Capitol University

GRADUATE SCHOOL
Cagayan de Oro City

Date: May 25, 2015

Case 4: People Management - Autonomy vs. Control

Mary Grace G. Payla

MBM 1

The manager’s role is not to impose their “lens” on top of their team’s “lenses”
but to properly focus team members on to the target they must achieve. Allowing
the team members excel and do their best to achieve the organizations goal is
healthy because they are the ones who knows best their capabilities. Direct
control is good, but it is only best when all of the time the manager is around.
With control, the employees are limited as to what actions they are bound to do.
They cannot exceed from the organization’s boundaries to do their task
effectively.

In our organization, we are bounded to do our task in line with organizations

guidelines, but it doesn’t mean that they are limiting our actions to meet their
expected output.

Conclusion.

Empowering workers to make good business decisions based on their knowledge and
experience could cause chaos if strict business processes are not also in place. But if more
businesses would review and evaluate input from the “workers” on a regular basis, these
companies would receive some incredibly enlightening advice.Regimented processes
usually get in the way of this balance though, causing negative results.

Recommendation.

One best way to manage employee is to empower them. Employee empowerment could
also mean giving up some of the power traditionally held by the management, which
means managers must take new roles, knowledge and responsibilities. However, it does
not mean that management relinquishes all authority, totally delegates all decision-
making and allows operations to run without accountability. It requires a significant
investment of time to develop mutual interest, assess and add to individuals’ capabilities
and develop a clear agreements about roles, responsibilities, risk taking and boundaries.