambridge University Press.
