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Management Control Organizational Culture Assignment Sample

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Management Control Organizational Culture Assignment Sample


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Organization culture can be defined as the assortment of worth, anticipation as well as exercise which helps in guiding as well as informing the action of the entire group associates. The organizational culture is administered by means of attraction-assortment-attrition, fresh staff, and headship as well as corporal reward technique (Nneji, 2021). The study of organizational culture is significant due to the reason by generating an influential culture associated with the corporal aims which an individual can augment the workers’ efficiency and as a result, expands the entire work result. In addition to this studying this will also help in understanding that by making a vivid authoritative culture, worker commitment increments intensely (Irbo, 2021). One of the main purposes of conducting this essay is to shed light on the topic of organizational culture and its associated theories. Overall the main discussion will be revolving around the organization culture topic and its importance. Also, the main objective of conducting is essay is to answer the research question which is “To what extent can management control organizational culture”? Overall the purpose of the whole study is to answer the mentioned research question that will help in understanding in what way culture is managed and what all sorts of things are required to manage culture within an organization. The thesis statement related to this study mainly states that the executives straightforwardly impact the organizational culture by means of headship, interaction as well as authority. They also help in strengthening a business culture by facilitating their actions to follow the worth as well as principles of the company.

Main Body

Culture in an organization is influenced by leadership. A b culture that maintains employee satisfaction, pulls in new talent, and develops an excellent work environment may be encouraged by management. Managers, on the other hand, might change the culture. Good corporate culture doesn't just happen. It's built both large and small across the firm by using proper management control (Lebrón, 2013). The hiring procedure should go beyond essential employment criteria. To fit in quickly, new hires should share their company's beliefs. The company's mission must be much more than a one-liner on the "About" page. According to the Harvard Business Review advises that management control should be the company's driving force, influencing critical decisions to help in modifying the organizational control of the company for the upcoming times. Another question also comes up whether companies and managers offer leaders and employers just enough resources to be effective? Management control and employees require the appropriate tools to carry up their everyday tasks and add to the strategic and long objectives which finally impact the organizational culture. The assets could be labeled equipment, a particular kind of workstation, or instruction in fundamentals (Jayantilal, 2021). The next question which comes is whether the management control empowers employees and managers for the better of the organisation's control? The answer is that the managers and staff need the necessary tools to do their jobs and achieve a corporate goal which is directed by proper management control to get better the organization's control. New technology, a specific workspace, or skills training may be resources that are used by the management control which positively impacts the organization's control (Nurwati, 2013)

Job satisfaction is essential. They won't be able to preserve the company's culture if they don't know their role or feel unappreciated. Managers must check for disengagement and resolve it before it harms the team. Team morale can be negatively impacted by inadequate leadership and organizational culture adoption. Issues might occur when managers are unable to connect with their staff. Workers that lack guidance cause projects to be postponed. To adhere to the initial plan, hard deadlines are set, but this action causes severe burnout. An employee might take a lot longer than usual to contact a boss whether she has a problem that needs leadership input. Throughout this moment, a minor issue might rapidly snowball into an avalanche. Whenever a manager has a propensity to be insensitive to criticism or terrible news, the team becomes cautious around him (Aktaú, 2011). Leaders, communication, and delegation influence business culture. They can strengthen the company's culture by adhering to its values and vision. To develop a team culture, managers must set a positive example. Clear communication encourages staff input, sharing, and collaboration. When communication channels are available, managers can better express cultural values.

Culture should shape the manager's leadership style. If an organization values work-life balance and teamwork, supervisors should reflect that. The team needs an inspirational leader. Managers should work acceptable hours in this atmosphere and engage with other groups to demonstrate these ideas. Delegation reinforces culture. The supervisors give team members big-picture duties. They comprehend this duty's place in the company's plan. Their work is vision-driven. It's crucial. Effective delegation frees up managers to promote company values and builds team trust (Ackroyd, 1990).

Poor organizational communication and execution can hurt team morale. Unable-to-communicate managers produce problems. Without direction, projects stall. To stick to the initial plan, stressful deadlines are set, causing burnout. If an employee needs leadership, she may wait longer than usual to tell a boss. During this period, a tiny issue snowballs. The team walks on eggshells around a manager who reacts adversely to criticism or bad news. When a manager's role violates business ideals, employees lose sight of the big picture. Their productivity drops, they have trouble communicating, and they hunt for alternative jobs. Even if employees share the company's values, the absence of reinforcement lowers their importance. You don't want to create a toxic or unproductive workplace. Proper communication is the key to positively influencing company culture. Managers must boost team morale. If employees aren't comfortable talking to leadership, culture-building opportunities are missed. Upper management says one thing, while the direct manager says another, diluting the company's ideals. Top-notch communication skills are one of the best tools a manager may have to keep staff motivated (King, 2019).

Effective communication isn't innate. Managers need training on employee communication, best practices, and listening tactics. Invest in training and tools for the management to create a communication-friendly environment. You may require one-on-one coaching, classroom workshops, online courses, or conference travel. Positive business culture outweighs the costs. The most crucial planning for positively influencing workplace culture is clear communication. To strengthen the comfort level of their staff, managers must take the initiative. Many chances to reinforce culture are lost if workers don't feel comfortable approaching the leadership. Due to conflicting signals from upper management and the direct manager of the workers, the company's ideals are missed. One of the most critical skills management can develop excellent communication skills because this uncertainty makes it challenging for employees to stay motivated.

Employees should feel satisfied with the job. They didn't notice it is simple to uphold the company culture if they do not even know where they fit in or think their thoughts aren't valued. Managers must keep a close eye on evidence of disengagement and take aggressive action to resolve the issue before it hurts the team. Managers have direct control over company culture through their actions as leaders, communicators, and delegators. They may improve business culture by ensuring that their words and actions support the organization's values and vision. To inspire the group to adopt the culture, managers must lead by example. Regular feedback, sharing, and teamwork among the workforce are encouraged via open communication (L., 1983).

The organizational culture values under direct management had a robust positive path coefficient. This implies that management oversight has an impact on corporate culture. If the path coefficient is positive, there is a direct link involving management controls in addition to organizational culture. Risk assessment as well as management control with indicators of control environments The Southeast Sulawesi province's corporate culture for cooperatives will be strengthened via communication and information, management procedures, and sufficient monitoring. The findings of this study provide credence to Birnberg et al. (1999) claim that control greatly influences the company's culture, values, and conventions. They have substantial influence over cultures and are mediated to boost performance, according to Chelariu et al. (2008). The issue of cultural views established the link between managerial control and management system culture, which, if implemented at the business level, will make it more transparent how controllers might influence culture development. According to organizational goals, the controllers of the organization can implement, grow, and modify. Efferin and many others (2010) To ensure that subordinated conduct is compatible with the organization's aims and objectives, it is said that management of the control system is focused on developing a solid and positive organizational behavior. The organizations and values set within the company and its culture serve as informal mechanisms for controlling conduct.

The goal of management control is to ensure that the duties and responsibilities of supervision and the objects or activities are carried out by set (Sitorus et al., 2007). Managerial control is a process of convincing people inside an organization to act in a way that will effectively and efficiently advance the objectives. Strategic planning is a process used to determine business goals and how to get there. Strategy and planning could also be seen as a company's response to the environment since it is impossible to separate strategic planning from the background. The main segment is a tool for checking or analysing the management firm's efforts to influence the attainment of greater efficacy and efficiency. Also, it can be seen that the corporal culture s pertinent to the administration literature. Nevertheless, experimental proofs to assist a connection among organizational culture along with administrative control are light. Management control and organizational culture s usually identified as important roles in a company. The failure in management control might give generation to massive monetary loss, brand image as well as occasionally organizational culture failure. As a result, it is an extensively acknowledged fact that proper administrative control frameworks are always important for having a good corporal culture. This point can also be explained by using agency theory. The core of the organization hypothesis of Jensen and Meckling (1976) is that a key isn't competent to control the way of behaving of the specialist, usually identified as the administrator or representative. This agency theory depends on the presumptions that the key and specialist ought to have a different challenge trait there is an irreconcilable circumstance between the main and specialist and there is data imbalance. The specialist has more data than the head. This can lead to a misalignment of interests among the man and specialists (Kradolfer, 2017).

Management control is usually recognized as the technique to decrease threats by persuading the act of the workers to augment the prospective which workers carry as organizational culture. Associations utilize a mix of components, comprising individual management, standard working methods, position portrayals, execution estimation, and award frameworks to command the way of behaving of workers. Taken together, these systems comprise the authoritative thorough administration control framework (Owoyemi, 2014).

With an intention to properly administer the organization's culture the managers ought to be competent enough to create an administrative framework that is capable of controlling it in the long run. Devoid of appropriate comprehension of the various degrees of cultures present inside the company it might prove challenging to effectively execute the management control system within the culture. Although numerous administrators don't deny the significance of authoritative culture in representative fulfilment, far very little neglect to understand the immediate effect they have in moulding it (Urrabazo, 2006).

As per the concept of management control, it can be said that it needs proper design, coordination as well as persuasion to keep the organizational culture proper within the company. For the most part, they addressed the objective side of the endeavor 'worried about laying out schedules and methodology for regulating the work.

The various ways through which management controls the organizational culture are listed in detail below:

  • It helps in creating the official means of administered work like maintaining decorum in the office and going by the rules and regulations
  • It also assists in superior comprehension of the trait of the connection between the culture and the workers
  • Proper management control also assists in explaining the essence of corporal modification which includes not simply modifying advancement and employee aptitude but the overall functioning of the company.
  • In addition to the above-mentioned points management control also helps in deciding power instructions as well as position models, empowering evasion of contentions over power, bad feelings, and forceful activities, how to accomplish an influential place, and how and when you can scrutinize people with significant influence, their choices, and recommendations.

Corporal culture is taught by individuals from the association in the integration technique. In this technique, the Management Role assumed a fundamental part that, by their way of behaving and responses to others' ways of behaving, advances or kills explicit exercises inside the association. . Besides, corporal culture assists in comprehending the particulars of normal issues, giving association members normal standards and values. Information on hierarchical culture likewise further develops correspondence and summons comparative degrees of interest as a general rule and homogenous response to changes. Along these lines, representatives' way of behaving is normalized, which diminishes the requirement for board control. Hierarchical culture is portrayed by a serious level of surmising and most frequently follows three potential change situations, development (slow, normal change), transformation, and an "endless loop" (change happening precipitously, devoid of the executive's control).


So, overall it can be said that management control plays a very important role in shaping the culture of an organization. The first segment of the study has discussed the general definition of the organization following the definition of management control. By giving the definition of both concepts it was quite easy to frame the entire research question. Or it can also be said that both organizational culture and management control depend on each other. The study has helped in understanding that with proper management control the employees start to take their work seriously that directly impacts the working culture of the company. In addition to this, it can also be concluded from the study that proper organizational culture also helps in providing job satisfaction to the employees where management plays a very role by pointing out what to exactly in order to get job satisfaction.

The study has also helped in comprehending the fact that proper management control also helps in proper flow of communication within the organization that directly impacts the culture of an organization where employees understand what to do in order to get the best result for them as well as for the company. The study has also made use of agency theory in order to make it understandable how management control helps in creating a superior organizational culture. The study has also revealed that with the help of proper management control organizational culture risks can be decreased to a great extent.


Ackroyd, S.&.P.C., 1990. ‘Can culture be managed? Working with “raw” material: The case of the English slaughtermen. Personnel Review, 19(5), pp.3-13.

Aktaú, E., 2011. The Effect Of Organizational Culture On Organizational Efficiency: The Moderating Role Of Organizational Environment and CEO Values. 7th International Strategic Management Conference.

Irbo, M.M., 2021. A Review Organizational Culture and its Impacts on Employee Job Performance. Madawalabu University.

Jayantilal, S., 2021. CONTROL AND ORGANIZATIONAL CULTURE: GOAL ALIGNMENT. Academy of Strategic Management Journal, 20(3).

King, D.a.L.S., 2019. Chapter 7: Organizational culture. In King. D and Lawley..

Kradolfer, K., 2017. The impact of Organizational Culture on Management Control Systems. Amsterdam Business School.

L., S., 1983. Concepts of culture and organizational analysis. Administrative Science.

Lebrón, A., 2013. What is Culture? Merit Reserach Journal, 1(6), pp.126-32.

Nneji, N.E., 2021. Organizational Culture and Organizational Performance: A Review of Literature. Babcock University.

Nurwati, N., 2013. Effect of Management Control to Organizational Culture, Compensation, Work Behavior and Employees Performance. (Studies in the Village Unit Cooperatives (KUD) in Southeast Sulawesi). Journal of Business and Management.

Owoyemi, O., 2014. Organisational Culture: A Tool for Management for Management Control, Motivate and Performance Enhancement. American Journal of Business and Management, 3(3).

Urrabazo, C.K.-, 2006. Management's role in shaping organizational culture. J Nurs Manag, 14(3), pp.188-94.

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