Managerial Decision-Making and Staffing Strategies

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Table of Contents

Goal Setting and Company Strategy
Managerial Decision Making: Group vs. Individual
Flat Organizational Structure and Change Management
Talent Management and Workplace Diversity
Works Cited

Goal Setting and Company Strategy

The key strategies to communicate the goals to employees

The company’s strategy can be executed efficiently only if the goals are set out and understood by every employee. The goals should be precise, measurable and concrete. It is important to clarify personal goals of the employees and align them with the company’s objectives. In their turn, the company’s goals should not contradict the company’s policy and philosophy. It is important to notify the employees about the attainment of even small intermediate goals. Every employee should clearly see his role and contribution to the process of goal attainment.

An example of a company with such a strategy

Among the most successful companies who managed to implement an effective strategy through goal-setting and personal contribution of the employees is Google. In Google, everyone makes every effort because of strong belief and commitment that do “cool things that matter”. The employees here feel that they are the greatest value of the company. Every team working on a particular project is seen as an inalienable element of the enormously streamlined mechanism where the difference is not just accepted but celebrated (Google par. 4).

Managerial Decision Making: Group vs. Individual

To my point of view, it is important to combine both individual and group decision-making approaches. A wise and shrewd manager can identify when any of those variants is suitable. It may depend on the type of the organization. Strict hierarchy and subordination are more likely to be supported by individual decisions. However, the delegation of decision-making power to groups becomes efficient when the manager lacks ideas for a personal decision. Group decisions should be taken when the interests of the groups are directly affected. For example, it may be suitable for the question of changes in the working schedule or choosing of the team leadership. While individual decision-making is faster, the group one provides a greater level of personal contribution, imitativeness, and responsibility of all members of the team.

Flat Organizational Structure and Change Management

The influence of managers within a flat organizational structure

Less amount of managers between the leadership and the workers ensures participation of the latter in the decision-making process. It helps to reduce unnecessary time spending on the involvement of too many people in working out the final decision. The communication process between the management and employees becomes much easier. The decentralized approach ensures a greater level of commitment of the employees who work in self-governing teams.

The ways of resistance minimization during the change management process

In the case of the establishment of the new technology, one may suggest that employees will first reject something unknown. The employees may be encouraged to study the way of functioning of the new technology themselves, but this will be rather ineffective. As a manager, I would organize a series of training with the obligatory examination in the end. This training may take place during the working hours if it does not affect the overall work performance of the company.

Talent Management and Workplace Diversity

Talent management strategy addressing a multi-generational workforce

Characterized by significantly different work behavior, career aspirations and communication traits the workers of a new generation represent a challenge for the modern business environment. Nevertheless, provided with wise and shrewd organizational management, their qualities can be forwarded in the right direction and be of great benefit for any company. The workers of a new generation, the Millennials, are more technologically savvy, ambitious, flexible and quick learners. At the same time, they are more vulnerable to criticism (Ferri-Reed, 21).

Diversity-related challenges and overcoming strategies

One of the key challenges in the workplace is the communication gap between the Millennials and workers of older generations. To overcome this obstacle, the leadership of the company may implement the strategy of knowledge transfer. It is understood as the exchange of knowledge and skills between younger and older workers, which can be organized in forms of training, conferences, master classes and workshops (Stevens 80). Older workers can become mentors for the Millennials while the latter will teach their mentors to use new technology and be familiar with the modern trends.

Works Cited

Ferri-Reed, Jan. “Building Innovative Multi-Generational Teams.” The Journal for Quality and Participation 37.3 (2014): 20-22. Print.

Google. Do Cool Things that Matter. n.d. Web.

Stevens, Roxanne. “Managing Human Capital: How to Use Knowledge Management to Transfer Knowledge in Today’s Multi-Generational Workforce.” International Business Research 3.3 (2010): 77-83. Print.

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