The Top-Down Approach

Bottom-up approach /community based participatory approach – one in which those who are impacted by the issue, usually the stakeholders collaborate to design interventions, rather than being told what to do by formal policy.

The theory of leaders can be autocratic, a person who doesn’t consider the person undertaking the task only getting the results. A democratic leader takes opinions of the staff and understands how they believe the best results can be achieved, whereas Laissez-faire style leaves the experienced staff to implement the work processes.

In the problem analysis phase of effective decision making, group members should recognize any obstacle that may arise that needs to be improved or changed and determine the characteristics, magnitude, and possible cause(s) of that obstacle confronting them. This phase lays the groundwork for what the group should be prepared for as they work together (Hirokawa & Salazar, 1999 p. 170).After analyzing the problem, the group should then discuss and establish goals and objectives in order to generate proposed solutions of

Strategies that lead organizations through successful change efforts always start from the top and this was clear with Masood when he discussed the need to

The first step in creating this a new policy is the idea on how to address the current problem. During this first step, brainstorming is often encouraged during the formulation process so that there is more than one potential solution to the problem (Lohrey, 2014). Another consideration for policy formulation is determining if the policy will need to involve local, state, and/or federal government involvement to be put on their agenda. There are many ways to approach any given problem, and during policy formation, relevant individuals (such as stakeholders and researchers) and groups will determine the different ideas to approach the proposed policy.

The goals are universal – we want to reduce inequalities in a variety of policy

There are four main leadership styles, the first being Autocratic style which the manager retains as much control and decision making authority as possible, the manager does not give employees any input or consultation. The next is Bureaucratic which is where the manager manages ‘by the book’ which is where everything must be completed according to procedure and protocol. Mangers using this style will only consult with those above them in the chain of command. They simple enforce the rules of the workplace. The next style of leadership is Laissez-Faire which is also known as the ‘hands off’ approach to management. The manager usually provides little or no direction and give employees as much freedom as possible. All power is given to employees and they are to dictate their own work ethics. The last leadership style is the Democratic style which is also known as the participative style and this is where employees are encouraged to be a part of the decision making process. The democratic manager keeps their employees informed about everything that affects

By empowering people to make decisions for themselves wherever possible and by protecting people who lack capacity by providing a flexible framework that places individuals at the heart of the decision making process.

the one that provides no guidance to the members of the team and fully let them make their own decisions. The fact that the author turned out a democratic leader was not surprising because the author believes this approach to be the most effective and focused on the members of the team rather on the leader.

Moreover there is a proper implementation issue as far as this policy is concerned and moreover there will be a lot of development

Autocratic Approach: Autocratic leadership gives a positive belief about the updates about any policies. However this kind of approach is not highly regarded by many of the working environments. This is due to the amendments being brought into use prematurely for the uses to access them. This approach of leadership and management may be viewed as being too authoritative.

When using an authoritarian leadership style, close adherence to regulations and policies are the fundamentals of this leadership style. Workers are held to a specific standard, and the relationship is purely professional. In a democratic leadership style, the decision-making ability is shared. The superintendent relies on feedback from the foremen when making decisions.

Even though there will be many differing management and leadership styles within an organisation, the actual organisations leadership style is perceived as that of the head of the business. We have heard many times that the goals and objectives along with any changes to develop the company must come from the top down. This in itself is a rather bureaucratic statement that many employees in a wide variety of organisations still believe is the way their businesses should be run.

Decisions are shared between all employees utilizing the rational decision-making model. Greenleaf, R. K. (1998) noted, servant-leadership advocates a group-oriented approach to analysis and decision making as a means of strengthening institutions and of improving society” (p. 9). As noted by Hellriegel, Jackson and Slocum (2008) “The rational model consists of seven steps, defining and diagnosing the problem, setting goals, searching for alternative solutions, comparing and evaluating alternative solutions, choosing among alternatives, implementing the solution and follow up. The model prescribes a set of phases that individuals or teams should follow to increase the likelihood that their decisions will be logical and optimal” (p. 266). The management team takes the responsibility for defining the problem. The management team and employees participate in setting goals, searching for solutions, comparing alternatives, and choosing alternative solutions. The makeup of the implementation team depends on the tasks and expertise required to successfully implement the solution.

Top down has strong upper management support, dedicated funding, clear planning and the opportunity to influence organizations culture, whereas Bottom up lacks a number of critical features such as participant support and organizational staying power.