Function of management "control"
Control the function of management is the opposite pole on the function of the whole establishment, and a logical extension of the Manager's actions: when the goal is, make sure if it is even possible to achieve. And though the control of the understanding of the target analysis is necessary, but control and power is primarily negative emotions.
For many people control basically means restriction, coercion, lack of autonomy, all that is associated in our minds with the restriction of individual rights. As a result, the control refers to those management functions, the essence of which, as a rule, misunderstood.
To determine the nature of control necessary to respond
the following questions:
1) what is controlled (like this: employee
as a person? his method of work? The results of his work?);
2) who controls and how control?
3) what are the consequences of control?
Let us consider possible answers to these questions.
The object of control. The emotional strain that carries the word "control" is largely a consequence of the fact that control is not the results, but mostly personality. If the produced results do not match expectations, this is often the reason for checking not only the work, but also questioned the personality. Therefore, the object of control may not be the identity. The head, which the audit pointed out that the results are not the ones that should be, and at the same time found that is a consequence of the low qualification of the staff, unlikely to find sympathy from this employee. Even if we exclude the person from the control, will still be two possibilities when testing: to control only the result of labor or even the way to achieving the goal. From the point of view of psychology of management should only monitor the results. Sometimes there is a need to control and the way of achieving the goal (methods truth). This is particularly true in those cases where the ratio of unskilled work may lead to losses for the company and for the employee himself.
The effectiveness of monitoring also depends on the regulatory authorities and the applicable control technique. Question about controlling institution is primarily a question of who controls "your" or "alien", the chief supervises subordinates or subordinate control themselves. Therefore, the question boils down to self-control or control extraneous (control chief).
Self-control and stimulates the employee's sense of self-responsibility for the quality and results of labor. It requires much less costs than the external control system. Self-control may be exercised by the employee within the required time, it requires little time and provides an insight into the overall production process, and to see their place in it.
Control of extraneous and head should be the primary mind-control, that is, to eliminate any risk associated with self-control, for example, when there are constant defects in products or shortcomings in the results of work that the employee does not notice. This type of control is also used when the employee evaluates the results of their work, guided by the low, compared to other employees standards.
Regarding health monitoring, the question arises, should the employee be aware of the following control. For example, the cashier needs to know at a certain time they would review the cash books and cash. The problem is that it is very difficult to give a definite answer without considering the specific characteristics of each situation and guided only by ethical standards, without any connection with reality. For illustration, take an example. Checking the stores of the retail organization, one of the inspectors in my area always said the best results than others. To the question, what is the reason, he replied that it was the result of his monitoring system is that the managers of the stores know when to expect the inspector. At this point they clean out the stores, and the inspector only notes the positive moments. This situation can be interpreted in different ways. In addition, when deciding on a technique of control, you need to think about which control to carry out: spot or flood. Here also it is impossible to give any General recommendations, except that complete (total) control should be carried out only where it is absolutely necessary.
One of the most common types of control can be called neutral, in terms of the emotional phrase "analysis of goal achievement". Depending on the results of this monitoring may be different consequences and measures.
Consider the two possible consequences of such control. Case Monitoring confirmed that the goal is achieved. In addition, a spot check revealed that the path to success was correct.
If the goal was achieved by conventional means and methods, that the employee receives recognition in the form of a positive reverse connection. If the goal was achieved through custom or through the special efforts of the employee, along with the usual feedback (recognition of high qualification of the worker, its important role in achieving success, etc.) should be applied means extra motivation methods
elected by the employee.
The Case Would Be. The control showed that the goal was not achieved. The search begins reasons. In principle
to be three possibilities:
a) objective reasons are not given opportunities to achieve goals;
b) the goal is not achieved through reasons caused by the actions
of the head;
C) the goal is not achieved in connection with improper actions of the employee (elected wrong way).
If the search for causes has shown that a crucial role in achieving the goal played by objective reasons which cannot be eliminated, it is necessary to review the objectives and again
to start process management.
In the case where the goal is not achieved through the actions of the head, he needs to admit their mistakes. Not
to pass on to employees.
If it is determined that there were no objective reasons for the failure of the goals and actions of the head was correct, the responsibility of the employee. Causes of wrong chosen path of achieving the goal can be: the low qualification of workers, the unwillingness to work and even his evil intentions against the company. Depending on the identified causes and determine the necessary actions: re-induction for dismissal. Here should work the same praise to the presence of more people, and criticize in private.
Criticism should be limited to work (results, methods) and not affect the identity of the officer.
Control in the conditions of market economy is one of the most important functions of management. In the firms of Western countries are the States of the controllers within firms and specialized audit firms. Intra-company inspectors check the whole enterprise by implementing a strategic and routine monitoring of inventory development, final products, distribution, production lines, etc.
The controller participates in planning at the enterprises, carrying, of course, responsibility for the planning approaches in the sectors. It provides the necessary planning data (information and management), and its responsibility extends to data in the integer data for sectoral planning, the processing of which is carried out in the framework of a unified planning and to validate individual findings and link them to the objectives facing the company. In the process current activities the controller constantly analyzes all aspects of the enterprise from the perspective of their compliance with the strategic and tactical goals and provides the leadership the necessary information for decision-making.