The paper “ Saudi Arabia - Implications of Neo-Normative Control of Workplace Management, Upskilling, and Emotional Labor with Respect to Labor Process Theory” is a great version of assignment on human resources. From the five stages, the most appropriate position in which Saudi Arabia can be linked with is the dynastic and rising middle class. It is dynastic because top leadership of the country is ‘ inherited’ in that a group of ninety selected members of the society traced to a specific lineage has the right to choose the next King. This means that ninety people have a right to choose the leader for the entire population and hence the reason for being dynastic.
Moreover, the name King is associated with dynasties and monarchies thus increasing the reason why Saudi Arabia can be termed as dynastic. The rising middle class is evident because most positions in the workplace are shifting from the parents or original owners of businesses to their children. Even though it is a generational change, the evidence of the number of middle-aged people working in these positions is evidence enough of the rising class.
Moreover, middle-class people are found to be the ones purchasing modern materials e. g. cars, houses, and boats meaning that their financial positions may be improving. Generally, it may be assumed that the stages in which Saudi Arabia is in, is raising the middle class and dynasty. Question 2Implications of Neo-normative control for the dynamics of workplace managementNeo-normative control involves the creation and sustenance of corporate identity by drawing from externally derived values and identities to which employees are expected to subscribe. In this view, neo-normative control resembles normative control, which put emphasis on imparting strong, common, and organization focused rules and values amongst employees to create a distinct, shared sense of identity and belonging.
The difference is that this corporate identity draws upon and harnesses employees’ values that are predominantly formed extra-organizationally. Neo-normative control thus sees the manager playing a mediating or channeling role in which already present values are liberated or unleashed. This is because of various reasons. First, it is because of the tenacity of prior socialized values. Even under normative control, it was not easy to proscribe societal identities in any complete manner.
Secondly, it is no longer legitimate to bar the expression of the whole person from the workplace given the importance of liberation and its emphasis on personal freedom and diversity. Finally, it is because of the corporate recognition that outside or non-work norms and their free and emotional expression can be a source of utility in relation to motivation, task execution and totalizing commitments to quality and doing a good job and thus so-called flexibility. Neo-normative control entails an exhortation to be yourself or what you are outside of work.
Neo normative control entails management practice, which encourages diversity, dissent, idiosyncrasy, and expression of authentic feeling in the work environment. The neo normative control enlists private dimensions of employee selves selectively often under the rubric of individualism and free self-expression as a way extracting behavior amenable to organizational objectives. Individuality is encouraged to express employees’ fun side of their personalities. Thus, neo normative control is associated with non-working life and is concerned with social identities. It enhances the enjoyment of the job through the freedom of identity and emotional expression surrounding the work performance rather through it.
Thus, neo normative control is a hybrid of controls.