Workplace Control
The desire to spark productivity pushes organizations to adopt employee control. Workplace controls help employees to exploit their potential. Top-level managers in organizations with a vertical structure implement controls. However, workplace controls sometimes lead to adverse outcomes, reducing employee morale and low job satisfaction. A common adverse outcome of workplace controls is that employees will stop working when managers are away. The adage ‘the mice play when the cat is away’ applies in a workplace with intense controls. Most people tend to ignore non-urgent tasks (Lopez-Valeiras et al., 2018). Employees start procrastinating when managers are not around to create a sense of urgency.
Besides, there is a possibility to attribute managerial failure to employees in a controlled workplace system. Some factors contributing to administrative failures include managers who conceal negative information about their department to receive bonuses. Also, managers may overlook crucial workplace issues due to negligence and a lack of leadership skills (Lopez-Valeiras et al., 2018). However, these managers will attribute these issues to low-level employees. Such misreporting leads to low job satisfaction in the long run.
Are you interested in obtaining a unique version of this copy. Get in touch with us. Our team of experts is ready to help.
Also, a controlled workplace system is characterized by punitive supervision. Some managers focus on their subordinates, ignoring their successes (Hedges, 2014). Punitive supervision is a problem in organizations with vertical structures. Moreover, workplace controls may lead to micromanagement. Notably, this happens when a manager puts employees under constant surveillance, which can be very tiring. Not even rewards can influence employees to put up with micromanagement.
In conclusion, although workplace controls spur productivity, they are associated with adverse workplace outcomes. Environments with intense controls are associated with low satisfaction and reduced morale. Some of the causes of these undesirable outcomes include micromanagement, punitive supervision, and managerial failure.
References
Hedges, K. (2014). 8 Common Causes Of Workplace Demotivation. Forbes. https://www.forbes.com/sites/work-in-progress/2014/01/20/8-common-causes-of-workplace-demotivation/?sh=8928b0542c6d
Lopez-Valeiras, E., Gomez-Conde, J., & Lunkes, R. J. (2018). Employee reactions to the use of management control systems in hospitals: motivation vs. threat. Gaceta Sanitaria, 32(2), 129–134. https://doi.org/10.1016/j.gaceta.2016.12.003
ORDER A PLAGIARISM-FREE PAPER HERE
We’ll write everything from scratch
Question 
Debate and Defend or Refute: Workplace controls on employees have been stated to have less motivation and lower job satisfaction on employees.
Workplace Control
Explain why or why not.