Typically, contracts contain both “control” and “coordination” clauses. Control clauses tell you what you can and can’t do at work, while coordination clauses help you align expectations. In other words, coordination clauses let workers know what employers want, while control clauses tell them how to do it and, quite often, what not to do. […] The key, is to remember that greater specificity can be helpful in coordination clauses by making sure both sides are on the same page, but it can backfire in control clauses by dampening an employee’s feelings of autonomy. I would encourage managers and employers to distinguish the purpose of each clause in their contract and, depending on that, make an informed decision on how specific or general it should be.
Authors: Ian Chipman, Nir Halevy
Source: Stanford University
Subjects: Human Resources, Management, Organizational Behavior
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