A managerial decision is a product of managerial work, and its adoption is a process leading to the emergence of this product. Decision making is the conscious choice of a course of action from available options to achieve an existing goal. A decision is a form in which the control action of the subject of control on the object of control is carried out. Therefore, the quality of managerial decisions is a criterion for the effectiveness of a manager.

The solution must meet a number of requirements. Chief among them are validity, clarity of wording, feasibility, timeliness, economy, efficiency (the degree of achievement of the goal in comparison with the expenditure of resources).

As a rule, decisions should be made where a problematic situation arises; for this, managers of the appropriate level must be given the appropriate authority, at the same time making them responsible for the state of affairs at the managed facility. A very important condition for the positive impact of a decision on the work of an organization is its consistency with those decisions that were made earlier (both vertically and horizontally (here, of course, we do not mean the case when the task is to radically change the entire development policy).

The organization accepts a large number of a wide variety of solutions. They differ in content, duration and development, direction and scale of impact, level of acceptance, information security, etc. Classification can be used to identify classes of decisions that require different approach to the process and methods of their adoption, which are not the same in terms of time and other resources (Table 1).

Table 1

Classification of decisions made in the organization

Programmable solutions are solutions to recurring and well-defined problems. As a rule, these are standard tasks that repeatedly arise in the organization, about which there is sufficiently reliable and reliable information, as well as ready-made, developed and previously successfully applied rules and procedures. The procedure establishes the order, sequence of actions, rights, obligations of the participants in the interaction in the decision-making process. As an example, we can cite the task of placing a periodic order for inventory for one of the workshops of an enterprise. For the development and optimization of programmable solutions, formalized methods are used that have a clear algorithm for solving the problem in the form of economic and mathematical models, methods for analyzing and calculating data, computer programs providing high precision quantitative assessment of the options being developed.

Non-programmable solutions involve new, complex, never-before-seen, unconventional, unforeseen problems that cannot be accurately quantified. As a rule, they are difficult to define and structure, they are characterized by an unclear formulation of the goal, inaccuracy and uncertainty of information, and the absence of clear rules and decision procedures. When developing non-programmable solutions, heuristic methods are used. They are characterized by the fact that the development of alternative solutions is not based on exact calculations, but on logic, judgments and inferences. At the same time, they use professional knowledge, high level qualifications, creative abilities of specialists in various fields. Non-programmed decisions include decisions related to setting goals and formulating an organization’s development strategy, changing its structure, forecasting work in new markets, etc. The number of such decisions increases as the scale and complexity of the organization grow, and the dynamism and uncertainty of its external environment increase.

Intuitive decisions are choices made only on the basis of a feeling of being right. The decision maker does not weigh the pros and cons for each alternative, he does not evaluate the situation, but relies on insight, feeling. Intuition includes hunches, imaginations, insights, or thoughts that often spontaneously manifest themselves in consciously grasping a problem and in subsequent decision making. An intuitive approach can work well when analyzing urgent problems in a situation with difficult to define goals, inaccurate information and the inability to quantify.

Judgmental decisions are choices based on knowledge and experience. A person uses knowledge of what has happened in similar situations before and predicts the outcome of an alternative choice. Here there is a danger of missing out on a new alternative, as the leader is guided by the old experience of solving similar problems.

Rational decisions do not depend on past experience. The process of their adoption involves the choice of such an alternative that will bring maximum benefit to the organization. The search for the best solution is underway. The rational decision-making procedure includes seven successive steps:

1) problem definition;

2) formulation of restrictions and criteria for decision-making;

3) identification of alternatives;

4) evaluation of alternatives;

5) choice of alternative;

6) implementation of the solution;

7) feedback.

Problem definition. Necessary condition decision making is the problem itself: if there were no problems, there would be no need for solutions. Problems are usually of three types: favorable, crisis and ordinary.

Crisis and routine are clear issues that should be considered by managers.

Favorable ones, on the other hand, are usually veiled, and the manager must discover them.

Since most crisis and routine problems by their nature require immediate attention, a manager can spend a lot of time looking at them and not have time to deal with important new favorable issues.

Many well-managed organizations attempt to move away from crisis and routine issues and focus on longer-term issues by defining forward-looking goals, strategies, and planning programs.

The first phase of identifying a problem is recognizing the symptoms of failures or opportunities. These symptoms are:

1) low profit, sales, labor productivity, product quality;

2) high costs of production and circulation;

3) numerous conflicts in the organization, high staff turnover, low motivation and dedication of the staff. The second phase of diagnosing a problem is identifying the causes of problems.

The next step is to rank the problem among other problems. The ranking can be based on the following factors:

1) impact on the organization;

2) urgency of the problem and time constraints;

3) support of the problem from the outside in favor of its solution;

4) life cycle Problems.

Formulation of constraints and decision criteria.

At this stage, resources for the implementation of the solution are taken into account. They must be realistic. Limiters can be time limits for the development and solution of the problem, the amount of funds allocated for this, the parameters of the effectiveness of achieving goals. In addition to constraints, the manager also defines the standards by which alternative choices must be evaluated. These are decision criteria. They have different content and form. The most complete criteria are developed for programmable solutions, where it is possible to use methods quantitative analysis And electronic processing data.

Application of economic and mathematical methods to the solution managerial problems allows you to use the objective function as a selection criterion, which usually needs to be maximized or minimized; Therefore, such a choice is called an optimization one. Examples of optimization criteria are: maximization of profit, income, productivity, efficiency; minimization of costs, losses from marriage or downtime, etc. The optimal solution is selected based on a comparison of the quantitative value of the objective function for all possible options; the best solution is the one that provides the most desirable value of the target criterion. An example of such solutions is the optimization of equipment loading, inventory, material cutting, etc.

To evaluate options for semi-structured solutions, a system of weighted criteria is used. Possibilities of this approach to selection the best option can be shown with a simple example. Suppose an organization is faced with the problem of choosing a supplier of the necessary materials. Several such firms were found, and all of them, during preliminary negotiations, agreed to cooperate with this organization. However, they offer different conditions regarding deliveries, prices, discounts, etc. You need to determine the most suitable supplier. For this, it is carried out comparative analysis proposed options with a focus on the most significant criteria for the consumer organization. Suppose that in this case the following criteria are chosen as such criteria:

1) price per unit of supplied material;

2) the size of the minimum supply;

3) conditions for granting discounts and benefits;

4) the quality of the material;

5) geographical location of the supplier company;

6) the status of the latter.

In terms of their importance for the organization, they are not the same, so they must be “weighed” relative to the main criterion. Let the price of the supplied material be defined as such, and it is given the maximum numerical rating, for example, 10. The rest are evaluated by comparison with the highest rating (Table 2), as a result of which they are assigned the weights indicated in the table.

table 2

Criteria weighting

In particular, attention should be paid to the fact that the organization attaches the same importance to the geographical location of the supplier firm as to the price of the supplied material. This is due to the high transport tariffs for freight transportation. The table also shows that the organization about which in question not very concerned about minimum size supplies and does not attach much importance to the status of the supplier, although it still takes it into account in the selection. According to the selected and weighted criteria, all possible solutions are evaluated. Conventionally, four supplier firms are considered, which are designated as A, B, C, and D. In fact, there may be much more of them, but they are either unknown or not taken into account (for one reason or another). At this stage, a comparative assessment of each firm is made for each criterion (the result is presented in Table 3); the maximum score is 10. If we sum up all the scores received by firms for all criteria, then firm A will receive a sum of 40, B - 38, C - 34 and firm D - 37.

However, it is too early to make a final decision. It is necessary to take into account the different "weight category" of each criterion, and only after that it is possible to determine the firm that will be given preference. The results of this stage are presented in table 4, and a somewhat unexpected conclusion follows from them: the highest total scores with a significant lead are received by firm G, which at the previous stage occupied the penultimate place.

Table 3

Weighting options by selection criteria

Table 4

Total weighting of options by selection criteria

The use of this approach is based on the assumption that it is possible to determine all the criteria and solutions, that the priorities are known and that they, like the weights given to them, are of a constant nature. Under these conditions, the option with the highest score is chosen.

Identification of alternatives. Theoretically, it is necessary to identify all possible solutions to the problem, but in practice, the manager rarely has the knowledge and time to do this. Therefore, the number of alternatives for further consideration is limited to a few options that are considered good enough to improve the problem situation. Often new, unique problems arise. Then the choice of alternatives becomes a complex creative process.

There are many methods of creative search for alternatives, the main purpose of which is to generate ideas: brain attack”, group analysis of the situation, causal diagram, morphological analysis, electronic brainstorming, etc. The task of the leader is to create a creative atmosphere for finding alternatives.

The conditions for creating such an atmosphere can be:

1) motivation in the search;

2) providing all the necessary information to fully understand the problem;

3) free discussion and admission of any ideas to solve the problem, exclusion of criticism of proposals;

4) allocating time for nurturing ideas.

Evaluation of alternatives. At this stage, the advantages and disadvantages of the identified options for solving the problem are determined. To compare alternatives, the criteria established in the second stage are used. If a solution does not meet the criteria, it is not considered further. An important point in the assessment is to determine the likelihood of each alternative.

Choosing an alternative or making a decision. best solution will be the one that most closely matches the goals and values ​​of the firm while using the least amount of resources.

If the problem has been correctly identified and alternative solutions carefully evaluated, it is relatively easy to make a decision.

However, if the problem is new, complex, and you have to take into account many probabilistic factors or subjective information, it may turn out that no choice will be the best.

In this case, you can rely on intuition and experience. You can also resort to experimentation and the use of ready-made decision models for especially difficult situations.

Solution implementation. This stage allows you to determine the correctness, optimality of the decision. To implement the decision, it must be brought to the performers. They should receive clear information about who, where, when and by what means should carry out actions consistent with this decision.

It is necessary to develop a plan for its implementation, which provides for a system of measures to ensure the successful achievement of the goals.

One of the planning mechanisms at this stage can be the so-called decision tree, which allows, by decomposition of the selected option, to present a set of goals and objectives to be achieved and solved. A hypothetical example is this.

Suppose, in the process of solving the problem of determining the organization's strategy for the future, the main strategic directions were chosen to ensure the achievement of the goal set by the management for this period: to survive in severe crisis conditions; maintain and strengthen its position in the market of competitive products; create the prerequisites for further intervention in the markets, as well as for maximizing and building the capacity of the organization. These directions are formulated as follows:

1) to concentrate efforts on the production of competitive products A, B, C, using both domestic and foreign markets for its sales;

2) develop and implement a program of cooperation with other enterprises and organizations directly or indirectly related to the production of products A, B, C, in order to attract equity investments;

3) change the management system of the organization in order to de-bureaucratize it, create the most favorable conditions for the development of creativity and the use of a team work structure.

Feedback. It is carried out in the form of monitoring the implementation of the decision based on information about the progress of its implementation, measurement, evaluation and comparison of actual results with planned ones.

Control can reveal not only deviations from the planned action plan, but also the shortcomings of the solution itself, which require timely elimination.

To reduce such shortcomings, the control function should be carried out at all stages of the decision-making process.

This may make it necessary to repeat the procedures of the previous steps. Decision making becomes an ongoing process.

It does not end with the decision-making stage, the choice of a single option. Feedback provides managers with information that can initiate a new decision cycle.

In most organizations, many decisions are made in teams, groups. Managers often face situations that require discussion in meetings. This is especially true for non-programmable problems, which are new, complex, and involve great uncertainty in the outcome. Solving such problems by one person is rarely accepted on a regular basis.

It requires special knowledge in a number of areas that one person usually does not possess. This requirement, along with the obvious reality that decisions made must be perceived and implemented by multiple parts of the organization, has expanded the application of a collective approach to the decision-making process.

There are many methods of group discussion of the problem and decision making. The main ones are: synectics, nominal group method, Delphi method, peer review method, consent planning, script writing. Let's take a closer look at synectics.

Synectics is a combination of different elements that do not correspond to each other. As a method, it involves the identification of opposite sides or trends in the object under consideration. Great importance is attached to the formulation of the problem. It is believed that premature formulation may hinder the search for original solutions. Therefore, the discussion often begins not with the formulation of the problem, but with the identification of the essence of the problem, the fundamental principles of the functioning of this object or process. This makes it possible then to move from the general range of problems to the study of the specific conditions of a given problem.

Constructive criticism is allowed in the synector attack. The main creative techniques used in synectics are different kinds analogies: direct, personal, symbolic and fantastic.

In a direct analogy, the problem or object under consideration is compared with similar problems or objects from another field (biology, engineering, medicine, etc.). For example, if the problem of adaptation is being solved, then it is easy to draw a parallel with a chameleon that changes color, etc. In a personal analogy, the participants in a “synector attack” try to get used to the problem or object, merge with them together, look at them from the inside in order to better understand the conditions and mechanism of action.

With a symbolic analogy, a concise semantic formulation is selected in the form of a brief definition that reflects the essence of the problem under consideration. For example, a flame is visible warmth, strength is a forced integrity, etc. With a fantastic analogy, the developer introduces some fantastic creatures or objects into the problem being solved (for example, magic wand or Aladdin's magic lamp) that could do what is required by the conditions of the task. Thus, with the help of analogies, developers try, when solving a complex extraordinary task, to see what is already known in the unknown, which allows using familiar methods. If an ordinary problem is solved, then the analogy allows you to avoid stereotyped thinking and look at the problem from a new, unexpected side and find an original solution.

Synectics is a more developed and complex way creative activity group whose purpose is to formulate a solution. The synectic group is formed from researchers trained in the methods creative work who are highly qualified specialists of different professions or different disciplines.

The age of the participants does not matter, but experience has shown that the most suitable "synectors" are people aged 25-40 years. It is believed that before the age of 25 a person does not have enough experience, and after 40 years he is no longer so receptive to new ideas.

Members of the synectic group should be distinguished by creative maturity, rich imagination and fantasy, independence and impartiality of opinion, the ability to take risks, the ability to abstract from habitual judgments, think outside the box and highlight the essence of the phenomenon, be relaxed and free in their thoughts, favorably perceive other people's ideas, be able to stop the development of ideas found in order to look for new ones, be purposeful and believe in the possibility of solving the problem. Experience shows that the formation of a synectic group can take whole year. It is created on an ongoing basis, in contrast to groups organized on short term, to solve any complex problems that arise in the organization.

She works full time for the time it takes to resolve a problem. The group is led by an experienced specialist who knows well the techniques of synectics. The main task of the synectic group is to use the experience and knowledge from different areas that the team members have to search for ideas and develop possible solutions.

The quality and price of the goods and services provided largely determine the success of companies. In this regard, quality management as a separate activity is of particular importance. Quality management refers to the planning, organization, regulation and control of measures to ensure the quality of production and management.

The object of management in quality management is the processes of ensuring the quality of products, goods, services. In fact, there are three aspects of quality: quality of conformance to specifications, quality of design, and functional quality (degree of customer satisfaction). When determining quality, it is necessary to take into account not only the degree of its compliance with technical conditions, but also the process of distribution of goods, after-sales service. Thus, the peculiarity of the control object lies in its complexity and complexity of quantitative assessment.

The subject of management, i.e. decision makers - enterprise management, specialists marketing department, quality control departments, sales and supply specialists, managers and specialists of production departments.

The main factors influencing decision-making in the field of quality management include the following:

specialization (field of activity) of the enterprise; ?

organizational and legal form of the enterprise; ?

regulatory and methodological support of quality management; ?

availability of a certificate of compliance with standards (GOST, OST, 1BO); ?

established practice of quality management; ?

location of the enterprise; ?

goals of the enterprise; ?

degree of centralization of management; ?

corporate culture; ?

organizational structure enterprises; ?

staff qualification level; ?

quality of materials and purchased components ( input control); ?

technical equipment of the enterprise, including the characteristics and capabilities of the equipment; ?

accepted procedures for completing assignments; ?

leadership style and leader experience, etc.

Decisions in the field of quality management and their features. The first step in quality assurance is making strategic decisions about how a product or service is designed to meet specific customer needs. There are 180 international quality standards. The fact that a company is attested according to these standards significantly increases the competitiveness of products and enterprises. in general, and also opens up the possibility of access to international market. Therefore, the development of quality standards in writing is of paramount importance.

As part of the quality management system, the following decisions are made: ?

the choice of a quality improvement strategy (more careful control of manufactured products, the introduction of more effective system control, purchase of higher quality raw materials, introduction of more advanced technology, etc.); ?

wording specifications(quality requirements); ?

establishment of qualitative and quantitative parameters of quality; ?

establishment of permissible deviations from the specified parameters; ?

choice of control methods; ?

appointment of persons responsible for the implementation of control; ?

solving behavioral quality control problems, etc.

Features of decisions made in the field of quality management,

are that they:

directly affect the success of an enterprise in a tough competition for the consumer, retention and conquest of new markets; ?

cover the entire cycle of creation and development new technology, batch production, sale of goods and after-sales service; ?

should take into account the socio-psychological aspects of management (including motivation); ?

focused on effective control; ?

accepted at all levels of management of the organization; ?

usually reflected in the documents.

Decision-making methods in the field of quality management. In table. 8.14

some decision-making methods in the field of quality management are presented, used in the process of implementing specific tasks.

Thus, decision-making in the field of quality management is a determining factor in ensuring the competitiveness of products and the enterprise as a whole, which is very important both at the tactical level and at the strategic level (at the present stage and in the future).

Table 8.14

Decision-making methods in the field of quality management Tasks "Some methods of decision-making in the field of quality management Planning the creation of a quality system

Quality control

Quality system development - forecasting methods; -

modeling methods; -

methods of multi-criteria assessment of alternatives -

methods of analysis of management decisions; -

methods peer review; -

statistical methods -

methods for generating alternatives; -

methods of multi-criteria evaluation of alternatives Control questions and tasks 1.

How does the field of activity of a manager affect the process of developing and making managerial decisions? 2.

Provide a description of the decision-making environment in financial management. 3.

What factors influence financial management decisions? 4.

List the features of management solutions financial activities. 5.

What decision-making methods in the field of financial management do you know? 6.

Provide a description of the decision-making environment in production management. 7.

What factors influence production management decisions? 8.

List the features of solutions for managing production activities. 9.

What decision-making methods in the field of production management do you know? 10.

Give a description of the decision-making environment in personnel management.

I. What factors influence decision-making on personnel management? 12.

List the features of management solutions personnel activities. 13.

What methods of decision-making in the field of personnel management do you know? 14.

Give a description of the decision-making environment in marketing. 15.

What factors influence marketing decision making? 16.

List the features of marketing management solutions. 17.

What methods of decision-making in the field of management marketing activities You know? 18.

Provide a description of the decision-making environment in quality management. 19.

What factors influence quality management decisions? 20.

List the features of quality management solutions. 21.

What methods of decision-making in the field of quality management do you know? 22.

Provide a description of the decision-making environment in information management. 23.

What factors influence information management decisions? 24.

List the features of information management solutions. 25.

What decision-making methods in the field of information management do you know? 26.

Provide a description of the decision-making environment in the management of intellectual assets. 27.

What factors influence decision-making on the management of intellectual assets? 28.

List the features of intellectual asset management solutions. 29.

What decision-making methods in the field of intellectual asset management do you know? thirty.

Provide a description of the decision-making environment in strategic management. 31.

What factors influence strategic decision making? 32.

List the features of strategic decisions. 33.

What methods of making strategic decisions do you know? 34.

Provide a description of the decision-making environment in innovation management. 35.

What factors influence management decision making innovative activities? 36.

List the features of innovation management solutions. 37.

What decision-making methods in the field of innovation management do you know?

Management decision is a social act aimed at solving problem situations. The need for decision-making arises at all stages of the management process, is associated with various aspects of managerial work and is unthinkable without a problematic situation, i.e. a situation of uncertainty in which there are several paths and it is not entirely clear which one is preferable. In fact, management decisions are just ideas, thoughts. The goal of management is to real work real people. A successful solution is one that is efficiently and effectively implemented in practice (turned into action). The concept of "goal" is close to the concept of "task", but unlike the goal, its achievement is desirable by a certain point in time within the period for which the management decision is designed.

All management decisions can be divided into two types:

Individuals - can be purely individual (taken without consultation with employees) and sole-advisory (involving consultations with employees);

collective - are accepted on the basis of: consensus (consent) of all interested persons, compromise of all interested parties, voting.

Management decisions can also be classified according to other criteria:

Depending on the conditions in which the decision is made - based on reliable information, risky and unreliable. Usually decisions are made either in an environment of certainty, when the manager can be more or less confident in the results of each decision, or in an environment of risk, i.e. uncertainty, when the maximum that a manager can do is to estimate the probability of success for each alternative;

· on term of action of the decision short-term, average-term and long-term;

By the frequency of adoption - one-time and recurring decisions;

By breadth of coverage - general solutions (covering all employees) and highly specialized (concerning individual divisions of the organization);

By the form of training - individual, group and collective;

by complexity - simple and complex;

By the rigidity of regulation: contour (approximately indicate the scheme of actions of subordinates and give them scope for choosing techniques and methods for implementing decisions), structured (suppose strict regulation of the actions of subordinates - they set the structure of actions), algorithmic (they strictly regulate the activities of subordinates and practically exclude their initiative, setting the algorithm of actions - a step-by-step task).

There are two main approaches to decision-making group and individual.

With a group approach, the manager of any managerial level involve staff in decision making. This approach allows senior and middle managers to shift the solution of small daily problems to lower-level managers (getting rid of the “churn” of cases).

Within the framework of an individual approach, the centralization of decision-making, i.e. decisions are made by the highest echelon of managers (top managers).

In this regard, the set of individual characteristics of the manager, depending on which he can make one of the following types of management decisions, is of decisive importance:

solutions of a balanced type - characteristic of managers who start a problem with an already formulated initial idea that has arisen as a result preliminary analysis conditions; considered the most productive type;

Impulsive decisions are typical for those whose process of constructing hypotheses prevails over actions to verify and refine them, as a result of which the decision-making process occurs abruptly, bypassing the stage of substantiation and verification;

Inert solutions - after the appearance of the initial hypothesis, its refinement is extremely slow, uncertain and cautious;

risky decisions - similar to impulsive ones, but do not bypass the process of substantiating the hypothesis. The leader comes to the assessment only after the discovery of some inconsistency. Although belatedly, the elements of hypothesis building and hypothesis testing are balanced;

decisions of a cautious type are characterized by careful assessment of hypotheses, criticality, the desire to avoid errors, etc.

American management is characterized by the division of all management decisions into the following:

organizational - decisions that the head chooses from a number of alternative ones in order to fulfill the duties due to his position; they are divided into two groups: programmed, when the number of possible alternatives is limited and the choice is made within the directions given by the organization, and unprogrammed, taken in new situations; on the issue of the goals of the organization, the improvement of its structure, the creation of new products, etc.;

Intuitive - are accepted on the basis of their own intuition by a manager, as a rule, who has a long experience in managerial work;

rational - do not depend on the experience and length of service of the manager, they are based on the analysis and synthesis of all processes occurring in the organization.

Decision making process

Managers perform four management functions, so they have to deal with a constant stream of decisions for each of them.

At the heart of any decision is a problem situation. In the problem analysis phase, the task is to identify the symptoms of the problem and evaluate it. If problems are found, this means that the manager has realized the deviation from the originally established plans. To assess a problem means to establish the extent and nature of deviations.

To study the problem, tools such as analysis of information about the internal and external environment of the organization, market analysis, financial statements organizations, inviting consultants.

The cause of the problem may be forces outside the organization's competence, which the manager cannot influence. This kind of restriction narrows the possibilities of making an optimal decision, so it is necessary to identify the source of the restrictions and identify alternatives.

Process steps. The decision-making process is complex and multifaceted, so the questions of how many and what stages the decision-making process should go through and what the specific content of each of them, each manager decides in his own way, depending on his qualifications, situation, leadership style and culture of the organization. The adoption of any managerial decision requires certain costs, so it is necessary to establish whether it is necessary to make a decision or whether advice, wishes, etc. can be dispensed with.

The decision process can be viewed as the execution of an interrelated set of steps and sub-steps of the decision process:

1) collecting information about possible problems:

Watching internal environment organizations;

Surveillance of the external environment;

2) identification and determination of the causes of the problem: o description of the problem situation;

Identification of the organizational link where the problem arose;

Formulation of the problem;

Assessment of its importance;

Identification of the causes of the problem;

3) formulating the goals of solving the problem:

Determination of the goals of the organization;

Formulating goals for solving the problem;

4) substantiation of the strategy for solving the problem:

Detailed description of the object;

Determination of the area of ​​change of variable factors;

Definition of requirements for the solution;

Definition of criteria for the effectiveness of the solution;

Definition of restrictions;

5) development of solutions:

Dividing a task into subtasks;

Searching for solution ideas for each subtask;

Model building and calculations;

Definition options solutions for each subtask and subsystem;

Summarizing the results for each subtask;

Forecasting the consequences of the decision for each subtask;

Development of options for solving the entire problem;

6) choosing the best option:

Analysis of the effectiveness of solution options;

Assessment of the influence of uncontrolled parameters;

7) correction and approval of the decision;

Working out the solution with the performers;

Coordination of the solution with functionally interacting services;

Approval of the decision;

8) implementation of the solution:

Preparation of a work plan for implementation;

Its implementation;

Making changes to the solution during implementation;

Evaluation of the effectiveness of the adopted and implemented solutions.

Control over the execution of a management decision is a form of feedback through which the manager receives information about the execution of the decision and the achievement of the organization's goals.

With the help of control, not only deviations from the tasks formulated in the decisions are revealed, but also implemented following features:

diagnostic - gives an idea of ​​the state of the organization;

orienting - is manifested in the fact that those issues that are more often controlled by the leader acquire special significance in the minds of the performers, and they direct their efforts primarily to their solution;

stimulating - aimed at involving in the labor process all unused reserves;

corrective - focused on clarifications that are made to the decision based on control materials;

Pedagogical - encourages performers to conscientious work.

Decision-making methods. There are three groups of such methods - informal, collective, quantitative.

Informal, or heuristic, methods - a set of techniques and methods for choosing the best decisions by the manager, a theoretical comparison of alternatives, taking into account the accumulated experience. Informal methods are based mainly on intuition. Their advantages are that they are taken quickly, but intuition can fail, so these methods do not insure against choosing the wrong decision.

Collective methods of discussion and decision-making are associated with determining the circle of persons who will participate in this procedure. The main criterion for the formation of such a group is competence, the ability to decide creative tasks, constructive thinking, communication skills. Most often, such a temporary team (working group) includes employees various departments. group work is held in such collective forms as a meeting, a meeting, a discussion in a committee, etc.

The most common methods of collective preparation of a management decision are:

Brainstorming - joint generation of common ideas and their subsequent adoption;

The Delphi method is a multi-round questionnaire procedure, when after each round the received personal data are finalized and the results are reported to the experts indicating the location of the assessments. In the 1st round of the survey, no argumentation is required, and in the 2nd round, an answer that differs from the others is either subject to argumentation, or the expert can change the assessment. After the assessments stabilize, the survey is terminated and the decision proposed by the experts or the corrected decision is adopted;

The method of the Japanese decision-making system is a ring system, the essence of which is as follows: a project is prepared for consideration by the head, which is submitted for discussion to persons according to the list provided by the head. Everyone should review the proposed solution and comment in writing. Then a meeting is held with the participation of those whose opinion is not entirely clear.

Experts choose a solution in accordance with individual preferences, and if they do not match, then a vector of preferences still arises, which are determined on the basis of either a majority of votes, or the “dictator principle”, when the opinion of one person, usually a senior in position, is taken as the basis, or the Kournou principle, which is used in cases where all solutions are different, therefore, a solution is found that would meet the requirement of individual rationality without infringing on the interests of each expert.

Quantitative methods are based on a scientific and practical approach, involving the choice of optimal solutions by processing large amounts of information (mathematical method); linear modeling, probabilistic and statistical models, game theory, simulation models, etc. are used.

Solution efficiency. Decision principles

The effectiveness of the organization depends on the quality of the management decision. The wrong decision can not only shake the organization, but ruin it. Therefore, the adoption of managerial decisions imposes great responsibility on the person making the decision.

The effectiveness of management decisions is achieved when the following principles are followed:

Hierarchy in decision-making - delegation of decision-making authority closer to the level at which there is more necessary information and which is directly involved in the implementation of the decision;

The use of direct horizontal connections - the collection and processing of information should be carried out without recourse to higher management, which contributes to decision-making in a shorter time and increased responsibility for its implementation;

centralization of leadership - the decision-making process should be in the hands of the leader; o compliance with the goals of the organization - the solution should most fully ensure the achievement of the goals; about the timeliness of the decision, its validity, realism (compliance with the forces and means of the team performing it), economy (achieving the goal at the lowest cost).

Bringing methods decisions taken to performers play a special role in the effectiveness of decisions. For this purpose, the decision is divided into group and individual tasks, and the selection of performers is carried out.

It is believed that there are four main reasons for non-compliance with decisions:

The decision is not clearly formulated;

the decision is clearly formulated, but the performer did not understand it;

the decision is clearly formulated, the performer understood it, but he did not have the required conditions and means for its implementation;

All this was, but the performer did not have internal agreement with the solution proposed by the manager.

Thus, the effectiveness of a managerial decision depends not only on its optimality, but on the form of bringing it to the executor (order, persuasion, etc.).

Most management decisions have both positive and negative consequences. Efficient Management is always skillful balancing, which involves losses when they are necessary to achieve the main goal. So, the manager practically cannot select only the most capable, most experienced specialists for work in the organization and cannot always treat employees the way they want.

Thus, perhaps the single most important reason for the success of McDonald's restaurants is such a precise process for the production of hamburgers and french fries that can be implemented with consistent quality, even using low-skilled workers. This means that managers of McDonald's restaurants must be sure that each employee will accurately perform all the prescribed technology. That's why McDonald's hires young, inexperienced people: they are better suited to the assembly line method than those with experience in restaurants. But there are also negative consequences of this approach - high staff turnover, the risk of missing out on talented workers who can become good leaders able to climb the hierarchical ladder to the very top. However, if we evaluate the situation as a whole, it can be argued that the positive effects outweigh the negative ones.

Modeling in management

Management science has developed many concepts of managerial decision making. There are models and methods for making decisions in various areas of activity - the inventory management model, the "decision tree", etc.

When talking about management models, Japanese and American model management.

The Japanese management model was able to creatively rethink on the basis of its national traditions Foreign experience accumulated in the field of organization and management. It was this system that was recognized worldwide as the most effective. The secret of her success is that she focuses on working with people.

Consider the features of the Japanese management model.

Resource-poor Japan has long focused on producing quality products at low cost, keeping in mind that “our wealth is human resources', which should be adequately cared for.

In Japanese management, the American idea of ​​​​management immediately took root: an employee should work all his life in one company. Employees work for a long time in one company, because when they move to another company, they lose their seniority, benefits, pensions, they will face low wages; "defectors" are generally considered second-class people. Those who work in one place for a long time are charged wages according to the indicators of seniority and labor results. Large Japanese corporations provide employees with many benefits - allowances for family support, payment for travel to the place of work, medical care, payments for social needs.

The philosophy of the Japanese management model is “We are all one family”, so Japanese managers consider it the most important to establish normal relationship with workers. At SONY, 75-85% of the surveyed employees consider themselves to be a single team whose joint actions bring success to all its members. The Japanese are convinced that you can change anything in your life, but you can not change the company, which is called "uchi" - "home", "family". A Japanese worker, when asked about his profession, will always name the company in which he works.

The staff of any Japanese company begins their day by exercising and singing the anthem of their company, then all employees (regardless of position) recite the commandments of the company, dedicated, as a rule, to hard and conscientious work, obedience, diligence, modesty, and gratitude. The founding day of the company is celebrated every year.

In order to further strengthen the self-identification of the worker with his company, the Japanese management system practices and encourages overtime work, the frequent absence of days off, and the incomplete use of paid holidays. Such behavior demonstrates the devotion of the employee to his company.

Japanese managers promptly respond to employee complaints, are present at the production site every day, talk with workers and specialists about how to improve economic indicators, are interested in the well-being of employees (the patient does not work well).

There are no rank or class privileges in the Japanese system. So, SONY managers are dressed in the same blue jackets as the workers; it is the managers who are the first to reduce wages during a downturn in production.

All employees of the company are constantly together - in a large open room without partitions, where there is a simple and most necessary furniture. This single "office" is designed to once again remind the employees of the company that they are working to achieve common success.

Material incentives of various kinds (especially social ones) bind the employee to his company even more strongly. The employee knows that his personal well-being depends on his usefulness to the group to which he belongs, and therefore on the performance of his company. As a result - high intensity and productivity of labor and almost complete absence of staff turnover. It is also characteristic moral stimulation: career advancement; awarding prizes, valuable gifts; issuance of copyright certificates; holding special meetings at which the valuable activity of the employee is noted; providing incentives for the purchase of company shares; payment for trips in the customer's organization (including abroad); publication of special articles in an intra-company publication; organization of out-of-town trips for employees with families at the expense of the company; organization of joint lunches for employees with the company's management; specially designated parking spaces, etc.

In Japanese companies, 45% of employees are hired on the recommendation of a relative, acquaintance, etc. The recommender is responsible for the recommended. Japanese management widely practices the creation of working dynasties. First of all, employees with such qualities as honesty, decency, modesty and diligence are promoted.

Further training of an employee is carried out on the job, at the workplace. Theoretical education workers Japanese companies increase in training centers, at seminars (particularly in the USA).

As a result, Japan is the most competitive country in the world, which at the same time occupies a leading position in ensuring literacy, social policy, and quality of life.

The American management model is gradually losing its leading position in the world and is beginning to acquire certain features of the Japanese model.

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The efficiency of enterprises depends on the quality of management decisions. This determines the importance of mastering by each responsible employee of the management apparatus, and even more so by managers, theoretical knowledge and skills in developing management decisions.
Decision making is an important part of any managerial activity. The effectiveness of management is largely due to the quality of such decisions.

Introduction.
1. Quality of decisions and efficiency of management.
2. The quality of a management decision as a set of its properties.
3. Basic requirements for a management decision.
4. Factors that determine the quality of decisions made.
5. Ways and means of optimizing the quality of management decisions.
Conclusion.

The work contains 1 file

Introduction.

1. Quality of decisions and efficiency of management.

2. The quality of a management decision as a set of its properties.

3. Basic requirements for a management decision.

4. Factors that determine the quality of decisions made.

5. Ways and means of optimizing the quality of management decisions.

Conclusion.

Introduction

The efficiency of enterprises depends on the quality of management decisions. This determines the importance of mastering by each responsible employee of the management apparatus, and even more so by managers, theoretical knowledge and skills in developing management decisions.

Decision making is an important part of any managerial activity. The effectiveness of management is largely due to the quality of such decisions.

Development effective solutions- a fundamental prerequisite for ensuring the competitiveness of products and firms in the market, the formation of rational organizational structures, the implementation of the correct personnel policy and work, the regulation of socio-psychological relations at the enterprise, the creation of a positive image, etc. Decisions made in the organization, firstly, affect the lives of not only employees of the organization, but also many other people.

In addition, the efficiency of enterprises depends on the quality of management decisions. This determines the importance of mastering by each responsible employee of the management apparatus, and even more so by managers, theoretical knowledge and skills in developing management decisions. Ignorance or non-compliance with the technology of their development and organization of implementation occupies a decisive place in the composition of the causes of ineffective decisions.

The decisions fix the whole set of relations that arise in the process of labor activity and management of the organization. If communication is a kind of “core” that permeates any activity in an organization, then decision making is the “center” around which the life of an organization revolves.

Effective decision-making is necessary for the performance of managerial functions. Improving the process of making informed objective decisions in situations of exceptional complexity is achieved by using a scientific approach to this process, models and quantitative decision-making methods.

There are various points of view on what decisions made by a person in an organization are considered managerial. Some experts refer to such, for example, the decision to take a person to work, the decision to dismiss from it, etc. justified is the point of view, according to which only those decisions that affect relations in the organization should be classified as managerial.

1. Decision quality and management efficiency

Management decision -- this is the choice that the manager must make in order to fulfill the duties due to his position (the choice of an alternative made by the manager within the framework of his official powers and competence and aimed at achieving the goals of the organization). Decision making is the basis of management.

The purpose of the management decision is to ensure movement towards the tasks assigned to the organization. Therefore, the most effective organizational decision will be the choice that will actually be implemented and will make the greatest contribution to the achievement of the ultimate goal.

The main criteria that distinguish management decisions are:

Goals.

The subject of management (be it an individual or a group) makes a decision based not on their own needs, but in order to solve the problems of a particular organization.

Consequences.

The private choice of an individual affects his own life and may affect the few people close to him. A manager, especially a high-ranking one, chooses the course of action not only for himself, but also for the organization as a whole and its employees, and his decisions can significantly affect the lives of many people. If the organization is large and influential, the decisions of its leaders can seriously affect the socio-economic situation of entire regions. For example, the decision to close a company's unprofitable facility can significantly increase unemployment.

Division of labor.

If in privacy When a person makes a decision, as a rule, he fulfills it himself, then there is a certain division of labor in the organization: some employees (managers) are busy solving emerging problems and making decisions, while others (executors) are busy implementing decisions already made.

Professionalism.

In private life, each person independently makes decisions by virtue of his intellect and experience. In managing an organization, decision-making is a much more complex, responsible and formalized process that requires professional training. Not every employee of the organization, but only those with certain professional knowledge and skills, is empowered to make certain decisions independently.

Therefore, a person whose work is related to making managerial decisions must learn to approach these tasks correctly, on the one hand, without losing sight of the uniqueness of the problems that arise, and on the other hand, without reinventing the wheel to solve them. Actually, for this, the theory of management highlights the process of making a managerial decision as a structured process with a specific content and mechanism.

The quality of a management decision is a set of decision parameters that satisfy a particular consumer (concrete consumers) and ensure the reality of its implementation.

The parameters of the quality of management decisions include:

Entropy index, i.e. quantitative uncertainty of the problem. If the problem is formulated only qualitatively, without quantitative indicators, then the entropy indicator approaches zero. If all indicators of the problem are quantified, the entropy indicator approaches one;

Degree of investment risk;

The probability of implementing the solution in terms of quality, costs and timing;

The degree of adequacy (or the degree of accuracy of the forecast) of the theoretical model to the actual data on the basis of which it was developed.

After the preliminary regulation of the parameters of the quality of the management decision and its effectiveness (a limit is set, the minimum permissible efficiency for which it is worth taking up the solution of the problem), the environmental factors that affect the quality and effectiveness of the decision are analyzed. Then the parameters of the problem (“system input”) are analyzed and measures are taken to improve them and improve the quality of the incoming information.

The main conditions for ensuring high quality and efficiency of management decisions include:

Application to the development of a management solution scientific approaches theory of management and management;

Studying the influence of economic laws on the effectiveness of management decisions;

Providing the decision maker with qualitative information characterizing the parameters of the "output", "input", "external environment" and "process" of the solution development system;

Application of methods of functional cost analysis, forecasting, modeling and business case each decision;

Structuring the problem and building a tree of goals;

Ensuring comparability (comparability) of solutions;

Providing a lot of variant solutions;

Legal validity of the decision;

Automation of the process of collecting and processing information, the process of developing and implementing solutions;

Development and functioning of a system of responsibility and motivation for a high-quality and effective solution;

The presence of a mechanism for implementing the solution.

It is quite difficult to fulfill the listed conditions for improving the quality and efficiency of a management decision and it is expensive. We can talk about the fulfillment of the full set of the listed conditions only for rational management decisions on expensive objects (projects). At the same time, competition objectively forces each investor to improve the quality and efficiency of the management decision. Therefore, at present there is a tendency to increase the number of conditions taken into account to improve the quality and efficiency of solutions based on automation of the management system.

A serious problem associated with the effectiveness of management decisions is also the problem of implementing these decisions. Up to a third of all management decisions do not achieve their goals due to a low performance culture. In our and foreign countries, sociologists belonging to the most diverse schools pay close attention to improving performance discipline, including ordinary employees in the development of solutions, motivating such activities, cultivating "company patriotism", and stimulating self-government.

In the domestic and foreign scientific literature on management, an attempt is made to separate, distinguish between the concepts of "management performance" and "management efficiency". The effectiveness of management is understood in this case as its target orientation towards the creation of necessary, useful things that can satisfy certain needs, ensure the achievement of final results that are adequate to the goals of management. In this interpretation, the concept of "management effectiveness" is no different, it practically coincides with the concept of "management quality" formulated in the previous sections of the book. The quality of management, understood as its effectiveness, is characterized by the result, the effect achieved by the subject of management due to its impact on the object of management.

The problem of definition, quantitative measurement of management efficiency remains the subject of research in management science.

To make a decision means to formulate a goal, if the goal is understood as a qualitative and quantitative description of the result, which does not yet exist in reality, but which already exists at the level of consciousness (imagination) of the manager himself.

Abstract decisions cannot be made in management, i.e. they can, of course, be accepted, but from a managerial point of view they are meaningless. What is the point, say, in a decision that says: "We will work well." Management decision, therefore, is a specific qualitative and quantitative description of the result, formulated in the form of an organization's goal.

2. The quality of a management decision as a set of its properties

A decision is a choice of an alternative. The management decision is the choice of an alternative in the process of implementing the basic management functions. Management decision - this is, first of all, the creative and volitional influence of the subject of management, based on the knowledge of the objective laws of the functioning of the controlled system and the analysis of management information about its state, aimed at achieving the set goals.

The object of a management decision is a system or an operation.

The subject of a managerial decision can be both the managing subsystem of the organizational and production system and the person making the decision.