Final answer:
Employees lack perceived control when they are held accountable for outcomes that are beyond their influence. This can lead to feelings of learned helplessness and alienation, impacting motivation and job satisfaction. Management should aim to provide a sense of control to maintain productivity.
Step-by-step explanation:
If an outcome is not within an employee's control, but they are still held accountable for it, they lack perceived control. This concept is closely related to the psychological term learned helplessness, which is a condition where individuals feel powerless to change their situation due to a history of repeated failures or lack of control. In a workplace context, this can lead to feelings of alienation and can be demotivating for employees, especially if the lack of control is coupled with few opportunities for advancement, unsupportive supervisors, or work overload.
In many jobs, employees are responsible for certain processes or outcomes. However, when conditions such as organizational decisions, economy, or other external element impact these outcomes without employees having a say or control over them, it can create a disconnect between effort and result. This is important to understand because it can greatly affect an employee's motivation and engagement. It is essential for management to communicate expectations clearly and also to ensure that employees feel a sense of control over their work to maintain productivity and job satisfaction. When outcomes are deemed uncontrollable, it can lead to issues such as decreased responsibility, as employees might adopt a mindset that external factors will determine the result regardless of their actions.