Diagnostic Products Corporation free essay sample

Diagnostic Products Corporation Sha Wu 1) Evaluate the design and the implementation of the performance bonus program at DPC. What changes would you suggest, if any? This way is a direct way: solve the problem before a customer aware, and then the customer would be happy about that. 2) Instead of using a results-control system could DPC use action and/or personnel/cultural controls? If so, what would such a system look like? If not, why not? DPC could not use action control or personnel/cultural control instead of using a results-control system like the performance bonus system. Action control is more specific than result control. It focuses on the process of the whole thing while result control is focuses on the result. To use action control, it is difficult for managers to distinguish good or bad behaviors, because the processes and jobs are so varied. Action control also may limit employees’ creativity and positive attitude. We will write a custom essay sample on Diagnostic Products Corporation or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page If the company just focuses on the process, employee would think that if he/she does a good job, they would be safe and get their salaries plus some bonus. While, the creative ideas and positive attitude may not give employees a better result, because these two have more risk than do what they do as usual. Employees would choose a safety way to work, the creative ideas would disappear. Personnel control is an assistant control in this case. The reward system partly can be seen as the personnel control. DPC cannot just use personnel control to run the whole business and to control the situation, because the system is not just to control the people, the system is an entirety, so it needs a control that can be used to control the whole entirety, otherwise, it needs more kinds of control to supply each other. Maybe a combination of action control and personnel control can be made for work. The DPC management could assign the FSEs different jobs and make action reports or job reports to see how the employees work. At the same time, DPC can serve some training courses and rewards to encourage employees and make them happy and willing to work. In all, the result control must be needed in this case, and personnel/ cultural control can be an assistant provide help to the result control. If the company wants to use action control and personnel control, it can combine the action control or personnel control with the other two, but cannot use them by them own.