论文怎么写：员工”缺乏可控性”问题分析
所选择的“缺乏可控性”问题，广泛地表明员工的所有活动、他们的行为、他们对组织的贡献方式、他们对组织的集体态度、以及他们的决策能力和潜力都缺乏显著的控制。这种缺乏控制的管理往往导致偏离预期的目标，不成比例的结果，糟糕的绩效，过度上升的独立性，以及由于组织文化的侵蚀，在所有员工的组织宗旨方面的扭曲。
论文怎么写 ：员工”缺乏可控性”问题分析
Otley(1999)提出，在缺乏控制的情况下，往往会发现与发展相关的领域被忽视，从而导致所确定的目标与实际取得的成果不一致。此外，信息通道的结构、组织结构和信息系统的处理，在最需要的时候缺乏实质控制时，可以对最终结果产生重大影响，从而将实施导向正确的轨道。
论文怎么写 ：员工”缺乏可控性”问题分析
The chosen problem of ‘lack of controllability’ broadly indicates that all activities of employees, their conduct, their method of contributing to the organisation, their collective approach towards the organisation, and their decision making ability and potential, lacks significant control. This lack of control often by the management results in deviation from the desired objectives, disproportionate results, poor performance, excessive rise of independence, and distortion among all employees in terms of their organisational purpose resulting from erosion in organisational culture.
论文怎么写 ：员工”缺乏可控性”问题分析
Otley (1999) proposes that there are always neglected areas identified concerning development when there is lack of control, and this leads to misalignment of the identified objectives and the actual results attained. In addition, the structure of passage of information, the organisational structure, and the information systems handling can have significant impact on the end result, when there is lack of substantial control when most needed , so as to direct the implementation to the right track.
