How Do Traditional and Commitment Based Controls Compare - Essay Example

The paper "How to Do Traditional and Commitment Based Controls Compare?" is a great example of an essay on management. One of the most important functions of management is controlling and while carrying out this function a manager tends to set aims and objectives, measures how well the employees have performed and takes corrective measures. There are different systems through which managers can carry out the function of controlling. One of these systems is the traditional control system in which the manager tends to control the performance of the employees based on budgeted targets (Dessler 214). Another control system is the commitment based control system in which managers motivate the employees to develop self-control within them. This means that in a commitment based control system, employees control their own performance standards in order to attain organizational aims and objectives.

Body
One of the major differences between the two control systems is the management style that managers using these systems apply. A manager who adopts the traditional control system uses a work-oriented approach to managing his/her workforce. While a manager adopting a commitment based control system uses a human-oriented approach to manage his/her workforce (Lewis 358). A manager who manages with the task-based management approach tends to focus more on the tasks that help in attaining organizations' aims and objectives. A manager who manages with a relationship-oriented approach tends to build strong relations with the employees and tries to increase the satisfaction experienced by employees from their jobs.
Another difference between these two control systems is the quality of work produced by employees working under these control methods. In the case of the traditional approach, employees are provided with sets of tasks that need to be completed to attain the targets (Wickramasinghe 397). This means that there is a lack of employee involvement in the decision-making process and as a consequence of this the quality of work the employees perform may be compromised. On the other hand, the manager who has adopted a commitment-based approach involves the employees in the decision making the process and due to this the commitment level of the employee's increases. The product quality under the commitment based control system is much better as compared to a traditional control system. Evers state that if employees are involved in decision making, their commitment to the organization they are working for will increase and this will lead to the development of new ways of performing tasks (Evers 27). These new methods of performing different tasks will help to increase not only the productivity of the employees; these methods will even increase the quality of the product.

Conclusion
The main difference between the traditional and the commitment based control system is the means through which the manager perform the controlling functions. Managers who have adopted traditional methods of controlling base their decisions on preset standards of performance and in case of a commission-based system the managers allow employees to control their performance on their own. In the case of traditional systems, managers use a work-oriented approach and there is low employee commitment towards organizational goals due to lack of involvement. In a commission-based system, employee involvement is a high and relationship-oriented approach is used by managers and this increases employee commitment which leads to higher productivity levels and quality.