1. THE DECISION-MAKING PROCESS AND THE PARTICIPATION OF WORKERS

2. The definition
Decision making is the process of making choices from a set of alternatives, in order to achieve organizational or managerial objectives or goals, based on gathering information, and assessing alternative resolutions. Decision making process is continuous and indispensable component of managing any company/organization.

3. Two forms of decision-making
At company level we can find 2 types of decision-making approaches:
Top-down decision making process
Bottom-up decision making process

4. Top-down decision-making process
Is the decision-making process focused on the authority of company's top management:
The higher level of the hierarchy in the company makes the decision
The decision is passed down to middle managers
The decision is implemented at workplace, to all employee levels

5. Bottom-up decision-making process
Is the decision-making process focused on the participation of employees:
The employees participate with/make proposals and suggestions to important topics
The proposal/consultation is passed up by middle managers
The decision is formalized by the higher level of the hierarchy in the company

6. The employee involvement
The Top-down decision-making is the approach used by many companies, considering the relatively fast and easy implementation. The current tendency strongly supported by trade unions and other worker representation bodies is to move towards the Bottom-up approach, which allow an increased participation of employees in decision-making at company level.

7. Identify the alternatives
Identify the problem
Review the decision
Collect information
Take action
Identify the alternatives
Make the choice
Assess the evidence
The 7 steps of decision-making process

8. The role of middle managers
For both types of decision-making approaches, the middle managers (or team leaders/office coordinators) play the key role at each step of the process by:
Properly communicate the decisions and inform on the implementation procedure (for Top-down structures)
Proactively intermediate the consultation and support the participation of workers (for Bottom-up structures)

9. The role of the trade unions
The decision-making is the most important process taking place in the company which involves all levels of employees and affects all activities.
As main workers representatives, the trade unions, irrespective of existing decision-making approach, have been developed strategies for increase the employee involvement and promote the benefits of participation.
The collective bargaining is the main tool for increasing the worker participation and the informative/training activities must be the means to prepare the employees for an active role and increased responsibility in their companies.
Therefore the trade union organizations (both at sector and company level) need coherent and coordinated action plans to reinforce their position of social and labour interlocutors.
The role of the trade unions

10. The transition towards employee participation
The transition towards Bottom-up structures requires a strong support of social partners and a proper cooperation between workers and management in order to:
Inform correctly all parts involved at each step of the process
Develop/create the consultative bodies
Adapt the existing structures to a both-sides communication flow
Educate/train for competent participation
Stimulate and support the conscious responsibility
Enhance the team work and organizational culture
Permanently assess and improve the process
The transition towards employee participation

11. The challenges of decision-making process
Each step of the decision-making process includes a series of challenges that need to be tackled, in order to ensure positive results and smooth functioning:
Step 1 (the problem): misidentify the problem or the aspect to be decided on can lead to useless efforts
Step 2 (the information): too much or not enough information can both affect the process
Step 3 (the alternatives): less or too many alternatives can limit or disperse the resources
Step 4 (the assessment): the level of training and assessment competence of the parts involved define the quality of arguments
Step 5 (the choice): the level of authority and responsibility condition the decision
Step 6 (the action): inflexible or unorganized structures can affect the implementation of decision at all levels
Step 7 (the review): is usually skipped and this prevents the correct evaluation results and eventually the entire process
The challenges of decision-making process

12. Common mistakes in decision-making
The most common mistakes when making a decision in company, despite the Top-down or Bottom-up functioning are:
Rush in or delay the decision (the right moment to decide is essential)
Lack of trust between the parts (you need each other to make it work)
Ignore cultural and emotional aspects (if doesn´t feel good, usually it isn´t)
Prioritize the expertize (there is no all-size recipe of success)
Minimize the partnership (the agreement must be reached, not imposed)
Common mistakes in decision-making

13. Good practices for employee participation
Given the deeply rooted decision-making approach in most of the companies, the process of increasing the employee involvement in the process is a complex and multifaceted task. The positive results can be ensure mainly by:
Information campaigns at workplace
Training and teambuilding for all level employees
Practice feedback and other retroaction tools
Improve the communication in company

14. Conclusions
The decision-making is a complex process involving competence and responsibility
The employee involvement is the key for positive results, in both top or bottom approach
The review of decision is essential to stay on track and ensure results
The social dialog is the main tool for participation of workers to decision-making at company/sector level
The trade unions promote and support the employee involvement