Do Managers Have the Right to Seek Control over Their Employees?
Case Study 1
Question: Do managers have the right to seek control over their employees? Does anyone, for that matter, have their right to control others? Does control imply manipulation? And if so, is there anything wrong with managers manipulating employees through goal setting or other motivational
Manipulation is getting what you want by ignoring or harming the desires of others. Manipulators use charm, persuasion, coaxing, trickery, and misdirection. The underlying idea is "I have to fool people to make them give me what I want." We can catch ourselves falling into this behavior when you aren 't listening to other people, when you ignore what they want and when you pretend that your desires cost nobody else a price. There are also external signs. The presence of a manipulator brings tension, strain, complaints and conflict to a situation. Manipulation comes to an end when a person stop assuming that he or she desires are all-important. Then he or she can reconnect with others and begin to trust that their desires might be aligned with themselves. When there is no manipulation, people feel that what they want counts.
Seeking control over employees is a faulty way of managing the affairs. The correct way should be to control the outcome of the collective efforts of managers as well as the employees. The Management sets common corporate goals and it should ensure the accomplishment of these goals through proper delegation of duties to the employees. Now, instead of controlling them, the management should ensure that the outcome of the employees is controlled towards achievement of common corporate goals. This is usually achieved through proper employee motivation and good HR Policies. It would be improper to have "control" over employees. Certain amount of autonomy must be given to the employees. However, control may or may not imply manipulation. Achieving targets or setting goals through employee motivation is not manipulation. In fact, this is a good
Question: Do managers have the right to seek control over their employees? Does anyone, for that matter, have their right to control others? Does control imply manipulation? And if so, is there anything wrong with managers manipulating employees through goal setting or other motivational
Manipulation is getting what you want by ignoring or harming the desires of others. Manipulators use charm, persuasion, coaxing, trickery, and misdirection. The underlying idea is "I have to fool people to make them give me what I want." We can catch ourselves falling into this behavior when you aren 't listening to other people, when you ignore what they want and when you pretend that your desires cost nobody else a price. There are also external signs. The presence of a manipulator brings tension, strain, complaints and conflict to a situation. Manipulation comes to an end when a person stop assuming that he or she desires are all-important. Then he or she can reconnect with others and begin to trust that their desires might be aligned with themselves. When there is no manipulation, people feel that what they want counts.
Seeking control over employees is a faulty way of managing the affairs. The correct way should be to control the outcome of the collective efforts of managers as well as the employees. The Management sets common corporate goals and it should ensure the accomplishment of these goals through proper delegation of duties to the employees. Now, instead of controlling them, the management should ensure that the outcome of the employees is controlled towards achievement of common corporate goals. This is usually achieved through proper employee motivation and good HR Policies. It would be improper to have "control" over employees. Certain amount of autonomy must be given to the employees. However, control may or may not imply manipulation. Achieving targets or setting goals through employee motivation is not manipulation. In fact, this is a good