Entry
Reader's guide
Entries A-Z
Subject index
Programmability of Decision Making
A usual reference in studies and textbooks related to decision making, the programmability of a decision problem, also referred to as the structure of a decision problem, is concerned with the extent to which managers facing decisions have a complete understanding of the factors that have a bearing on the situations they faced. The concept is associated with Herbert Simon, a leading writer in management science and 1978 Nobel laureate in economics for his pioneering research into the decision-making process within economic organizations. It was Simon who first reflected on the degree of structure of decision situations. As Simon’s thoughts gradually turned toward the power of computers and the potential of artificial intelligence (a field that he contributed to establishing), he introduced the oft-quoted distinction between programmed decision and nonprogrammed decision. Simon’s reflection was guided by the idea that organizations, like computers, are systems designed for “complex information processing.” Thus, programmed decisions can be coded in computer programs or other programs that are computerizable, while nonprogrammed decisions must be treated as “problem solving” and therefore are not amenable to processing by computer systems to any extent. This entry considers the richness of the concept of programmability of decisions and its implications for research and practice in a number of areas.
Fundamentals
Simon’s basic scientific progress must be viewed in terms of his attempt to study the manager as a decision maker. In seeking to theorize about managerial decision making, Simon initially discussed the difference between facts and values. Facts can be verified or falsified, whereas values are the objectives of the decision maker and, beyond this, his or her actual wishes. This is important for both research and practice because it indicates that decisions made by managers can be evaluated properly only when the objectives of the decision maker are known. Thus, to evaluate the quality of a decision, researchers must know the utility of the decision maker and understand his or her preferences and expectations in terms of the probabilities of future events. These factors are directly related to the degree to which a decision problem can or cannot be programmed.
Simon also observed that the problems that managers faced and that are found to trigger decision-making processes are not facts but constructs: They do not present themselves “carefully wrapped in bundles.” There are basic uncertainties relating to the cause-and-effect relationship between the key factors in the analysis of these problems as well as in their solution. Second, Simon observed that decision “is a matter of compromise”; that is, all decision makers have several more or less contradictory objectives in mind.
James D. Thompson and A. Tuden have formalized this issue in their influential model that classified uncertainty in decision making based on how well managers understand how the world works on the one hand and on whether managers agree among themselves about the objectives they pursue on the other hand. They presented their model as a two-by-two matrix, where both above dimensions—ambiguity of objectives and uncertainty of cause and effect—can be either high or low, thereby distinguishing between decisions by computation (most certain), decisions by judgment, decisions by compromise, and decisions by inspiration (least certain).
...
- Nature of Management
- Managing People, Personality, and Perception
- Affect Theory
- Affective Events Theory
- Big Five Personality Dimensions
- Causal Attribution Theory
- Cognitive Dissonance Theory
- Emotional and Social Intelligence
- Fairness Theory
- Image Theory
- Individual Values
- Job Demands–Resources Model
- Locus of Control
- Organizational Commitment Theory
- Organizational Identification
- Organizationally Based Self-Esteem
- Psychological Contract Theory
- Psychological Type and Problem-Solving Styles
- Schemas Theory
- Self-Concept and Theory of Self
- Self-Fulfilling Prophecy
- Sensemaking
- Social Cognitive Theory
- Social Construction Theory
- Social Identity Theory
- Social Information Processing Model
- Theory of Emotions
- Theory of Reasoned Action
- Theory of Self-Esteem
- Type A Personality Theory
- Managing Motivation
- Managing Interactions
- Circuits of Power and Control
- Conflict Handling Styles
- Critical Theory of Communication
- Dialectical Theory of Organizations
- Dual-Concern Theory
- Genderlect and Linguistic Styles
- Influence Tactics
- Informal Communication and the Grapevine
- Information Richness Theory
- Organizational Assimilation Theory
- Patterns of Political Behavior
- Principled Negotiation
- Social Exchange Theory
- Social Information Processing Model
- Social Movements
- Social Network Theory
- Social Power, Bases of
- Strategic Contingencies Theory
- Structuration Theory
- Theory of Cooperation and Competition
- Trust
- Managing Groups
- Asch Effect
- Group Development
- Group Polarization and the Risky Shift
- Group Punctuated Equilibrium Model
- Groupthink
- High-Performing Teams
- Multicultural Work Teams
- Norms Theory
- Role Theory
- Social Facilitation Management
- Social Identity Theory
- Social Impact Theory and Social Loafing
- Virtual Teams
- Work Team Effectiveness
- Managing Organizations
- Actor-Network Theory
- Agency Theory
- Behavioral Theory of the Firm
- Bureaucratic Theory
- Complexity Theory and Organizations
- Compliance Theory
- Cooptation
- Differentiation and the Division of Labor
- Dramaturgical Theory of Organizations
- High-Reliability Organizations
- Knowledge-Based View of the Firm
- Matrix Structure
- Meaning and Functions of Organizational Culture
- Multifirm Network Structure
- Organic and Mechanistic Forms
- Organizational Culture and Effectiveness
- Organizational Culture Model
- Organizational Culture Theory
- Organizational Identity
- Organizational Socialization
- Organizational Structure and Design
- Sociotechnical Theory
- Stewardship Theory
- Systems Theory of Organizations
- Technology and Complexity
- Technology and Interdependence/Uncertainty
- Technology and Programmability
- Typology of Organizational Culture
- Managing Environments
- Strategic Management
- Agency Theory
- Balanced Scorecard
- BCG Growth-Share Matrix
- Business Policy and Corporate Strategy
- Competitive Advantage
- Core Competence
- Diversification Strategy
- Dynamic Capabilities
- Excellence Characteristics
- Firm Growth
- First-Mover Advantages and Disadvantages
- Game Theory
- Hypercompetition
- Knowledge-Based View of the Firm
- Modes of Strategy / Planned-Emergent
- Organizational Effectiveness
- Product-Market Differentiation Model
- Resource Orchestration Management
- Resource-Based View of the Firm
- Seven-S Framework
- Six Sigma
- Stakeholder Theory
- Strategic Decision Making
- Strategic Flexibility
- Strategic Frames
- Strategic Groups
- Strategic Profiles
- Strategy and Structure
- Strategy-as-Practice
- SWOT Analysis Framework
- Tacit Knowledge
- Upper-Echelons Theory
- Value Chain
- Human Resources Management
- Attraction-Selection-Attrition Model
- Behavioral Perspective of Strategic Human Resource Management
- Career Stages and Anchors
- European Model of Human Resource Management
- High-Performance Work Systems
- Human Capital Theory
- Human Resource Management Strategies
- Human Resources Roles Model
- Knowledge Workers
- Model of Occupational Types
- Organizational Demography Model
- Personal Engagement (at Work) Model
- Protean and Boundaryless Careers
- Strategic International Human Resource Management
- Theory of Organizational Attractiveness
- Theory of Transfer of Training
- International Management and Diversity
- Acculturation Theory
- Cultural Attitudes in Multinational Corporations
- Cultural Intelligence
- Cultural Values
- Diamond Model of National Competitive Advantage
- GLOBE Model
- High- and Low-Context Cultures
- Institutional Theory of Multinational Corporations
- Interactional Model of Cultural Diversity
- Managing Diversity
- Multicultural Work Teams
- Organizational Demography
- Social Identity Theory
- Transnational Management
- Managerial Decision Making, Ethics, and Creativity
- “Unstructured” Decision Making
- Analytic Hierarchy Process Model
- Bounded Rationality and Satisficing (Behavioral Decision-Making Model)
- Brainstorming
- BVSR Theory of Human Creativity
- Componential Theory of Creativity
- Decision Support Systems
- Decision-Making Styles
- Escalation of Commitment
- Ethical Decision Making, Interactionist Model of
- Evidence-Based Management
- Experiential Learning Theory and Learning Styles
- Garbage Can Model of Decision Making
- Image Theory
- Interactionalist Model of Organizational Creativity
- Intuitive Decision Making
- Investment Theory of Creativity
- Managerial Decision Biases
- Moral Reasoning Maturity
- Participative Model of Decision Making
- Programmability of Decision Making
- Prospect Theory
- Stages of Creativity
- Strategic Decision Making
- Management Education, Research, and Consulting
- Academic-Practitioner Collaboration and Knowledge Sharing
- Action Research
- Analytical and Sociological Paradigms
- Appreciative Inquiry Model
- Bad Theories
- Critical Management Studies
- Engaged Scholarship Model
- Evidence-Based Management
- Large Group Interventions
- Management (Education) as Practice
- Multilevel Research
- Narrative (Story) Theory
- Organizational Development
- Positive Organizational Scholarship
- Process Consultation
- Psychological Type and Problem-Solving Styles
- Theory Development
- Theory of the Interesting
- Management of Operations, Quality, and Information Systems
- Kaizen and Continuous Improvement
- Adaptive Structuration Theory
- Decision Support Systems
- Gantt Chart and PERT
- Lean Enterprise
- Management Control Systems
- Quality Circles
- Quality Trilogy
- Strategic Information Systems
- Technology Acceptance Model
- Technology Affordances and Constraints Theory (of MIS)
- Theory of Constraints (TOC)
- Total Quality Management
- Management of Entrepreneurship
- Management of Learning and Change
- Action Learning
- Business Process Reengineering
- Continuous and Routinized Change
- Double Loop Learning
- Experiential Learning Theory and Learning Styles
- Force Field Analysis and Model of Planned Change
- Learning Organization
- Logical Incrementalism
- Organizational Development
- Organizational Learning
- Process Theories of Change
- Punctuated Equilibrium Model
- Quantum Change
- Strategies for Change
- Management of Technology and Innovation
- Architectural Innovation
- Dual-Core Model of Organizational Innovation
- Innovation Diffusion
- Innovation Speed
- Lead Users
- Open Innovation
- Patterns of Innovation
- Product Champions
- Profiting From Innovation
- Sociotechnical Theory
- Stages of Innovation
- Technological Discontinuities
- Technology Acceptance Model
- Technology and Complexity
- Technology and Interdependence/Uncertainty
- Technology and Programmability
- Technology S-Curve
- Transfer of Technology
- Management and Leadership
- Attribution Model of Leadership
- Authentic Leadership
- Charismatic Theory of Leadership
- Cognitive Resource Theory
- Competing Values Framework
- Contingency Theory of Leadership
- Leader–Member Exchange Theory
- Leadership Continuum Theory
- Leadership Practices
- Level 5 Leadership
- Managerial Grid
- Path-Goal Theory of Leadership
- Servant Leadership
- Situational Theory of Leadership
- Substitutes for Leadership
- Theory X and Theory Y
- Trait Theory of Leadership
- Transformational Theory of Leadership
- Management and Social / Environmental Issues
- Loading...
Get a 30 day FREE TRIAL
-
Watch videos from a variety of sources bringing classroom topics to life
-
Read modern, diverse business cases
-
Explore hundreds of books and reference titles
Sage Recommends
We found other relevant content for you on other Sage platforms.
Have you created a personal profile? Login or create a profile so that you can save clips, playlists and searches