IntroductionIn this case analysis we will examine the Affinity Plus company. Affinity Plus has recently implemented a new control system. The implication of this new control system resulted in greater freedom of action on the part of employees. The consequence of this new system was that the organization's resources and time were used to a greater extent than expected. To address this issue, MOE (Member, Organization and Employee) was introduced as a timeline guideline to take into account when making a decision. So when making a decision you have to consider the member (customer) first, then the organization and then the employee. In this case the analysis will be carried out an evaluation of the new Affinity Plus strategy, its consequences (the compromise, the high turnover, employee commitment) and the relationship with indirect loans. Anchoring Affinity Plus Employee freedom sees the amount of freedom regarding an employee's actions during their work. Affinity Plus has increased employee freedom to a new level with the easing of controls and the introduction of MOE. Action as well as outcome controls were less focused and ultimately more emphasis was placed on culture and people controls. The adoption was made based on the employee's evaluation skills and empathy regarding making the right decisions during their work. There are several reasons why an organization like Affinity Plus would implement easing of controls and MOE. According to Merchant and Van der Stede (2012), increasing the rigidity of MCS will lead to a greater likelihood that employees will act in the best interests of the company. Employees were forced to act and make decisions under strict controls while...... middle of paper ...... arkland and its management team showed commitment to their new way of thinking, or in other words top tone. Third, if the O of the MOE conflicts with the M, management will try to find an applicable solution. For example, unplugging the Simon Boards would normally result in an increase in the average wait time. However, the wait time dropped to 30 seconds after the introduction of a new phone system, which made every Affinity Plus employee a potential part of the member relations team. In summary, MOE has been a great success so far. It brought the company closer to its mission and vision and gave a lot of freedom to its employees. The MOE framework was successful because it was aligned with the preferable culture, had the support of the Board of Directors, and was implemented, executed and maintained correctly by managers and employees.