Augustus Baker's Theory Of Control

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Augustus baker’s electromagnetic solution to the problem of evil”. “It was a giant hope machine, which was a supernatural piece of technology, that was considered a paragon in the workplace.
Following this line of thought Grey (2008:40) describes that Taylor proposes motivating employees through “pain and pleasure, carrot and stick”. Targets were set, when they were exceeded a bonus was given; when you fail to meet the target, a fine was imposed. Industrial workers and their budding trade unions broadly opposed Taylor; it involved an enormous shift of power from labour to managers. It lead to a reduction in autonomy undermined working conditions and made threats regarding unemployment.
Braverman (1974) cited in Grey (2008:38,39) stated that
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An alternative explanation is that bureaucracy is associated with the shortcomings of a large establishment relating to ‘’rules and cases’’(DuGay 2000 :2)
(Hamel 2014) views bureaucracy ideology with ‘’controlism’’. Unconstrained controlism disables organizational energy. He argues that controlism is essential, disciplinary action and being accountable for one’s actions is essential. Notwithstanding, autonomy is of equal importance. Regrettably, managers of organisations frequently see control and autonomy as conflicting; as ideological competitors like’’ communism and capitalism’’ instead of seeing it as complimentary ideologies ‘’mercy and justice’’. Organisations will continue to be incapable, in as much as they promote control at the detriment of freedom.
Smith (1948) uses an example that when an animal requires something from either a human being or another animal, he does this by gaining their favour. He also provides an example of a man, when an individual requires something from his brethren and has no other way of involving them to act according to his preferences. He attempts by using their obsequious attention to obtain their benevolence. Adam Smith uses this as a metaphor for cooperation, persuasion and interaction between management and labour hereby eliminating
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Mayo () argues that socialization process was gone among workers. He never criticized deskilling, division of labour and destruction of craft. According to him it was not deskilling rather it was division of labour that was the problem. He had rational views and maintained that Taylor left his moral values at the gate of the factories. Mayo saw management shift people from rational to irrational, the job of management was societal leadership and he was looking for conformity. Shaping the workers subconscious mind was his focus, as he believed in controlling the workers emotions to fall in line with the organisation. He continued by saying that workers in boring situations might start thinking of opposing management. Taylor used the word soldering in punishing workers, as he wanted to control the workers physical body. However from Mayo’s standpoint managers should be a natural elite, he tries to turn the, problem of capitalism to the individual, managers need to know the workers hopes, ambitions so as to use this to their advantage. Employees are child like and cannot be satisfied, he continues to insist that the society is a problem democratically, workers could not adapt to realities because they were

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