Control based management assumes that people are not able to uphold self-discipline while commitment based management assumes that people can be self-disciplined in their work.
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Under control based management people are always monitored while doing their work to ensure they are consistent in their actions.
On the other hand, under commitment based management employees are trusted and allowed to work independently.
In control based management model, people tend to lack self direction and work best under supervision while under commitment based management model, people work best without guidelines and are self-directed.
Control based management model, people are not responsible for their actions while under commitment based management model people take responsibility of their actions.
Money is considered to be the major motivating factor for people to work under control based management while it is not the major reason in commitment based management. It is just considered as one of the factors alongside other factors.
The climate of mistrust created under control based management disengages people from their work and kills their morale. Commitment based management model creates a trust environment for its employees. This boosts their morale and thus they remain engaged to their work.
Control based management model leads to a high level of employee turnover and increases absenteeism cases among the employees. On the other hand, commitment based management model reduces the levels of employee turnover and cuts down on cases of absenteeism.
Employees tend to be frustrated, discouraged and helpless under the control based management model while under the commitment based model they are energized, encouraged and motivated to work more leading to increased productivity.
Under commitment management model there is 100% utilization of human capacity unlike in control based management where the utilization of human capacity ranges from 50% to 70%.
The image of the organizations that are put under commitment based management systems tend to improve daily as their employees tend to own the organizations and do all within their ability to make the organizations better.
Organizations under control based management systems tend to have a bad reputation as employees are not motivated to work for the best of their organizations (Naresh, Alok, and Suzanne & Abate 2006).
Assumptions underlying commitment based philosophy
This model assumes that people are so committed in their work. This leads to the assumption that the best results are achieved under commitment based management model.
The model also assumes that when people are left to work independently they tend to work better and thus improving their productivity. People are assumed to be self disciplined under commitment based model thus monitoring them is not considered necessary.
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Commitment based management model assumes that money is not the major factor that drives people to work. Money is considered as one of the factors why people work alongside other factors but it is not considered the major motivating factor.
It assumes that all the human resources available are fully utilized.Employees are assumed not to be idle during working hours under this model. They are assumed to take pride in the organizations they work for.
This is assumed to motivate them to do all they can within their ability to see that the organization succeeds. Employees are assumed to trust and accept each other hence boosting their team work and enhancing productivity.
Cornerstones of implementation
Cornerstones of implementation of the commitment based management model refer to the major factors that must be available for a successful implementation of the model. The factors are as discussed here. An organization requires employees who are secure and can cope with a rapidly changing environment.
Since the working environment tend to undergo sudden and rapid changes the employees required to implement this model should have the ability to easily adapt to different working conditions.
Team work among employees is another important cornerstone for successful implementation of commitment based management model. To enhance team work among the employees they are expected to accept, tolerate and be friendly to each other.
Employees having faith in their manager is another cornerstone that must not be overlooked during implementation if successful results are expected. Employees need to believe in their managers and work towards achieving the goals of the organization.
Employees should not concentrate on petty mistakes committed by their managers but should instead spend more time working on achieving the aims of the organization.
For a successful implementation of this management model, employees are expected to be self driven and control themselves.
Key challenges to implementation of commitment based management model.
The major challenges are; lack of people who are committed in their work and the fact that most people today work majorly for money. This has reduced the level of commitment of people to their work. This is a major challenge in the implementation of the commitment based management model.
Lack of self disciplined people in society is another challenge. Most people in society today tend to work best under controlled environment and with guidelines. People are expected to be self driven and work without being monitored.
Such people are hard to come by in society today thus it is a major challenge to successful implementation of this model. Personal motivation is very important when it comes to provision of quality services on the part of employees.
Self-motivated employees always ensure they give their best and thus improving the overall productivity of an organization (Detmer 2001).
Lack of honest people in society is another challenge to successful implementation of this model. People tend to misuse the trust they are given. The model expects that employees are honest in their dealings but this is not the case with most of them as they indulge in actions that compromise the trust put in them.
Finding employees who will want the best for their organization is also a major challenge. Most people today will work for their own good and not for the good of the society hence it becomes difficult to implement this model.
Positive and negative outcomes of commitment based management philosophy
Some of the positive outcomes of using the model are discussed here. As a result of working under this model, people tend to be creative and responsible. This is as a result of being left to work independently and without instructions.
People tend to be more motivated as a result of working under this model as they are not monitored or limited in anyway. It reduces the levels of employee turnover. The major negative outcomes are discussed here.
Employees tend to misuse the trust they are given. A lot of money is also spent to ensure successful implementation of the model. This makes the model expensive and less cost effective when it comes to implementation (Leape 2004).
Detmer, Don “A New Health System and Its Quality Agenda,” Frontiers of Health Sen’ices Management, lS/I (2001): 3-52.Print.
Leape, Lucian “Making Health Care Safe: Are We Up to It?” Journal of Pediatric Surgery, Vol.39.3 (2004):238-258.Print.
Naresh Khatri, Alok Baveja, Suzanne A. Boren & Abate Mammo. Medical Errors and Quality of Care: From Control to Commitment. Berkeley: University of California. 2006. Print