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Pros Cons
The most direct form of control Only for highly routinized jobs
Tend to lead to documentation May discourage creativity,
of the accumulation of innovation, and adaptation
knowledge as to what works
best. May cause sloppiness
• Organizational memory
May cause negative attitudes
An efficient way of
coordination: • e.g., little opportunity for
creativity and self-
• i.e., they increase the predictability actualization
of actions and reduce the amount
of inter-organizational information Sometimes very costly
flows to achieve a coordinated
effort.
ADVANTAGES AND DISADVANTAGES OF
RESULTS CONTROLS:
Pros Cons
Result control , which is used at Result control are not
many level in most organization. effective in every situation
Failure to satisfy all three
Result control can often be effectiveness condition
affective when it is not clear what
behavior are most desirable . They shift risk to employees
(because of uncontrollable
factors). Hence, they often
Result control can yield good require a risk premium for
control while allowing the risk averse employees.
employees whose behavior are
being control high autonomy Sometimes conflicting
functions:
They yield greater employee
commitment and motivation. • Motivation to achieve
• targets should be
“challenging”
• Communication among entities
• targets should be slightly
conservative
DECISION ( 2) :
CHOICE OF CONTROL TIGHTNESS
The decision as to whether controls should be tight or
loose in any particular organization, or area within the
organization, depends on answers to three questions:
Criticisms:
- Not easy to criticized while many organizations
may have faced MCS weakness of various
magnitudes.