Organizational control of the employees has a direct impact on the employee's job performance. The study focused on different forms of organizational control relating it to the positive performance of the employee. Specifically, the researchers sought to determine how to use organizational control to address the problem of employee's lack of trust in their organizations. And the study did that by examining the relationship between the organizational controls in a cultural context. A research from a data of 105 employee- supervisors from professional services was carried out through sampling and measurement and the results found out several outcomes.
From the interview findings, in an Asian context managers of organizations viewed control practices positively. As a result, trust was found to improve the performance of the employees and the organizational outcome. Moreover, the study outcome indicated that human resource practices play a role in the employee's organizational performance. The organizational management should be based on bureaucratic controls rather than the control-oriented performance. As a result, tightening the control processes to increase the employees' performance and the outcomes of the organization. The managers have to incorporate trust and performance of the employees in the control process.
Indeed, organizational trust in employees brings cooperation and commitment to the organization. In addition, there are different control targets set by the managers that focus on the attainment of the organizational goals. Different forms of control were measured and explored, using comparative strength as a predictor of performance and trust. The output of the measures focused on the set standards and the monitored progress. It was found that targets leads to high goal attainment in the organization.
Also, organizational control acts a building block for feedback in an organization. The results of the research from Singapore working organizations upheld the perception of trust as a link between the organizational control and the employees' performance. Consequently, trust in the organization brings the social exchange between the employer and the employees. As a result, it manifests the organizational ability to affect the employees' performance as well as to engage them in the behavioral roles such as citizenship.
The output control measures which deals with the organizational outcome and monitoring whether the organizational goals are being met have an impact on the organizational trust. The rewards and the control of goal attainment give the clarity that enhances the employees' trust. As the employees gain the trust, they are able to manage their performance to meet the organizational goals. The organizational output control management also provides feedback that strength the trust the employees have in the organization. Therefore, the employees maximize their effectiveness in supporting the organization to gain its set targets. The transparency and reliability in an organization also enhance the trust increasing the willingness of the employees to contribute to the organizational tasks.
In conclusion, the organizational control is fruitful to both the employees and the organization. It makes the employees have full focus on the tasks of the organization. The organization control promotes support to the employees hence increasing the trust and the performance of the employees. The organizational control practices and trust goes hand in hand. When the manager combines the two, there is a high commitment by the employees. It is evident that the control practices motivate the employees to perform well and also trust the organization and its managers.
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HRM Essay Sample: The Role of the Organizational Control System on the Performance Outcome. (2022, Apr 25). Retrieved from https://speedypaper.com/essays/the-role-of-the-organizational-control-system-on-the-performance-outcome
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