Directing is an important management function that involves influencing and guiding subordinates in their jobs. It is a continuing process that takes place at all levels of management and flows from top to bottom. Some key principles of directing include getting maximum individual contribution from subordinates, ensuring unity of direction, using an appropriate leadership style, and using motivation techniques. Delegation is an important means of directing, and effective delegation involves defining tasks, selecting individuals, assessing abilities, and providing feedback. Supervision is also important for directing and overseeing the work of subordinates to ensure goals are effectively and efficiently achieved.
Directing is an important management function that involves influencing and guiding subordinates in their jobs. It is a continuing process that takes place at all levels of management and flows from top to bottom. Some key principles of directing include getting maximum individual contribution from subordinates, ensuring unity of direction, using an appropriate leadership style, and using motivation techniques. Delegation is an important means of directing, and effective delegation involves defining tasks, selecting individuals, assessing abilities, and providing feedback. Supervision is also important for directing and overseeing the work of subordinates to ensure goals are effectively and efficiently achieved.
Directing is an important management function that involves influencing and guiding subordinates in their jobs. It is a continuing process that takes place at all levels of management and flows from top to bottom. Some key principles of directing include getting maximum individual contribution from subordinates, ensuring unity of direction, using an appropriate leadership style, and using motivation techniques. Delegation is an important means of directing, and effective delegation involves defining tasks, selecting individuals, assessing abilities, and providing feedback. Supervision is also important for directing and overseeing the work of subordinates to ensure goals are effectively and efficiently achieved.
Directing is an important management function that involves influencing and guiding subordinates in their jobs. It is a continuing process that takes place at all levels of management and flows from top to bottom. Some key principles of directing include getting maximum individual contribution from subordinates, ensuring unity of direction, using an appropriate leadership style, and using motivation techniques. Delegation is an important means of directing, and effective delegation involves defining tasks, selecting individuals, assessing abilities, and providing feedback. Supervision is also important for directing and overseeing the work of subordinates to ensure goals are effectively and efficiently achieved.
Download as PPTX, PDF, TXT or read online from Scribd
Download as pptx, pdf, or txt
You are on page 1/ 20
TOPIC 5 DIRECTING
NATURE AND SCOPE
In addition to planning, organizing and staffing, every manager must also direct his subordinates. It is an important management function next to organizing. Directing is the managerial function that consists of those activities which are concerned directly with influencing, guiding or supervising the subordinates in their jobs. If subordinates are not properly directed, nothing could be accomplished. CHARACTERISTICS
• Directing Initiates Action
• Continuing Function • Directing takes place at every level • Directing flows From Top to Bottom • Performance Oriented • Human Element PRINCIPLES 1. Maximum Individual Contribution To attain the organization’s goal, the manager should get the maximum contribution from his subordinates. Managers can not achieve the organization’s target on their own - they need to get the support of subordinates.
2. Unity of Direction Another important principle of direction is that the order should be received by the subordinates from only one superior in other words, there should not be dual subordination. Dual subordination brings disorder, confusion, chaos and undermines the authority and leads to instability 3. Appropriate Leadership style Leadership is a process of influence exercised on group members by the leader in the work environment. There is no one particular universally acceptable leadership style. No single style is suitable for all situations. The style varies with the situation, therefore manager should exhibit an appropriate leadership style i.e. the style that is suitable to a given situation. 4. Use of Motivation Technique Develop selective motivation techniques such as money, pay, status, promotion etc. Productivity and quality of the products can be increased through motivation. Motivation ensures higher job satisfaction 5. Use of Informal Organization The manager should make use of informal groups so that the formal groups can be strengthened. 6. Direct Supervision Direct and personal contact with their subordinates and direct supervision make the subordinates happy and boost their morale. Also ensures quick feedback on necessary information. 7. Follow up Directing is a never-ending process. It involves continuous supervision, advice, counselling and assisting the subordinates in the performance of their job. It required continuous feedback which is essential to make necessary modifications in the activities of the management DELEGATION AS MEANS OF DIRECTING
Delegating: Authority Skills, Tasks and Effective Delegation
Delegation is an important management skill. These rules and techniques will provide you with valuable insights into effective delegation methods. They will also help you when your manager is delegating a new task or responsibility to you 9 STEPS OF SUCCESSFUL DELEGATION
1. Define the task
Confirm in your mind that the task is suitable to be delegated. 2. Select the individual or team What are your reasons for delegating to this person or team? What are they going to get out of it? 3. Assess ability and training needs Is the other person or team of people capable of doing the task? Do they understand what needs to be done? If not, you can't delegate. 4. Explain the reasons You must explain why the job or responsibility is being appointed to someone. What are its importance and relevance? Where does it fit in the overall scheme of things? 5. State-required results What must be achieved? Clarify understanding by getting feedback from the other person. 6. Consider the resources required Discuss and agree on what is required to get the job done. Consider people, location, premises, equipment, money, materials, and other related activities and services. 7. Agree on deadlines When must the job be finished? Or if it is an ongoing duty, when are the review dates? When are the reports due? 8. Support and communicate Think about who else on the team needs to know what's going on, and inform them. Do not leave the person to inform other managers of their new responsibility. 9. Feedback on results It is essential to let the person know how they are doing, and whether they have achieved their aims. SUPERVISION SUPERVISION
Supervision is a Quasi – managerial function. Involves directing and overseeing the
job of subordinates. Performed with a view to ensure that subordinates work effectively and efficiently to attain organizational goals. The person who is entrusted with the job of supervision is commonly known as a supervisor. He is in charge of a small primary work group and a front-line representative of management. He has direct contact with non-managerial employees i.e workers. FUNCTIONS OF A SUPERVISOR 1. Creating a proper climate 2. Defining the tasks 3. Providing the needed amenities 4. Capable of instructing and directing his group members 5. Activating the communication channel 6. Evaluating performance REQUIREMENTS OF EFFECTIVE SUPERVISION Supervisor should be given complete control over his work unit. He should be given adequate authority, responsibility and status. He should be supplied with full information and knowledge on all matters affecting the working of his work unit. Provided with adequate assistance to share his workload who also should work directly under his control He should have promotional opportunities for higher managerial posts. The supervisor QUALITIES/RESPONSIBILITIES OF SUPERVISOR • Knowledge of Technical Competence • Managerial Skill • Leadership Qualities • Initiative Ability • Sense of Responsibility ROLE OF SUPERVISOR
• Scientific Management Roles
• Human Relations Roles • Functional Roles FUNDAMENTAL OF EFFECTIVE SUPERVISION The foundations of effective supervision practice: Managing performance and challenging practice Managing performance where there are concerns about practice can be one of the most challenging aspects of supervision. • A performance management framework • written agreements • opportunities to observe practice and record quality of performance • a good knowledge of the individual worker • time and energy to supervise • managerial and human resources advice • emotional support. CHALLENGING AND EVALUATING PRACTICE IN SUPERVISION • will feel comfortable discussing with supervisees their feelings and emotional responses to the work • will be able to clearly describe their supervisees' strengths and weaknesses • will feel comfortable addressing performance concerns • will avoid discussing feelings and emotional responses to the work • will feel comfortable discussing with supervisees their feelings and emotional response to the work
