Introduction
A leader bears much responsibility for their team and overall results. That is why they should select the most appropriate behavioral and decision-making techniques. The choice should depend on an individual situation because the organizational environment, followers’ engagement, and economic indicators can require different approaches.
The current assignment focuses on Buster, who deals with revamping the processing center for the Federal Education Institute. He wants to offer a few change initiatives that will revolutionize the business’s internal processes to promote growth and expansion. To succeed in this task, Buster seeks input from others and stays fully committed to customers, the organization, his coworkers, and the work, which greatly improves his chances of success.
Decision-Making Style
Sufficient evidence from the case study demonstrates that Buster relies on a consultative decision-making style. This approach manifests itself in the fact that a leader seeks input from their followers or colleagues (Oredein & Opatunde, 2021). Buster engages in this activity because he believes that some of the workers possess valuable experience or knowledge. That is why he wants to obtain the support of the heads of the IT, Financial Aid, and Business Development departments. Buster understands that he needs to acknowledge their contributions and support their project to reckon with their positive reactions to his initiatives.
Gaining additional expertise is not the only reason for choosing the consultative decision-making style; many leaders also opt for it due to its positive impact on the organizational environment. As Selim (2021) mentions, this approach is used to minimize discord, divisions, and infighting between management and employees. When a leader cooperates with some followers and relies on their expertise, the entire workforce sees that this leader is respectful and trustworthy. In this case, employee satisfaction increases, which positively affects their performance and productivity.
Moreover, this decision-making style is effective because it does not deprive the leader of control over the situation. According to Oredein and Opatunde (2021), even though a manager asks for followers’ assistance, the final decision is the leader’s responsibility. Thus, Buster should obtain information from the department heads and reckon on their support and expertise, but he should remember that he is totally responsible for the final output.
Buster’s Commitments
Every member of an organization should have a strong commitment to the business. Mustafa et al. (2022) explain that this fact allows people to “identify strongly with their organization’s values and goals, which propels them to act as good organizational citizens” (p. 7). Furthermore, high commitment levels ensure that individuals will prioritize the organizational values and interests of their own (Mustafa et al., 2022). That is why managers should have and show commitment to promote this behavior among their followers. Buster shows commitment to the customers, organization, co-workers, and the task, which will be explained below.
Commitment to Customers
This type of commitment is directly associated with providing useful service to customers. Kalia et al. (2021) stipulate that this phenomenon ensures that managers are expected to provide customers with services of the highest quality to facilitate the growth, success, and survival of a business. Buster shows it because he wants to improve internal processes, which will result in better outcomes for students who are customers of the Federal Education Institute. Furthermore, the leader focuses on and addresses the areas, including admissions and support, that are significant for the customers.
Commitment to Organization
A leader is good and effective if they have a commitment to their organization. This term denotes that members understand and share organizational values, beliefs, and principles (Grego-Planer, 2019). This behavior is found in Buster, who understands the need for change and improvement. He additionally aligns his initiatives with the priorities developed in the IT, Financial Aid, and Business Development departments, which is good for the organization.
Commitment to Co-Workers
Working in a team obliges people to be committed to their co-workers. Leaders should choose an appropriate leadership style to show recognition and promote feedback, which is associated with commitment to coworkers (Kilic, 2020). Buster engages in this activity because he initiates cross-departmental communication to acknowledge his colleagues’ ideas. However, the scenario does not explain how and whether the leader is committed to lower-level employees, which is still important.
Commitment to the Task
This type of commitment is important because it guarantees that a leader copes with their responsibilities. Syahrian (2019) states that this phenomenon implies that a person is involved in work and complies with the agency to contribute to the shared effort. These features are evident in Buster’s behavior, as he strives to design and implement changes that improve the organization’s processes and revamp the processing center.
Recommendation
Overall, the case study analysis reveals that Buster selected an appropriate decision-making approach and made multiple commitments. The only recommendation pertains to his commitment to coworkers, as this area does not apply to ordinary employees. Thus, Buster can benefit from collecting feedback from employees because these people can offer additional expertise in the organizational processes and procedures. That is why Buster can conduct a survey to collect this valuable information to show his commitment to all co-workers.
Conclusion
The case study analysis considered the presented scenario and concluded that Buster properly behaved in the situation. Scientific evidence from reputable sources supports the ideas in the paper, which makes the assignment more credible and trustworthy. Buster employed a consultative decision-making style and demonstrated excellent commitment to the customers, the organization, and the task. The paper has revealed that his commitment to co-workers required improvement, and the corresponding recommendation was offered to address this issue.
References
Grego-Planer, D. (2019). The relationship between organizational commitment and organizational citizenship behaviors in the public and private sectors. Sustainability, 11(22), 6395.
Kalia, P., Kaushal, R., Singla, M., & Parkash, J. (2021). Determining the role of service quality, trust, and commitment to customer loyalty for telecom service users: A PLS-SEM approach. The TQM Journal, 33(7), 377-396.
Kilic, M., Gokkaya, H., & Gunsel, A. (2020). The Consequences of toxic leadership on foci of commitment. Journal of Global Strategic Management, 14(2), 29-37.
Mustafa, M. J., Badri, S. K. Z., & Ramos, H. M. (2022). Linking middle-managers’ ownership feelings to their innovative work behavior: The mediating role of affective organizational commitment. Journal of Management & Organization, 1-18.
Oredein, A. O., & Opatunde, A. F. (2021). Decision-making skills as a framework for good governance among political administrators in Ibadan Metropolis, Oyo State, Nigeria. Global Journal of Arts Humanity and Social Sciences, 2(3), 179-188.
Selim, M. (2021). Shura or consultative decision making and its effectiveness in establishing unity, strength, and commitment. International Conference on Sustainable Islamic Business and Finance, 90-93.
Syahrian, S. (2019). Factors that influence commitment to employee duties at research center for marine and fisheries product processing and biotechnology. International Journal of Economics, Business and Accounting Research (IJEBAR), 3(04), 388-397.