Edward's Theory Of Managerial Control – Term Paper Example
Richard Edward’s Theory of Managerial Control Richard Edward’s Theory of Managerial Control Control,in the context of business management, is said to be a process of stipulating the employment of labor power. The legitimacy of a management can well be defined in accordance with its ability to imply managerial principles by making reference to the changing circumstances. Edward described this management role in various circumstances to maximize the level of work and productivity, and classified them into three forms of control. They are Simple, Technical and Bureaucratic controls.
Simple Control: It is a direct approach in which orders are followed at the pain of sanction. It is informing the subordinates about the decision taken that they have to follow. This type of control is applicable in a situation with low level technology and low-waged or unskilled workforce. This is usually seen in regular supervisory roles. However, this kind of control would be counter productive when the situation changes to a sophisticated technology base with skilled workforce. A low value added secondary sector firm of low technology would definitely require this type control only. Hence the early stages of industrial productions were using this kind of managerial role (Fevre, 2003).
Technical Control: it refers to a machine based accounting system for the labor process. Technological innovations are introduced for pacesetting and workers are forced to adjust to the mechanical and technological tempo or production. The focus of control here is neither a person nor a position in a hierarchical relationship; rather it is centered in the requirements of technique of production. This type of managerial role is more relevant in a sophisticated technology firm with more skilled labor force.
Bureaucratic Control: it is the form of control that is described in a hierarchical relation of workplace. A person is hired to a position that has certain obligations, rules and criteria for a successful accomplishment of the role. It has incentives and rewards that are meant to promote consent, satisfaction and commitment which can in turn increase individual work effort. This is prevalent in elite sections of primary labor market where career advancement is made through external labor market rather than internal labor market.
Fevre, R. (2003). The new sociology of economic behavior. CA: SAGE Publications Ltd.
Jaffee, D. (1998). Levels of socio-economic development theory. CT: Greenwood Publishing Group.