What is cultural control also known as?

Cultural control, often referred to as self-control, emphasizes the importance of internalized values and norms that guide behavior within an organization. This concept highlights the idea that employees are motivated to act in alignment with the organization's culture without the need for extensive managerial oversight or direct regulation. By fostering a strong value system and an understanding of the company's mission, organizations can create an environment where individuals feel compelled to adhere to expected behaviors and standards.

The emphasis on self-control aligns with the broader concept of cultural control because it relies on employees' intrinsic motivation rather than external enforcement. When employees identify with the organization's culture, they are likely to take personal responsibility for their actions, contributing to a cohesive and performance-driven work environment. This is particularly important in multinational corporations where diverse cultural backgrounds can impact organizational behavior.

In contrast, process control typically refers to systematic methods of managing and overseeing specific activities or processes, while managerial control involves direct supervision and oversight of employees to ensure that organizational objectives are met. Financial control focuses on managing the financial resources and performance of the organization, which does not relate to the internal cultural aspects that define self-control.