Cultural Control in Organizations

Overall Strength: in general, the article provides structure to a concept that is very intangible by: (a) describing the nature and the functions of control; (b) segregating the MCS into categories: core control system, organizational structure, and organizational culture; (c) illustrating how to apply the control model (satisfied my approach) (d) provides a basis for designing and evaluating the system. The manner, in which the model is presented, with its use of figures, further emphasizes the structure of the model. See below on further emphasis on parts (a) -(c).

Culture can be defined as a set of shared values, shared beliefs and customary ways of thinking doing things, which shape and guides the ways of organisational members. Culture is therefore very crucial as it has the ability to influence the processes or the activities of employees and the functioning of the organisation without necessarily imposing measures and control.

The organization culture as a leadership concept has been identified as one of the many components that leaders can use to grow a dynamic organization. Leadership in organizations starts the culture formation process by imposing their assumptions and expectations on their followers. Once culture is established and accepted, they become a strong leadership tool to communicate the leader 's beliefs and values to organizational members, and especially new comers. When leaders promote ethical culture, they become successful in maintaining organizational growth, the good services demanded by the society, the ability to address problems before they become disasters and consequently are competitive against rivals. The leader 's success will depend to a large extent, on his knowledge and understanding of the organizational culture. The leader who understands his organizational culture and takes it seriously is capable of predicting the outcome of his decisions in preventing any anticipated consequences. What then is organizational culture? The concept of organizational culture has been defined from many perspectives in the literature. There is no one single definition for organizational culture. The topic of organizational culture has been studied from many perspectives and disciplines, such as anthropology, sociology, organizational behavior, and organizational leadership to name a few. Deal defines organizational culture as values,

Control Control is about monitoring the company marketing objective. Control help a company know if the marketing plan is working. Control should monitor at every step of the plan just in case the marketing plan need to be adjusted. The company should not wait until the end of the year to check on the marketing plan. 2.

Culture within an organisation is a system of shared values, beliefs and norms of individuals in the organisation and how the value consensus creates a way in which people behave. The shared values have a strong influence on the individuals in the organisation and dictates how a person acts, dresses and performs in their job. A unique culture is developed and maintained by an organisation which provides guidelines and boundaries, through informal means, for the behaviour of the people within the organisation.

Organizational control is defined as the systematic process through which managers regulate organizational activities to meet planned goals and standards of performance (p.628). In an organization, control is needed to ensure that the organization runs smoothly. Saverio Todaro who is a licensed safety inspector made a confession in the federal court in New York. He claimed that he had submitted clean asbestos and lead test of hundreds of buildings, even though he himself has never performed a single test (p.627). This is an example of lack of control in an organization. An example that I have of an attempt of control that has been a little more than an illusion is from my experience of coaching high school soccer. Usually after every game,

In the 1980’s business experts began to realize the root to organizational success or failure is through its culture. The culture of an organization is the belief that guides each employee in knowing what to do and what not to do and it also affect the public perception of the organization’s brand. Therefore culture is the shared social knowledge within an organization regarding the rules, norms and values (Colquitt, Lepine, & Wesson, 2012). Although, no two cultures are alike, there are components and characteristics that help business experts to define an organization’s culture.

A: When you have control your are determining what happens and what takes place within the company but when there is control for employees they have the power to do what they feel is right. It challenges them to make a difference instead of making them feel threaten by authority.

Controlling is monitoring the performance of the organization, identifying deviations between planned and actual results, and taking corrective action when necessary. With all these four functions that are involved in the process of management, if all are followed correctly the organization will be properly ran and will have few complications.

After the merger of InBev and Anheuser-Busch, the culture at the newly formed company is likely to be affected by certain factors that are contradictory to InBev’s and AB’s strategic policies and employee relations. Because of InBev’s traditional cost-cutting approach to mergers and Anheuser-Busch’s approach of luxurious spending, there might be a mismatch of objectives

Culture affects our perception because the perception that we have on things around us is largely based and affected by the judgmental skills, emotions, attitude, and notions and preconceived acquired from culture. Our biases play a great role in our perception on whether a certain thing is bad or good and this is also affected by our way of thinking. Our motivation and attitude plays the great role in our judgment on whether something is simple or complex. These factors are closely connected to our culture and that’s why culture determines our structure of thinking and this in turn influences our perception (Eliot, 30).

Controlling Process in Management Controlling is directly related to planning. The controlling process ensures that plans are being implemented properly. In the functions of management cycle - planning, organizing, directing, and controlling - planning moves forward into all the other functions, and controlling reaches back. Controlling is the final link in the functional chain of management activities and brings the functions of management cycle full circle. Control is the process through which standards for performance of people and processes are set, communicated, and applied.

Controls are measuring sticks to see if the desired goals are being met. Successful managers create parameters for their employees and implement controls within a criteria to confirm if the job is being done to standard. Case in point, I give quarterly performance counseling’s to each subordinate in my department on performance, being efficient at the job and using problem solving techniques. Controls to an extent border along the lines of micromanaging, but it can also be used to emphasize how well the subordinate is doing too. All quarterly counseling’s are not corrective in nature, but it is a great assessment tool for exceptional job performance as well. The usage of controls is part of my responsibility as a supervisor to ensure the goals are being achieved to standard.

A good control system provides timely information to the manager which is very much useful for taking various decisions. Control simplifies supervision by pointing out the significant deviations from the standards of performance. It keeps the subordinates under check and brings discipline among them.

Controlling is used in a management function to measure performance with planned performance and taking corrective action to help make sure business objectives are met within a business (Mosley, D. C., Mosley D. C., & Pietri, P. H. 2015 p. 412). Anna needs to set a control system of for the department, she will be taking over. Controls should be timely, she needed to take corrective action about the staff having a huge problem with being absent (Mosely, D.C., Mosely D. C., & Pietri P.H.2015). The controls need to focus on the person and the organization so that they can achieve the goals they have set. Anna should see who are the people that are missing more work than others. Anna might need to ask for a report on the absentees and see