Decision-making is crucial in small, medium, and big business organizations. In most cases, the durability and success of a business entity depend on its decisions. Nowadays, firms need to improve their decision-making processes to include other people due to the increasing complexity of business issues. However, in some situations, firms can make decisions without consultation.
Authority is associated with the significance of a decision and its effects on the organizational environment. Authority is associated with power. According to Sagi (2015), power is the probability of an individual within a social relationship to carry out their will without any resistance. Jamal and Amber exercise power by changing the course of events without involving others (Sagi, 2015). Thus, due to the unforeseen events that led to the canceling of the trip Jamal and Amber exercise authority in making decisions without consultations, input, and feedback from the group members, who are disappointed with the organization. Thus, as the workers need to have high morale for high productivity in their jobs, a hasty decision is necessary of taking the employees for a catered lunch to lift their spirits.
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Collaboration and unity are important in a business organization. In Jamal and Amber's case, the connection is affected due to the lost morale among the employees. Thus, Jamal and Amber can adopt a collaborative decision-making process model, which consists of the pre-decision, decision, and post-decision phases in regaining the connection (Zarate et al., 2013). To understand the main problem affecting the employees, Jamal can use the brainstorming technique in the pre-decision phase to engage participants in sharing their problems and the targeted objectives they seek to achieve in the company. Later on, employees use a multi-voting technique to reduce the suggestions.
In the decision phase, Jamal generates alternative solutions to the problems by engaging the employees collectively and individually to contribute to the matter. Later on, Jamal organizes the ideas, evaluates the alternatives, and then makes the decision. The last phase, post-decision, is concerned with monitoring the decisions, which helps in generating solutions to the problems. Therefore, by adopting the collaborative decision-making model, Jamal and Amber will regain collaboration among the employees (Chimaobi & Chikamnele, 2020). Thus, through collaborative decision making, Jamal and Amber gain the referent power, which is brought about by the subordinates' interpersonal identification and attraction to their superior due to high satisfaction.
References
Chimaobi, I. & Chikamnele, J. (2020). Employee Participation in Decision Making and its Impact on Organizational Performance. SSRN Electronic Journal. 27(18), 1-18.
Sagi, S. (2015). The Use of Power and Authority in Decision Making Processes: A Cross-Cultural Perspective. International Journal of Management and Humanities. 1(7), 12-14.
Zarate, P. et al., (2013). Collaborative Decision Making Tools: a Comparative Study Based on Functionalities [Ebook] (pp.1-15). Retrieved 4 March 2021, from https://core.ac.uk/download/pdf/78384312.pdf
