控制导向与承诺导向管理策略--加拿大Essay代写范文

加拿大留学生Essay代写范文:“控制导向与承诺导向管理策略”，这篇论文主要描述的是在企业管理当中，员工的对于工作的行为和态度，是受到承诺与控制这两种因素的影响，这也是麦克格雷戈所提出的交易型和变革型领导的区别，企业领导者通过直接控制管理的方式来推动企业项目的进行，或者是通过对员工及其自我管理来培养员工对于工作的责任感。

An employees behaviours and attitude can be influenced by two distinct ways - commitment and control oriented (Arthur, 1994). The differences between this two can refer to (McGregor’s, 1960) Theory X and Y, or (Blake and Mouton, 1964), transactional versus transformational leadership. Nurturing interpersonal relationships through indirect or self-control of employees and emphasis on maintenance of tasks through direct control are forms of management modes (Van Engen, 2001).

Control oriented is largely defined by delegating workload to individual employees so that they are held accountable for the tasks and respective managers take on a supervisory role instead of being a facilitator. (Walton, 1985). However in commitment oriented it is an opposite way of behaviour. Manager’s trust and value individual rather than controlling them.

Commitment oriented aims at establishing psychological bond between individual and organizational. (Arthur, 1994), “commitment oriented HRM practices not only encourage employees motivation and willingness to contribute but also help forge a stronger psychological connection between employees and organizations.”, Therefore, if an organization implements a highly committed HRM practices, the practices will be more ingrained and perceived by its employees.

My organisation is a SME manufacturing firm that specializes in the assembly of smartcard IC modules with only 50 employees started operation in 2003. Although with less than 10 year of experience. It has achieved a very positive working environment with turnover rate 1%, is lesser than industry standard of 3% [1] . The organisation adopts commitment oriented approach, which made a very enjoyable place to work with.

As an employee we are entitle for opportunities to implement any change in the organisation. A small incentive is given for any improvement made so long it achieve cost effective or quality improvement. Improvement can be procedure, business process or even it own job design. Our job scope is not routine, we are expected to be independently and creative. Such as our performance are not rate by our daily routine job, but the addition task or innovation we contribute. (Arthur, 1994) commented commitment system create more room to manoeuvre for employees in terms of participation in decision making, responsibility, personal development through training and high wages. For most of us this refers to job security as a result of for example higher financial rewards, better personal development and higher values our contribution. This gives us a feeling that we are irreplaceable. The organisation also places significant emphasis on employee development and all external training and upgrading courses are fully subsidized as long it adds value to an employee's contribution to the organisation.

Teamwork is very important in my organization. As a manufacturing firm, we have plenty new technology project. Although engineers are the expertise, we need front line employees to listen to what customers want. We also need finance personnel to forecast budget to ensure funds are sufficient and quality personnel to ensure compliance of standards. Therefore, my organization encourages the concept of teamwork. Although our team member has different capabilities, yet we collaborate to perform and accomplish same tasks. There are no leaders among us; all of us hold each other responsible for the team's goals and manage one another, which make our teams more cohesive and efficient.

The organization cannot afford to have fixed job definition for everyone due to the small size. Manpower resource is constrained therefore employees are required to be cross-trained and to perform multitasking. As a quality engineer, i may also be required to meet customers if sale personnel are tight. These allow me to be multitasked and diversify my skills and knowledge.

The organizational structure is more flat than it was previously due to the changing competitive environment. With only fewer levels of middle management, each manager has a much wider span of control. The decentralized organization allows decision-making and authority at lower levels of the organization. This enables us to efficiently respond to the changing competitive environment and be more flexible. As a fast moving manufacturing firm, I am require to provide the best solution to my customer. With the currents flat structure, I am afforded the work independence to respond to my customer immediately without going through the chain of command. This gives me greater responsibility and also opportunities to make decisions. The expectation for me is also greater. The sales target has been increasing and expectation of product quality is higher.

Our Management Meeting are open door, every employee is encouraged attend and participate during the meeting. (Jermier & Berkes, 1979) commented that employees who were allowed to participate in decision-making had higher levels of commitment to the organization. This is also a great opportunities for anyone to gain recognition from management. The minutes of meeting will release to everyone and placed on notice board, and new letter. Our Intranet will also publish the latest company new, and performance individual could also post anonymous suggestion or enquire in the site. The information is free flow in my organisation; everyone has the most updated news around. This greatly avoids any unnecessary rumour and gives staff assurance of their important in the organisation.

The management follow open door concept, any issue that unable resolve among our direct superiors we could seek straight to director alternative. Therefore the bonding with the employee and management are very strong. We work like a family, any issue we will raise it up and avoid any selective perception. Every week, we will have free lunch together with management. The lunch is not a political rather than relax, no discussion of work allow during the lunch. There are outdoor event every month such as teambuilding, gaming and sport with family.

During the credit crunch 2009, most industries are cutting cost by retrenching and salary adjustment. There is rumour spreading and employee morale was low around during the time. My organisation immediate gave speech to the employee and assurance no retrenchment will be made. Training made available for all employees to upgrade their skill during this crisis. Such as technology skill upgrade, problem solving. There are also salary deductions for the management only.

The organisation motivates us by giving variable bonus rewards annually. We were given company shares, and the number of shares is proportional to the company's profit and employee performance review. This bonus empowers employees with a sense of belonging and also builds loyalty. It also serves as a powerful motivational tool to induce greater performance and longer lasting pleasure

My HR works closely with the local union and the government body. The organisation always ensures that it complies with the latest regulations. Recently the organisation was awarded “People Developer Certification”. It is a certification for the business excellence niche standard for people. This clearly reflects the company heavily engaging people in the business of the organisation and challenging them to scale new heights for the organisation.

结论---Conclusion

Investments in employees shall have a positive financial consequence for the organisation, and may help broaden their narrow view of the world. From my analysis, employee perception is the foundation of employee motivation, leading to higher organisational commitment, and that employee perception forms the antecedent of organisational commitment.

Positive employee perception leads to improved employee motivation, which, in turn, leads to higher organisational commitment.

The overall conclusion is that employee participation results in employee trust in management and a good feeling of job security of the employee.

Commitment oriented HR systems are important for both employees and managers. I find that 'employee participation', 'information sharing', and 'support of the direct supervisor' reveal a larger effect on the outcome variables than 'payment system' and 'training and development'. These findings are especially interesting for an organization in an highly competitive market, since cost reduction is crucial and participation, information sharing and a coaching leadership style are relatively inexpensive in comparison to payment and training and development.

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