IntroductionIn this case analysis, the Affinity Plus company will be examined. Affinity Plus recently implemented a new monitoring system. The implication of this new control system has resulted in greater latitude for employees. The consequence of this new system was that the organization's resources and time were used beyond what was intended. To address this issue, MOE (Member, Organization and Employee) was introduced as a guideline of the chronological sequence that should be considered when reviewing a decision. So, when making a decision, one must first consider the member (customer), then the organization and finally the employee. In this case analysis, an assessment will be made of the new Affinity Plus strategy, its consequences (the trade-off, high turnover, employee engagement) and the relationship with indirect lending. The Affinity Plus Anchor Employee Latitude shows the amount of freedom regarding an employee's behavior while on the job. Affinity Plus has increased employee latitude to a new level with the relaxation of controls and the introduction of MOE. Action controls as well as outcome controls were less focused and ultimately more emphasis was placed on cultural and personal control. Adoption was made on the employee's assessment skills and empathy in making the right decisions during their work. There are several reasons why an organization like Affinity Plus would implement a relaxation of controls and MOE. According to Merchant and Van der Stede (2012), strengthening MCS will result in 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 that...... middle of paper ...... Arkland and its management team showed commitment to their new way of thinking , or in other words, the tone at the top. Third, if the O of the MOE conflicted with the M, management tried to find a workable solution. For example, unplugging Simon Boards would normally result in an increase in average wait time. However, the wait time was reduced to 30 seconds thanks to the introduction of a new telephone system, which made each of Affinity Plus' employees a potential member of the Member Relations team. In summary, MOE has been a great success so far. This brought the company closer to its mission and vision and gave its employees a lot of freedom. The MOE framework was successful because it was consistent with the preferable culture, had board support, and was implemented, executed and maintained appropriately by managers and executives. employees..