1. My organization uses the top-down approach which is why changes either don’t work or don’t do well with the employees the change impacts. All of the upper management decides to make changes yet fail to see the endless possibilities of failure from the perspective on employees. They can’t see all aspects. It also means that most employees don’t buy into it and are quick to see the flaws. Times when change has been more effective is when they have involved more employees that will be affected by the change. This very seldom happens but would have a higher success right. Most employees have great ideas to share but they have to be given the chance. I am part of a continuous improvement team which has both management and employees on it. We come together to try to solve minor issues and I try to ask other employees, who are not involved in the team, input to make sure all bases are covered. When change involves employees it would be best to use bottom-up, with major companywide decision top-down would be fine.

2. Top-down management is the process of upper management or the chief executive officer reaching independent conclusions that change or improve the workplace or business systems. Top-down management can have advantages and disadvantages within any organization. It allows leaders to make the essential decision within an organization because they are familiar with the important responsibilities and what's best for the company. It also allows all other employees to concentrate on their work duties and responsibilities, rather than having to worry about making decisions that could impact the whole company. What the leader must always remember, however, is what decision he or she makes has to not only better the company, but it also has to be in the best interest for all other employees as well. If a leader would make a decision to only better the company and it could harm employee’s current work, you could lose all employees due to job security. Bottom-up management is the process where team members are invited to participate in every step of the management process, and it allows managers to communicate goals through milestone planning. All employees are encouraged to participate in new ideas that can help them and the company accomplishes goals. Bottom-up management allows all employees to be a part of the process and the decisions that are made throughout the organization. This also allows for management to see all of the point of views through the organization, from the bottom to the top. this could help an organization's decision process by not only seeing the management side, but also seeing the lower employees' point of view that management may not ever see or experience. However, allowing all employees to foresee and be a part of the business process could also have its downfalls. "Becoming engaged in the process can bog down employees and lead too many unproven ideas being suggested,” With all of the input from all employees, it may be hard for managers to focus on the process and come to an effective decision and plan. "This may lead to an inability to choose one plan and stick with it or constant altering of processes and goals,” Therefore, in my organization, I would rather have a top-down management system. I do believe that upper management in my organization will be able to make effective decisions that are not only best for the company, but also best for all employees. I would implement a gain sharing system that I have in my real life job. My work participates in gain sharing, which is when the company gives monthly bonuses to all employees when the company is successful and has reached a certain revenue percentage for the month. We also have gain sharing ideas that allows employees to give upper management ideas that could better the company, such as save the company money or something new we should implement to benefit all employees. If management likes the gain sharing idea, that employee will get paid for that idea. So employees have a say in changes that could happen within the company and they can get paid and appreciated by management for doing so.