3.3 Cultural control
By giving autonomy to workers, it is even harder for managers to control. How can managers ensure that workers will make decisions along with company’s objectives? According to Martin (1992), when employees have high autonomy, it is hard to coordinate between each individuals in workplace. To counteract, Peter and Waterman (1982) emphasised on what they call corporate culture. When companies have corporate culture, there is no conflict of value between worker and company. In particularly, they share the same value (Schein, 1985). Companies can now give autonomy to workers without being suspicious of value incompatibility. They can make decisions along with firms’ objectives and values. To ensure that worker having the …show more content…
Along with the idea of Ouchi’s Theory Z (1981), in order to gain high productivity and reduce worker alienation, companies need to have strong culture that make workers believe in what they do and make them involve in decision process. With a new idea of control developed by Fleming and Sturdy (2009), companies can now mange workers by using fun activities. The term ‘Just be yourself’ free workers to express their existences in their own ways. They now have high autonomy than before and make the boundary between work life and private life unclear. As a result, cultural control has many benefits. It makes workers shared common goals. Then, they will know the exact direction when doing works. It also enable worker to join in decision process which will make them feel as a part of organization and pay loyalty to firms. However, it is hard to change when companies having a strong culture and need to change in order to cope with dynamic environment. According to Tushman and Romanelli (1985), companies have inertia and resist to change due to its routine developed from their culture. Moreover, cultural control can be seen as invisible type of control that let employees enjoying their autonomy and having high job satisfaction. To employees, this is an ultimate type of control because they cannot resist to be themselves …show more content…
Scientific management was overcome by humanistic control due to the lack of human consideration. However, cultural control was prevailed over other type of administration, since it seems to be a less visible form of control, but more absolute way of ruling over workers. It control over both basic and psychological factors, and values of workforces. Employees seems to be pleased with this form of control since it gives autonomy to express identities of themselves and let them involved in company’s decision processes. Nonetheless, SM and bureaucracy did not vanish after dominated by later theories. They coexist with other types of control, and developed overtime to fit with new organization environment. It can be said that there is no one way of controlling to fit with all types of organizations. It depends on manager to choose which forms of control that fit in the organization they manage since every controlling methods have both advantages and drawbacks. As a result, they can pick some benefits of using classical management theory and mix it with more recent theories to generate new controlling style that suitable with situation they confronted
By giving autonomy to workers, it is even harder for managers to control. How can managers ensure that workers will make decisions along with company’s objectives? According to Martin (1992), when employees have high autonomy, it is hard to coordinate between each individuals in workplace. To counteract, Peter and Waterman (1982) emphasised on what they call corporate culture. When companies have corporate culture, there is no conflict of value between worker and company. In particularly, they share the same value (Schein, 1985). Companies can now give autonomy to workers without being suspicious of value incompatibility. They can make decisions along with firms’ objectives and values. To ensure that worker having the …show more content…
Along with the idea of Ouchi’s Theory Z (1981), in order to gain high productivity and reduce worker alienation, companies need to have strong culture that make workers believe in what they do and make them involve in decision process. With a new idea of control developed by Fleming and Sturdy (2009), companies can now mange workers by using fun activities. The term ‘Just be yourself’ free workers to express their existences in their own ways. They now have high autonomy than before and make the boundary between work life and private life unclear. As a result, cultural control has many benefits. It makes workers shared common goals. Then, they will know the exact direction when doing works. It also enable worker to join in decision process which will make them feel as a part of organization and pay loyalty to firms. However, it is hard to change when companies having a strong culture and need to change in order to cope with dynamic environment. According to Tushman and Romanelli (1985), companies have inertia and resist to change due to its routine developed from their culture. Moreover, cultural control can be seen as invisible type of control that let employees enjoying their autonomy and having high job satisfaction. To employees, this is an ultimate type of control because they cannot resist to be themselves …show more content…
Scientific management was overcome by humanistic control due to the lack of human consideration. However, cultural control was prevailed over other type of administration, since it seems to be a less visible form of control, but more absolute way of ruling over workers. It control over both basic and psychological factors, and values of workforces. Employees seems to be pleased with this form of control since it gives autonomy to express identities of themselves and let them involved in company’s decision processes. Nonetheless, SM and bureaucracy did not vanish after dominated by later theories. They coexist with other types of control, and developed overtime to fit with new organization environment. It can be said that there is no one way of controlling to fit with all types of organizations. It depends on manager to choose which forms of control that fit in the organization they manage since every controlling methods have both advantages and drawbacks. As a result, they can pick some benefits of using classical management theory and mix it with more recent theories to generate new controlling style that suitable with situation they confronted