decision-making authority

简明释义

决策权

英英释义

例句

1.The manager has the decision-making authority 决策权 to approve budget changes.

经理拥有决策权来批准预算变更。

2.The project's success largely depends on the decision-making authority 决策权 given to the project manager.

项目的成功在很大程度上取决于赋予项目经理的决策权。

3.Only the board of directors has the decision-making authority 决策权 to finalize the merger.

只有董事会才拥有决策权来最终确定合并。

4.In this project, the team leader holds the decision-making authority 决策权 for all strategic choices.

在这个项目中，团队领导拥有决策权来做出所有战略选择。

5.Employees often feel more motivated when they have some decision-making authority 决策权 in their roles.

当员工在岗位上拥有一定的决策权时，他们往往感到更有动力。

作文

In today's fast-paced world, organizations face numerous challenges that require prompt and effective responses. One of the critical elements that determine how well an organization navigates these challenges is its structure of decision-making authority. This term refers to the power or right to make decisions within an organization, impacting everything from daily operations to long-term strategic planning. Understanding the concept of decision-making authority is essential for anyone looking to succeed in a managerial position or lead a team effectively.At its core, decision-making authority delineates who has the final say in various matters. In a traditional hierarchical structure, this authority often rests with upper management, such as executives or senior leaders. However, modern organizations are increasingly embracing flatter structures that empower employees at all levels to take part in the decision-making process. This shift acknowledges that those who are closest to the work often have valuable insights that can lead to better outcomes.One significant advantage of distributing decision-making authority is enhanced agility. When employees are granted the freedom to make decisions relevant to their roles, organizations can respond more quickly to changes in the market or customer needs. For instance, a customer service representative who has the authority to resolve complaints without needing to escalate issues can improve customer satisfaction and loyalty.Moreover, empowering employees with decision-making authority fosters a culture of trust and accountability. When team members feel that their opinions matter and that they have the power to influence outcomes, they are more likely to engage fully in their work. This engagement often leads to increased innovation, as employees are encouraged to think creatively and propose solutions without fear of being overridden by higher-ups.However, the delegation of decision-making authority is not without its challenges. Organizations must ensure that employees are adequately trained and equipped to make informed decisions. Without proper guidance, there is a risk that individuals may make choices that do not align with the organization's goals or values. Therefore, establishing clear parameters and providing ongoing support is crucial in fostering an environment where decision-making authority can be exercised effectively.Additionally, organizations must strike a balance between centralized and decentralized decision-making authority. While it is beneficial to empower employees, there are situations where central oversight is necessary to maintain consistency and coherence across the organization. For example, financial decisions often require a level of scrutiny that may be best handled by a specialized team rather than individual employees.In conclusion, understanding and effectively managing decision-making authority is vital for any organization aiming for success in a competitive landscape. By recognizing the importance of empowering employees while also maintaining appropriate levels of oversight, organizations can create a dynamic environment that promotes both efficiency and innovation. As we continue to evolve in our approaches to leadership and management, the concept of decision-making authority will remain a cornerstone of effective organizational practices, shaping how we collaborate and achieve our goals together.

在当今快速发展的世界中，组织面临着许多需要迅速和有效响应的挑战。决定一个组织如何应对这些挑战的关键因素之一是其<决策权>的结构。这个术语指的是在组织内做出决策的权力或权利，影响从日常运营到长期战略规划的方方面面。理解<决策权>的概念对于任何希望在管理职位上取得成功或有效领导团队的人来说都是至关重要的。从本质上讲，<决策权>划定了谁在各种事务中拥有最终发言权。在传统的等级结构中，这种权威通常掌握在高层管理人员手中，例如执行官或高级领导。然而，现代组织越来越倾向于采用更扁平化的结构，使各级员工都能参与决策过程。这一转变承认，离工作最近的人往往拥有可以带来更好结果的宝贵见解。分配<决策权>的一个显著优势是增强敏捷性。当员工被赋予与其角色相关的决策自由时，组织能够更快地响应市场或客户需求的变化。例如，一名客服代表如果有权解决投诉而不需要将问题上报，可以提高客户满意度和忠诚度。此外，赋予员工<决策权>有助于培养信任和责任感的文化。当团队成员感到他们的意见重要，并且他们有能力影响结果时，他们更可能全身心投入工作。这种参与感往往会导致创新的增加，因为员工被鼓励创造性思考并提出解决方案，而不必担心被高层否决。然而，<决策权>的授权并非没有挑战。组织必须确保员工经过充分培训，具备做出明智决策的能力。如果没有适当的指导，个人可能会做出与组织目标或价值观不一致的选择。因此，建立明确的参数并提供持续支持，对于营造一个能够有效行使<决策权>的环境至关重要。此外，组织必须在集中和分散的<决策权>之间找到平衡。虽然赋予员工权力是有益的，但在某些情况下，中央监督对于维持组织的一致性和连贯性是必要的。例如，财务决策通常需要一种审查水平，这可能更适合由专业团队处理，而不是个别员工。总之，理解和有效管理<决策权>对于任何希望在竞争环境中取得成功的组织都是至关重要的。通过认识到赋予员工权力的重要性，同时保持适当的监督水平，组织可以创造一个促进效率和创新的动态环境。随着我们在领导和管理方式上的不断演变，<决策权>的概念将继续成为有效组织实践的基石，塑造我们如何共同合作和实现目标。