Decision making is something that every manager has to deal with in the workplace. It is one of the main components of their job and they must have the necessary knowledge to make effective decisions for the organization. Dessler (2012) defines decision making as “the process of developing and analyzing alternatives and making a decision (Dessler, 2012). In the decision-making process, the manager must be aware of the impact that the decision will have on the organization and the employees. Yukl (1990) states that “before making a decision, a manager must determine whether to involve other people in the decision process” (Yukl 1990). There are several decision-making procedures that involve subordinate input at different intensities. The two decisions Kevin chooses are suitable for a group decision because their outcomes have a direct effect on employees. According to Thompson, Strickland, and Gamble (2010), “the goal is to place adequate decision-making authority in the hands of those closest and most familiar with the situation and to train them to weigh all factors and demonstrate good judgment. judgment” (Thompson, Strickland and Gamble (2010)). p.347). Kevin realizes that participative management can be constructive for the organization and helps employees participate in issues that concern them. Employees are encouraged to share in the company's decision-making process by participating in activities such as setting goals, determining work schedules, and making suggestions (McMillan, n.d.). There are three types of decision-making procedures mentioned by Yukl: autocratic decision, consultation and group decision. The procedure used by Kevin is consultation. Yukl (1990) explains consultation as “the leader explains the decision problem to the subordinate...... in the middle of a paper...... crossed out and within a tight deadline. The decisions lose quality and acceptance with the way Kevin handled the situation. These decisions were appropriate to introduce participation in Kevin's department because the results have a direct effect on employees. As Thompson et al. (2010) state: “Pushing decision-making authority down to middle and lower management, and then to work teams and individual employees, shortens organizational response times and stimulates new ideas, creative thinking, innovation and innovation. greater involvement on the part of management. managers and subordinate employees” (p. 348). In future situations, it will be important for Kevin to give employees sufficient time to think and discuss the decision to be made. It is obvious that Kevin cares about employees and wants to do his best to ensure their happiness within the organization..