Organizational Controls

The Lincoln bon ton follows a decentralized flak to management. The decentralized snuggle is when employees participate in setting goals, determining standards of performance, presidential term quality, and designing control systems. The decision do is not confined to lift executives but throughout the organization. The lowest level managers and employees are empowered to demonst account decisions. The employees seduce added responsibility and they are involved in decision making which results in increased line of credit satisfaction.The responsibility and the authority that goes with it make the job to a greater extent interesting and provide greater incentive for people to assemble out their best efforts. The employees of Lincoln Electric company tasks are hardly defined, and individual employees must exceed strict performance goals to achieve pennant pay. The Lincoln employees organization civilization is based on trust, divided up control, and an egalitarian spirit. The Lincoln Company has an informal door policy. The corporation has bollocks up functional teams and they are empowered to make decisions, take responsibility for crop planning, developing, and marketing.The confederacy openly shares information with the workers throughout the organization intimately the confederations operations and finances. The Lincoln system was so successful in the United States mainly beca give of a diverse control approach. Within this company the organizational culture is based on openness, trust, and shared control. As argue to the hierarchical approach which involves monitoring and influencing employee behavior through extensive use of rules, policies, and written documentation, and the employees communicate with their immediate superior and with their immediate subordinates.The Lincoln Company use of this system gained trust with the workers. The employees can purchase stock, and they owned more than 60% of the stock. The incentive and control s ystem was powerful with incentives that the company offered to employees. This include a no lay off policy, the employees are eligible for one-year bonuses, the production workers are paid on a piece rate basis, plus merit pay based on performance. The company had an open door policy and the workers can openly disagree with the manager about pay and different issues.The problem with transporting Lincolns control systems to other national cultures because managers in some other countries have more pettifoggery running an open book company because of prevailing attitudes and standards encourage confidentiality and regular(a) secrecy concerning financial results. The executives when deciding to expand to different countries may have just concentrated on technology, products, marketing, and control systems, but failed to recognize that the culture of countries may have widely different beliefs, values, and practices.These differences can create filter and anxiety for employees, and these negative emotions affect emerging performance. Cultural differences should be evaluated during the encyclopaedism process, and Organization Development can be used to smooth the consolidation of this company to another country. Another helpful tool to make future international manufacturing plants more successful that is being used more often is total quality management. It is a way to implement the decentralized approach to another county. Total quality management uses quality circles and benchmarking as slipway to introduce this approach to employees.The organization development will help the company with a culture change which is a major shift in the norms, values, attitudes, and mind set of an organization. It focuses on the human and social aspects of the organization and kit and caboodle to change attitudes and relationships among employees and helps strengthen the organizations capacity for adaption and renewal. Lincoln Company should not borrow money and pay bon uses to the United States Workers. I think of employees would rather have a job, than the company going bankrupt.