Control is an indispensable portion of direction. However it is frequently confused with other similar footings like integrating, power, use etc. There is besides range for confounding direction and control as tantamount i.e. direction is inclusive of Control and hence it non being considered as a separate entity of survey. ( Child, 2005 ) The English definition of control is “ theA actA orA powerA ofA commanding ; A ordinance ; A dominationA or command ” ( ) . The definition of Control can be tweaked to accommodate an organisational construction as “ Control is the ordinance of organisational activities so that some targeted component of public presentation remains within acceptable bounds ” ( hypertext transfer protocol: // ) . The chief intent of control is to increase efficiency and attainment of ends, whilst doing certain the resources consumed are minimum. There are many different methods of exerting control ; they can be loosely classified as conventional methods and the newer attacks. In this essay we will look at the newer attacks to command and besides whether these attacks would be suited plenty in Indian organisations.


The conventional methods of control are still in pattern in a bulk of organisations across the universe, particularly in public services and the big organisations. Few such attacks are Personal supervising, centralisation, bureaucratism and electronic surveillance. The basic ground behind exerting such methods of control is standardisation. The top degree direction expects things to be predictable and to be within a set of regulations and behaviors. It is an inflexible and formal control mechanism and is to a great extent reliant on Hierarchical authorization.

On the other manus, the newer approaches to command are designed to be flexible and more informal. Many new age organisations led by budding concern leaders are progressively inclined towards following these control mechanisms. Output Control, Decentralization, Cultural control and HRM control are few such attacks. These mechanisms work on the rules of furthering invention and are more market driven. John Child ( 2005 ) suggests that these newer doctrines besides indulge in the value of human capital and besides in pull offing the employees through supervising how they achieve ends instead than puting down stringent regulations and other direct supervising methods.

It is non possible to reason whether one attack is better than the other or frailty versa. Both conventional every bit good as newer attacks have their ain advantages and it is the pick of the organisations to take the attacks to command which is relevant to them.

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In today ‘s progressively enterprising concern environment, many organisations are choosing for the newer attacks to command. There has been a inclination to switch towards a more broad, decentralized and market goaded organisation, traveling off from the traditional stiff organisational construction. This is chiefly due to the invariably altering demands of clients and unpredictable, frequent alterations in concern ordinances. Focus is easy switching more into acquiring the occupation done instead than puting a figure of regulations for acquiring the occupation done. Few advantages of deconcentrating organisations can be listed as follows – Speedier and efficient determination devising, employee authorization, self-actualization for persons, lessening in load of work etc. ( Chris Joseph ) .

In India, where bulk of organisations are state-owned and hence are wholly hierarchal. However the newer organisations led by the younger coevals of concern leaders are choosing for level organisations. A taking retail mercantile establishment, Big Bazaar, is a prime illustration of an organisation which has adopted flexible methods of control and is an vastly successful house ( Biyani, 2006 ) . Other newer organisations like and have besides following more relaxed attacks to command.

The different attacks to command are as follows.


This method of control is among the most dependable and besides the most crystalline. This scheme depends on being able to place undertakings or occupations which has a mensurable end product. It may non needfully be the terminal merchandise but can besides be other benchmarks such as figure of gross revenues in a twenty-four hours for salesman, marks set by an organisation in a fiscal twelvemonth or fiscal one-fourth, etc. The chief advantage of this method is that the employees are free from unneeded comprehensive control and gives them freewill to make occupations on their ain conformity. The chief focal point is on bettering public presentation, which is influential for the long-time good of any organisation. It besides cuts down on the unneeded costs involved in personal supervising and other methods of bureaucratic control. Output control is therefore decidedly among the better attacks of control particularly among the newer organisations.

However it besides has a few complications in its execution. The freedom given to the employees may hold a negative consequence, as non all of them may hold with such alterations brought in to the system. Another proficient trouble related to this method would be make up one’s minding on appropriate steps of end product. For case, it is non possible to mensurate the end product of a receptionist in a hotel as one can non find the figure of invitees in a twenty-four hours. Hence, end product control can non be exercised in such instances.


Decentralization is the disintegration of powers and distributing duty across to the lower degree directors, instead than the complete control exercised by the top-level direction. This relieves the top bed of direction from a heavy burden of load and besides gives the freedom and increased determination doing powers to the lower degree employees. This in bend increases the occupation satisfaction and boosts the morale of employees, as they get a sense of engagement and engagement in the overall operation of the organisation. Decision devising is much faster and so is communicating within the house, owing to the fewer degrees of organisation. Another advantage of decentralization can be increased managerial accomplishments for the subsidiary directors, as they frequently are involved in doing opinions, which would non hold been the instance in centralised organisations ( Bakshi ) .

Looking into the negative facets, Decentralization can take to increased administrative costs and disbursals. With more people involved in the determination devising procedure, it increases the opportunities of struggles and making a consensus may non ever be executable. Hence Coordination among the equals becomes a major issue.


Organizational civilization can be defined as “ A system of shared significance held by members that distinguishes organisations from other organisations “ ( Stephen P.Robbins, Timothy A.Judge, Seema Sanghi, 2009 ) . It gives the organisations an single individuality and makes it stand out of the crowd. It involves control of employees by agencies of conforming to internal criterions and ordinances set by the house instead than external restraints ( Child, 2005 ) . Cultural Control brings a sense of uniformity and consistence into the house. It is an intangible plus to the organisations. Few organisations which have strong corporate civilizations are Wal-Mart, Southwest Airlines, Hewlett Packard, Google etc. ( El-Nadi ) .These civilizations are frequently associated with high sociableness and an gratifying work environment. There is an increased trust among the employees which can hold a direct impact on the productiveness of the organisation. A strong cultural control in a house can be a significant competitory advantage over its rivals.

However, on the downside, Organizational civilization is non something which can be inculcated in any house as a sudden alteration. It is an evolutionary procedure. There is ever range for newer employees happening it hard to set to the demands of the corporate civilization. These negatives can easy be looked upon sing that there have been more cases of Cultural control holding a positive impact and non negative. The increased flexibleness and liberty, along with a unequivocal directed attack among the employees, makes this signifier of control among the best methods to travel off from the conventional organisation.


Human Resources Management Control is another of the newer approaches progressively being adopted by a turning figure of organisations. All HRM patterns within a house are manipulated as such that they can be a signifier of control. Right from the enlisting procedures to the existent workplace patterns, the control methods are setup in topographic point in conformity to the demands of the single organisations. It is inexplicit that the success or failure of an organisation is closely linked to how the employees are managed and therefore human resource direction is an built-in map in any house. The recruitment procedure of new persons is ever carried out with purposes to better the organisations. Besides the employees and directors are given assessments for good public presentations at regular intervals ( Child, 2005 ) . These assessments are means to increase motive among employees and therefore make a much better work environment.

HRM Control schemes are non merely an effectual manner to command the person ‘s public presentation and behavior but besides an effectual scheme in skill and development of employees in a house. It is another extremely effectual attack to command, which is being adapted by most of the organisations in the current environment.


India is traditionally an vastly hierarchal society. This is to a great extent reflected in the direction manners and the organisational construction of a bulk of Indian organisations. ( Indian Management Style ) In add-on to this, most of the Indian houses are state-owned ; hence the bureaucratic environment becomes inexplicit. The common nature of direction in Indian houses is explicitly following the orders or instructions of the top degree direction, even if the direction seems wrong.

Harmonizing to Hofstede ‘s cultural dimensions theory, the cultural differences between states can be identified based on the undermentioned five dimensions – Power/Distance ( PD ) , Individualism ( IDV ) , Masculinity ( MAS ) , Uncertainty/Avoidance Index ( UAI ) and Long Term Orientation ( LTO ( Hofstede, 2009 ) ) . The undermentioned graphs show the difference in these dimensions in India when compared to universe norm.

As evident from the above graphs, the Power/ Distance index of India is 77 which is unusually high when compared to the universe norm of 56. This indicates high inequality in power distribution in the society, which is reflected in the organisations as good. The other indices are besides declarative of the huge differences in the organisational construction and civilization in India as compared to other states in the universe.

It is hence rather justifiable to presume that presenting the newer approaches into houses in India may non hold an wholly positive consequence. The huge cultural differences and the built-in bureaucratic construction in the Indian system are immense resistances to conveying out such alterations in the organisations. However, with rapid evolutionary alterations in the concern environment of the universe, it is going imperative for Indian houses to accommodate consequently and convey in more invention into their concerns. Bringing on these alterations is non possible in the current scenario due to the arcane direction methods of the present Indian houses ( Radjou, 2008 ) . This stifles the creativeness and does non let even the most advanced of employees to work on their ain agreement. Therefore to guarantee that Indian houses do non fall behind the planetary criterions of fight, the newer attacks of control, must be introduced to convey in the needed flexibleness and freedom. Even though there possibly resistances to alter and employees may happen it difficult to accommodate in the initial phases, it will be extremely good in the longer tally.

Another of import line of consideration would be that India is the youngest state in the universe. It has the biggest proportion of population under the age of 26, which implies the banging on the job age population nowadays in India. This younger coevals, which forms a big portion of the existent work force in India, require more flexibleness and freedom in their workplaces. They may non be able to set with the traditional control mechanisms and hierarchically structured organisations. So it is rather possible that they may non work excessively long in such organisations and would prefer altering to a much more flexible house. The younger coevals would decidedly prefer an organisation with a flatter construction and a non- bureaucratic construction. They would wish to work in an environment which gives them an increased determination doing power and besides the freedom to work on their ain agreement instead than being bound by regulations and ordinances. Hence the newer approaches to command will be of important relevancy here. Measures like end product control, Cultural control, decentralization etc. which gives them plenty participative power and flexibleness, should be introduced into the houses. Such steps can travel a long manner in increasing the planetary fight of Indian organisations and besides in to the full using the possible and capablenesss of the employees.

Few Indian organisations have already understood the huge benefits of such newer control methods. Taking the illustration of Nokia India- It promotes the thought of ‘Community Based Innovation ‘ . It implies that the employees themselves are involved in the thought forming and commercialisation of even wholly new merchandise lines. This gives the employees a sense of satisfaction and accomplishment. It is to be noted that Nokia India has among the lowest abrasion rates among all Indian organisations ( Radjou, 2008 ) . This can be attributed to the extremely flexible nature of the organisation. It is apparent from this illustration that more and more Indian companies should make away with the traditional control methods and hierarchal constructions, and get down following the newer attacks to command.


Control is an highly of import facet of direction and is an built-in portion of any organisation. The impression of treatment is the methods of control, i.e. how is control exercised in all organisations. There has been a inclination in the recent yesteryear to travel off from the traditional, hierarchal and bureaucratic methods of control as these tend to stamp down freedom and creativeness of the persons and has shown a negative consequence on the development of an organisation. Newer and more flexible attacks to command such as decentralization, Output Control, HRM Control and Cultural Control to call a few are all deriving in voice now. However, wholly eschewing off from hierarchal authorization is non the manner frontward, as for any organisation some sum of control is needed from the higher direction to guarantee the smooth operation of the house. Hence an organisation must incorporate a right mix of control methods maintaining in head the benefits for the house every bit good as the employees

Integrating the newer attacks of control into Indian organisations is a much tougher proposition as compared to other states. This is owing to the traditional values of the Indian Society which is to a great extent reflected in the Indian organisations as good. But due to the immense working age population of India and increasing demands to construct planetary endeavors, it is going more and more of import for Indian houses to accommodate these newer control methods. There is a demand for addition in invention and fight among the organisations which is non easy to accomplish with a traditional hierarchal authorization. Hence in the hereafter, there will be a jet in the proportion of Indian organisations abstaining from traditional methods of control and traveling towards more flexible methods.


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