Top-down decision making

In each case, an underlying assumption has changed. As society moves away from hierarchies to webs, broad participation becomes possible. As telecommunications speed up connections, top down decision-making becomes inefficient. As knowledge explodes, innovative thinking replaces standard answers. 

Exploitative authoritarian. Management is by fear and coercion, where communication is top-down, decision-making is done at the top with no shared communication, and management and employees are psychologically far apart. 

Personnel selection can take place in one of two ways, depending on the management culture. One way is for the executive/management board to make top-down decisions. However, a structured selection process can also be used in which each company nominates two or three candidates for each position, and these candidates are then interviewed by their respective supervisors and by the human resources director. Very often, some human resource consultants are involved in the process as well. The evaluation is ideally performed along defined criteria and should be as objective as possible. 

From a top-down perspective, implementing REACH does not appear to require major changes to administrative structures for Sweden or Germany. Sweden is the most efficient of the three countries for inputting information to EU decision-making, albeit limited to Keml. 

When we interacted with Big Store, they were doing very well in terms of corporate financial performance. However, there was low morale in some parts of the organization. Some felt that the celebrated financial gains were gotten at the cost of overworking and undervaluing employees. Like Big Bank, lack of work-life balance was a major factor that contributed to employee exhaustion. Big Store s culture was top-down in terms of decision making. 

Each employee s desires for career growth and the feasibility of his or her goals should be evaluated individually, with the overall objective of nurturing the talent and skills offered by minorities and females. Top-down and bottom-up reviews by more than one person will avoid anyone individual s making biased promotion decisions. 

The accuracy of the models need only to reflect the high level of the Revenue element in the top-down process, but even so, the models will usually allow us to make some in-principle decisions about the way forward in the design process. 

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