2. County of Fresno Decision Making Process Collective-participative decision-making process All members of the organization are involved Different perspectives of the issue are discovered Control of decision is held by upper management
7. Decision-Making Process Examples Client needs aid to pay rent Eligibility worker questions rules to be applied Unit gets together to figure out solution Solution may not be the best one because of the group decision being made
8. The Mentor Network Decision Making Process Analytical decision making process Few members of the organization are involved Data surrounding the issue is gathered Control of decision is held by the gathered data and monitored by management
14. Data must be gathered on who, what, when, where and why the behavior happens.
15. Specialists get together to look at the data and come up with a distinct decision specialized for that client
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17. Differences in Styles Collective-Participative Style Uses Group to reach final decision Decision works more from bottom up Analytical Style Uses available information to reach decision Decision works more from top down
18. Conclusion When Choosing a decision making style make sure it takes advantage of what your organization has to offer. First, It is all going to depend on what fits your thinking style as an individual person. Many styles bring many opportunities and challenges to the table. Second, You have to take into consideration what style will fit your organization best, and does its decision making style align with its goals and mission? No matter which style you choose every one of them serves very unique purposes that can help you to identify problems and formulate solutions that will benefit your organization tremendously
Editor's Notes
The County of Fresno uses the collective – participative decision-making process to come up with decisions to solve problems.All members of the organization from different levels are involved in the decision-making process.When other levels of employees participate in the decision-making process, other perspectives are discovered.Even if the process involves all levels of employees at the organization, r]the final decision is made by upper management.
All employees can participate in the decision regarding the decision-making process.Since everybody is involved in the decision-making process the decision is more likely to be implemented.When everybody is involved in the decision-making process, the result is more likely to be implemented successful.The decisions that are made by a vote of the majority of people are more likely to succeed.
Because the decision is made by a group of people it might take longer to implement.Accountability is not as specified as the decision is made by a group rather than an individual.If you have many people coming up with ideas, the solution may be diluted because all the ideas may tried to be accommodated.Even after a group brainstorms to come up with a solution to a problem, the final decision is up to the leader and it may still be the wrong one.
A client comes in to the office to apply for aid and it’s told that an application has to be submitted to figure out eligibility.The eligibility worker questions the need for aid based on the information provided by the client.The worker and it’s co-workers get together to figure out the possibility of aiding this personThe unit decides the client is not eligible for aid based on the knowledge of all members of the group which may be incorrect.
The Mentor Network which is a national organization that works with people who have developmental disabilities. Within that network, one decision making style is dominant, and that is an analytical decision making style. Due to the nature of working with people decisions need to be specialized to those people. With that also limits the number of people involved in the decision making process. Raw data is collected from experiences shared in working with these individuals. How the decision is made is based off this data and then monitored by management to ensure it is processed correctly.
Working with people who have distinct disabilities, utilizing this method allows for a more scientific approach. Using a “gut reaction” approach could result in a misdiagnosis of what is truly going on. Limiting the number involved ensures the purity of the process, not allowing multiple viewpoints to skew the process. Fewer people also means that the process can be completed at a much faster speed.
Determining when the right time to start the process can be difficult. Collecting too much or too little data can drastically affect the outcome. Accountability is tremendous as there are fewer people involved in the process and any mistakes made are easily linked to the person that made them. Without the knowledge of doing this process correctly, mistakes can be devastating. For example if 1-2 people are involved in the process and neither understand the data or some other aspect of it the rate of success would be very low. If 10-15 people were involved and enough of them understood the process and were able to guide the process and ensure it be done correctly, then the chances for success increase.
With the people that we support, often time they display behaviors that can be detrimental to them living safely and independently. So a small team of specialists come together, gather data, and make decisions based off of that data. Once that decision is implemented, additional data is gathered, and as it is gathered any changes in the data forces the specialists to re-evaluate the decision and possibly make revisions to it the need is determined.
