Sanderson (2006) says that in an autocratic style the manager is the sole decision maker. The manager runs all the decision-making processes without consultation. Autocratic style presents a lot of resentment among the employees. According to Holloway (2010), participative style encompasses contribution from all the employees in decision-making process. Participative approach is better than autocratic since the employees feel valued since their opinions matter.
Holloway (2010) state that centralized model empowers the lower cadres of staff to ensure they participate in decision-making process. A centralized approach streamlines processes and enables the employees to have one line of thought. A decentralized approach has divisions of groups that do their own work and solve their own problems.
Sanderson (2010) defines self-directed work teams as a group of works managing the entire work process. The work teams work together through interrelated activity to attain a common goal. In a self-directed work teams approach the employees have empowerment to make decisions about the daily operations of the business (Sanderson, 2006). The employees group themselves in work teams and plan ways of improving the business. Self directed work teams contains natural work groups that perform in unison to achieve a common goal.
This business of a coffee shop can benefit immensely from a self- directed work teams. This is because the coffee industry has stiff competition and the self-directed work teams can always adjust the business quickly to ensure the business is competitive. This process restructures work ensuring interdependence and joint responsibility in the business. This system integrates people’s needs with the work carried out. Holloway (2010) elaborates that teamwork and employee empowerment ensures success in the workplace. Teamwork’s ensure increased diversity, better aligning of workloads, increased creativity, organizational growth, and improved production. The application of self- directed work teams would ensure customer satisfaction through unified commitment, strong relationship, as well as team member attributes.
References
Holloway, C. A. (2010). Decision making under uncertainty: models and choices. Englewood Cliffs, N.J.: Prentice-Hall.
Sanderson, C. J. (2006). Analytical models for decision making. Maidenhead: Open University Press.
