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The control strategy is used where every employee has a definite job role and responsibilities.

Here work of every employee is controlled and is assigned a particular work. These strategies

are predominantly implemented in organizations with line manufacturing. But the flip side is

that often commitment is not guaranteed in this strategy. Commitment strategy mostly

enhances flexibility and often yields to better productivity. Even core manufacturing industries

are also adopting control strategy nowadays to get the most of their employees and better work

culture.

Throughout the course of our class discussion on importance and use of technology in

workplace, I could easily relate it to my previous organization. In my last organization I was

fortunate enough to be a part of a significant technological transformation during my tenure.

Analyzing the use of technology at my workplace, it can be easily concluded that technology

are used to minimize the repetitive task i.e, the the monotonous works and thus enhancing the

overall productivity and efficiency. The technology was also used for telecommunicating,

hence easily virtual teams could be formed which in turn saved a lot of time and money.

Through my learnings in previous sessions about organization’s design prespective, I could

easily map how by use of technology in oraganization’s design effectiveness and efficiency

could be enhanced. The major transformation in my organization was introduction of Online

LMS( Learning management System). Through this LMS, we could easily track our progress

in the course which was beneficial for our personal growth and was also helping the corporate

management to enhance their human capital. Even the introduction of “People Connect” – an

SAP based people management app redefined the People management experience in our

organization. It was a two way gain for my organization – as we as employee could now ourself

manage our leaves, salary, benefits, rewards, KPI and what not! Thus it was beneficial for us
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as it saved a lot of our time, thereby increasing our productivity (using that time in core

competency area), and also the people management work became lucid and transparent for the

management.

But I completely agree that we sometimes need a human touch for the jobs we do. Automating

everything around us will certainly lead to employee fatigue due to lack of human interaction.

As an organization we our objective should not be solely achieving numbers and mechanizing

everything. We should think people as people!

Through the case of “YOLA,” I understood how operating from two different locations could

be challenging due to differences in time, culture thereby affecting efficiency. But the flip side

of operating like also provides an opportunity to customize our operation, reduce our cost by

choosing from cheap labour and also can take facilitate tapping the developing country market.

Also through this case, we understood the importance of successor planning. How a lack of

successor planning leads to challenges a single leader cant be present in all the locations in a

single time.

Thus we should use technology according to our own discretion, to what extent technology

should be used. It should be used strategically to enhance employee coordination and

efficiency.
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