Management models for decision making: what they are, types and functions

A model represents a structure or strategy that exists in our world. That is, each reality can become a set of interrelated elements in our minds. In the case of the world of organizations, each section, regardless of whether it is simple or complex, cannot escape being explained through models.

Management models for decision-making are sets of elements linked to each other by relationships. The difference that exists between models is due to their different natures, to the different quantity of elements and relationships between them, to their different general purposes, functions and structures.

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What are managerial models for decision making?

Decision-making in companies is often defined by the leadership style, the culture of the top management and the managerial model that exists in the organization. Management models simplify the reality of organizations, in order to make better value judgments when making decisions.

The managerial models for decision making are organizational management strategies that are used in the direction and development of the system and its processes. Every model is a representation of the reality that it tries to reflect, so when we speak in management we will talk about models that will determine a guideline, a basis of sustenance that in the long run allows the oriented development of the company or organization in general that uses.

Today we can say that These management models for decision-making allow companies to achieve their strategic objectives, satisfy customers and stand out from the competition. It should be said, however, that no model by itself serves to direct a company by itself. alone, what makes the difference is a creative application, which is where the key to success.

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Types

We explore three very common management models in organizations.

1. Western model

If we can highlight something about Western culture, it is that it is distinguished by being in favor of the leadership styles that they concentrate power in a single person or a group of them, something that is reflected in a very noticeable way in the world organizational.

Under this model, organizations rely heavily on the actions of the leader. Leadership concentrates power in a single person who dominates, plans, organizes, directs and controls everything, being responsible for the efficiency of the group, using instructions so that their subordinates run.

It has a negative aspect that it may be the case that the leader does not trust the members of her team, since as individual leadership predominates in the company, consider that subordinates should not make decisions, but do what she decides. However, if developed in the right way, this model can do extremely well. In the Western model, a decision maker who does his job well is characterized by the following behaviors:

• It not only manages, but innovates
• It does not imitate, but rather tries to be original in its organizational behavior
• Preserves, but also develops
• It focuses on systems and structures, but it focuses even more on people.
• Be in control but inspire confidence
• Set your sights on profits, but never dismiss potential novel ideas
• Maintains a short, medium and long term vision

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2. Oriental pattern

In this managerial model, power and responsibility are divided among all those involved in the search for a solution to certain situations. The leader adapts to changes, is dynamic, expert in specific areas and creates a teamwork environment committed to achieving the objectives. The most remarkable characteristic of this model is that the leader is another member of the team and everyone has a stake in decision-making.

Among its main advantages we can highlight:

• Achieve strong leadership

• Create and strengthen a positive work culture

• Lead the team towards interdependence and group synergy

• Promote meetings characterized by a high level of communication and trust

• Encourage employees to use their talents

• Facilitates the decision-making process

• Help solve problems

• Recognize and define opportunities

• Get team commitment

• Recognize the team's abilities, its weaknesses and try to turn them into strengths

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Differences between western and eastern models

In the Western model, the decision maker feels personally responsible for the success of the section.. This person tries to personally think of solutions to problems, and impose them on subordinates, trying to personally control what happens. As a result of this, we can say that the western decision maker feels satisfaction solving complicated problems.

In contrast, in the eastern model the decision maker helps team members increase their sense of responsibility in managing the section. It allows subordinates to acquire greater capacity and to strive in the search of solutions for the essential problems of their section. In the eastern model, the taker generates control in the system, does not impose it, allowing his companions, treated as equals, to feel responsible for control and coordination. Here you feel satisfaction in seeing that both the team and the individuals that make it up are successful.

It is important to note that neither of these models is worse or better than the other, but like the styles of decision makers will depend on the strategy and the situation in which the organization finds itself. However, it is suggested to adopt practices that motivate teamwork, personal and professional development, coexistence, motivation and the belonging of collaborators.

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3. Intuitive model

Intuition is still a mysterious phenomenon, on which much research is still required to understand in depth the neurological processes that sustain it. It is curious that something so present in our lives is still largely ignored, even when it comes to decision-making, despite the fact that we take most of them from intuition.

This is why the intuitive management model has generated some interest in recent times.

Intuition can be:

• Spontaneous: the idea comes on its own and suddenly
• Induced: we have a reason for it to arise
• Forced: we do not have a problem to solve, we look for it

In the intuitive model it is necessary for the decision maker to work letting his ideas flow and, then, using reasoning to detect which ideas are useful and which are not to achieve the objective.

Since each person is an expert in his or her own work, it could be said that really the Western model and the Eastern model are not the most applied in the organizational world as managerial models for decision making, but a mixture of both based, above all, on the intuition.