•Define the managerial controlling function, and discuss its relationship to the

Question

•Define the managerial controlling function, and discuss its relationship to the other managerial functions. Why do many people view controls negatively?

•Discuss each of the following primary steps in the control process: Setting standards Checking performance against standards Taking corrective action Employee assistance p

•Compare and contrast the EAPS programs. •Imagine you are a supervisor in one of these businesses,choose any. Give an example of how you might use the employee assistance program as you counsel an employee.

Explanation / Answer

Controlling is the end function of management. Controlling is nothing but observation of things or verifying the actions whether they are as per plans established, standards fixed and rules framed. Controlling ensures that there is an efficient and effective use of organizational resuources so as to achieve the predetermined objectives. Controlling is possible only when we have a plan which is the base for Controlling. Management functions of Planning and controlling are crucial. All other functions are like planning, organising, staffing and directing are verified with Controlling. For eg. In staffing functions, we recruit the right people on the right job at the right time, whether this was done or not is verified by controlling.

Many people view Controlling negatively as they are not interested in management control, they require management support to employees rather than controlling. These people do not accept the any change which is inevitable for the growth of organization. People against controlling as they want to be independent, fear of performance appraisal, negative thinking and all the more not interested to be supervised by others

Following are important steps in Controlling:

1. Setting of Control Standards: First step in Controlling is to design a plan and standards with which the actuals are to be compared,while setting standards, we should keep in mind the nature of organisation, resources of organization,capabilities of employees etc. This standard setting is the base for controlling as actuals are compared with these standards, so that efficient workers are rewarded and inefficient workers are punished with no incentives or bonus.These standards are to be set in terms of Quantity, value and also in qualitative terms

2. Checking performance against standards:The next stept is measuring employees performance on a certain scale with the help of job evaluation techniques. Each employee's work is measured in terms of standard set for them. If they meet their standard, they will be awarded and extra bonus will be given. Rating will be given for employees work and this will be compared with standards. Here, the employee work is compared with standards fixed and find deviaitons, if any. And these deviaitons are asssessed in such a manner as these deviations are major or minor, if these are major, corrective action will be initiated and suppose these are minor or negligible, will be exempted as per 'MBE" (ie. Management by exeption principle)

3. Corrective action: After comparing the actual performance with standard performance, we should take deviations, if any. These deviaitons are to be analysed as they happen because of organisational lapses or due to employee inefficiency, so that if these are due to organizational lapses, these lapses are to be corrected and suppose, these are due to employee inefficiency,proper counselling and training will be provided. And after taking corrective action, this will continuously to be monitored, whether desired results are happeninig or not.

EAPS : Employees Assistance programmes (EAPS): These are the programmes designed by corporate organisations to resolve the employees personal problems which generally effect the personal life of employee and organizationa as well. Employees are humans they may have different problems like family problems, health problems, stress problems, harrassment by superiors, violence in family, separation problems, relaionship issues.

These problems are resolved even to some extent, it is good for both employee and for organization. To solve these problems, a referal agent will be appoointed by the company, his contact number will be given to employees and at times of difficulty, they can contact their referral agent. This referal agent will counsel the employees and try to resolve their problems and if it require further referal to an expert counsellor and it will be referred by referal agent.

I, myself as a supervisor in Medwin will counsel my emplyees regarding their personal problems with the help of my organization.I attend personally to their problems and negotiate with other parties if require and resolve the problem. I suggested to my emplyees that any time they may contact to my cell number at times of difficulty and will be available to them. we provide assistance or cooperation to them in resoving their personal problems what ever the nature of the problem like personal, family, health, organizational, legal etc.

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