Control is one of the management functions, which is a thorough check and analysis of work progress. It is the observation of the processes of activity to prevent and eliminate deviations from them. The control implements the idea of feedback, the transfer of information from the output of the control object to the input of the control system. Therefore, control is a necessary condition for the functioning of the organization and the performance of other management functions.
The crisis associated with restrictive measures against the coronavirus did not hit executives in all sectors of the economy. In some of them, the earnings of top managers of companies increased during this time. Cutting CEO salaries at the height of the crisis had little effect. The rebound in the stock market led to an increase in earnings for top executives, as most of their compensation comes from equity. Salaries continued to rise in 2020 as some companies changed performance targets or modified pay structures in response to the Covid-19 pandemic and its attendant economic challenges.
The control function involves adapting to change and uncertainty, resolving problems and errors, and identifying opportunities. Thus, control is a set of tasks; only when they are performed together and combined intelligently can the desired outcome be achieved. Business changes will encourage competent general managers to innovate. It helps the organization find different ways to solve problems and develop strategies and stay in the right place in the competitive environment.
The primary goal of any company is to maximize profits, but it is people, not machines, machines, and tools, that earn that profit. That is why motivating personnel to achieve the company’s goals is one of the main tasks. Motivated employees show higher efficiency, cope faster with arising difficulties, and bring new ideas for the company’s development. A critical part of the motivation system is focused on a specific result. For any person, it is essential to understand what result he should achieve and in what time frame. The critical point in the motivation system is to listen to the team’s needs and choose the most valuable for the employees. It is impossible to build a competent company policy without knowing the needs of employees.
The expectancy theory is based on the fact that an operational need is not the only necessary condition for motivating a person to achieve a specific goal. A person must also hope that the behavior he or she chooses will lead to the satisfaction or acquisition of what he or she wants. Thus, expectations can be seen as a person’s assessment of the likelihood of a particular event. Amazon employees expend their resources to perform various jobs and invest a great deal of effort and time. They are interested in both tangible and intangible motivation. Employees expect that all their requests, claims, suggestions will be heard and considered. However, if they encounter the opposite situation, when they are fired, their wages are reduced, or they are ignored for expressing complaints, their trust in such a system is lost.
Their decision against unions is shaped by previous experience and justified because they understand what they want and how unlikely they will get it. The significance of the model lies in proving that in shaping motives, employees relate organizational goals and individual tasks to their own needs and evaluate the tools and likelihood of achieving those goals. That’s why it’s not enough to offer strong incentives to employees; it’s essential to tell them the tools and opportunities to achieve their goals.