SPAN OF CONTROL

 

SPAN OF CONTROL:-

The number of subordinates that a manager or supervisor can directly control.

 

The span of control depends upon various factors.

  1. Nature of organization
  • Tall organisational structure .
  • Flat organisational structure.

 

  1.  Nature of job.
  2. Skills and competencies of managers.
  3. Employees skills and abilities.
  4. The kind of interaction that takes or happens between superior and subordinates etc.

 

Types of span of control

  1. Narrow span of control :-

A single manager or supervisor oversees few subordinates. This give rise to tall organizational structure.

  1. Wide span of control :-

A single manager or supervisor oversees a large number of subordinates. This give rise to a Flat organizational structure.

Authority-Delegation of authority, Resposbility- Need of delegation of Responsibility, Centralization and decentralization

 

Authority

Authority is the legitimate right of position holder to give orders to other and get those order obeyed. This right regulates the behavior of subordinate to act or not to act in uncertain ways.

 Delegation of authority

It involves giving authority to various organisational position to get things done. It is one of important factors in process of organizing and it is essentials to the existence of formal organization.

 

Features of delegation of authority :-

  1. It is authorization to manager to act in certain manners.
  2. A manager delegates authority out of the authority vesting in him and cannot delegate authority which he doesn't possess.
  3. Authority once delegated can be enhanced, reduced or withdrawn depending on situation and requirements.
  4. Delegation of authority is always to the position created through the process of organising. The individual occupying a position may exercise the authority so long as he holds the position.
  5. It may be specific or general.

 

Resposbility

It is the obligation of position holder to carryout assigned activities to the best of his ability. Thus it is in the form of duty of position holder.

Responsibilities arises because of superior -subordinate relationship in which superior assigns activities to his subordinates as he is not in a position to carryout all activities assigned to him by his superior. In turn, a subordinate does the same thing, he assign some of activities to his subordinates. For getting things done by his subordinate, he needs authority which is delegated to him by his superior.

Responsibility flows UPWARD in the form of obligation of subordinates to his superior for performance of assigned duties.

Authority and responsibility :-

Principles of authority and responsibility suggests that authority of person  should match his responsibilities. Since authority is the right to carry out assignment and responsibility is obligations to accomplish these assignments. The responsibility for actions cannot be greater than that implied by the authority  delegated nor it should be less.

Need of delegation of Responsibility

  1. Detemination Of results expected.
  2. Authorization of action
  3. Developing appropriate control techniques.
  4. Effective management.
  5. Employees development.
  6. Motivation of employees.
  7. Facilitates organisational growth.
  8. Basis of management hierarchy.
  9. Better coordination.
  10. Reduce the work load of managers.
  11. Basis of superior -subordinate relationship.

 

Centralization and decentralization

Centralization :-

Concentration of authority at top level of organization.

 

Advantages :-

  1.  It provides Opportunity for personal leadership.
  2. It facilitate integration of efforts.
  3. Quick decisions are possible, hence emergencies can be handled very easily.
  4. It makes communication and control easier in the organization.
  5. It helps in reducing wastages of efforts by avoiding duplication.
  6. There is uniformity in action throughout the organization and thus coordination can be achieved easily.

 

Disadvantage :-

  1. It is suitable only for smaller organisation.
  2. Encessive certilization of authority becomes demotivating factors for organisational member.
  3. It tends to result in autocratic leadership style which is injuries in many cases.
  4. There is lack of development of Decision Making skill of organizational members as they are not involved in Decision Making process.

 

Decentralisation :-

Systematic delegation of authority in the organization.

 

Advantages =

  1. Reduction of workload of  higher management.
  2. Quick Decision Making.
  3. Better coordination.
  4. Developing initiative among subordinates.
  5. Developing managerial talent.
  6. Team work.
  7. Better control.

 

Disadvantages :-

  1. If not followed properly, it tends to create chaos in organization due to lack of control.
  2. It tends to increase costs by making most units autonomous for facilities.
  3. Good managers are needed unless these managers are available, decentralization cannot be effective.
  4. It requires high degree of self motivation and self control.

ORGANISING- Organising process , Types of organization- Formal organization AND Informal organization

 

ORGANISING

Concept-

Organising is the process of initiating plan implementation by clarifying jobs & working relationships among organizational members to achieve organizational objective.


Organising process has following steps:-

1.     Identification and division of work:-  It involves  identification of work considered to be necessary for implementing a plan thereby achieving desired objectives.  Since each work is quite broad in a large organization, it is divided into relevant activities. These activities may be further divided into sub-activities. Therefore Division of work enhances work efficiency.

2.     Departmentalisation:-It involves creating various departments, division and section by grouping similar activities together.

3.     Assigning duties:- It involves giving responsibility to various organizational position for performing the activities relevant to position. Based on this, job satisfaction for each position is prepared which shows the type of competence (education, experience, skills) which the position holder must posses along with this authority is delegated to each position.

4.     Creating Hierarchy :- Hierarchy is a system in which organizational members are ranked according to their relative status/authority . This creates superior- subordinate relationship among organizational members. Thus in an organization there is chain of superior-subordinate relationship in single chain of command because everyone is both superior and subordinate, except the person at the top and person at the bottom.

 

Types of organization

  1. Formal organization:-

Formal organization is consciously and deliberately designed systems of well defined jobs, each bearing a definite authority, responsibility and accountability.

• It is designed by top management to fulfill certain requirements necessary activities to achieve organizational objective.

•It is based on principle of division of workers and efficiency in operation.

•It concentrates more on this performance of jobs.

• The authority and responsibility assigned to each job by the job holder's.

•Based on the degree of authority and responsibility people and placed in hierarchy.

•Coordination among members their control are well specified through organizational processes, produces, rules etc.

  1. Informal organization:-

Informal organization or group is the pattern of social interaction of people at work which is not prescribed formally.

• It is natural outcome at the workout. It is not designed and planned.

• It is created on the basis of some similarity among it's members.

• Membership in an informal organization is voluntary.

• Behaviour of members of informal organization is coordinated and controlled by group norms and not by Norms of formal organization.

Forecasting - The techniques of forecasting

 

Forecasting


Forecasting is an important component of Business Management.

It is essentially a technique of anticipation and provides vital information relating to the future. It is the basis of all planning activities in an organisation. It involves collecting valuable information about past and present and estimating the future. Forecast is an estimate of what is expected to happen in some future period.

According to Fayol-the father of modern management— “Forecasting is the essence of management. The success of a business greatly depends upon the efficient forecasting and preparing for future events.”

The techniques of forecasting can be grouped under:-

1. Qualitative Techniques

2. Quantitative Techniques

3. Time Series Techniques of Forecasting

4. Causal Modeling

5. Technological Forecasting.

Some of the qualitative techniques of forecasting are:-

(i) Market Research Techniques (ii) Past Performance Technique (iii) Internal Forecast (iv) Deductive Method (v) Direct vs. Indirect Methods (vi) Jury of Executive Opinion (vii) Historical Analogy (viii) Delphi Technique (ix) Market Survey (x) Judgemental Forecasting (xi) Sales Force Composite Method (xii) User’s Expectation Method (xiii) Brain Storming.

Following are the important quantitative techniques used for the purpose of forecasting:-

(i) Business Barometers Method (ii) Trend Analysis Method (iii) Extrapolation Method (iv) Regression Analysis Method (v) Economic Input Output Model Method (vi) Econometric Model (vii) Expectation of Consumer (viii) Input and Output Analysis.

The factors to be considered for making the choice of techniques for forecasting are as follows:

(a) The purpose of forecast.

(b) The degree of accuracy desirable.

(c) The time period to be forecast.

(d) Cost and benefit of the forecast to the company.

(e) The time available for making the analysis.

(f) Component of the system for which forecast has to be made.

Basic forecasting techniques may be classified as:

(1) Qualitative and

(2) Quantitative.

1. Qualitative Techniques:

A qualitative forecasting technique relies on indivi­dual or group judgment. When quantitative data are not available, the use of ‘informed experts’ can be made. Sometimes the opinions of many “experts” are analysed to predict some future occurrences.

i. Panel of Executive Opinion:

It is also called as a jury-of-expert-opinion ap­proach. It consists of combining and averaging top man­agement’s views about the future event. In this approach, generally the executives from different areas such as sales, production, finance, purchasing are brought to­gether. Thus, a varied range of management viewpoints can be considered. Forecasts can be prepared quickly without elaborate data.

ii. Historical Analogy:

This method is most commonly used. It is based on the belief that future trends will develop in the same direction as past trends. It assumes that the future will remain as in the recent past. Hence, past trends are plotted on a graph or chart to show the curve.

Three forms of this method are in use:

(a) Taking the current years’ actual performance as base for future prediction;

(b) Increasing certain percentages with the last year’s actual performance to predict the future events; and

(c) Averaging the actual performance of the previous few years.

iii. Delphi Technique:

This is another judgmental technique. It polls a panel of experts and gathers their opinions on specific topics. The forecasting unit decides the experts whose opinions it wants to know. Each expert does not know who the others are. The experts make their forecasts and the coordinator summarizes their responses. Here, the ex­perts express their views independently without knowl­edge of the responses of other experts.

On the basis of anonymous votes, a pattern of response to future events can be determined. His technique is used to reduce the “crowd effect” or “group think” in which everyone agrees with “the experts” when all are in the same room.

iv. Market Survey:

Another type of qualitative forecast is the market survey. In this approach, the forecaster can poll, in person or by questionnaire, customers or clients about expected future behaviour. For example- people can be asked about their probable future purchases of cars. This method is effective if the right people are sampled in enough num­bers. It asks a set of “experts”—consumers or potential consumers—what they will do.

(v) Market Research Techniques:

Under this technique, polls and surveys may be conducted to find out the sale of a product. This may be done by sending questionnaires to the present and prospective consumers. In addition, this may also be interviewed personally, though questions and interviews, the manager can find out whether the consumers are likely to increase or reduce their consumption of- the product and if so, by what margin. This interviews etc., and hence this method is somewhat costly and time consuming.

(vi) Past Performance Technique:

In this technique the forecasts are made on the basis of past data. This method can be used if the past has been consistent and the manager expects that the future will resemble the recent past.

(vii) Internal Forecast:

Under this technique indirect data are used for developing forecasts. For Example—For developing sales forecasts, each area sales manager may be asked to develop a sales forecast for his area. The area sales manager who is in charge of many sub-areas may ask his salesmen to develop a forecast for each sub-area in which they are working. On the basis of these estimates the total sales forecast for the entire concern may be developed by the business concern.

(viii) Deductive Method:

In the deductive method, investigation is made into the causes of the present situation and the relative importance of the factors that will influence the future volume of this activity. The main feature of this method is that it is not guided by the end and it relies on the present situation for probing into the future. This method, when compared to others, is more dynamic in character.

(ix) Direct vs. Indirect Methods:

In the case of direct method, the different sub­ordinate units on departments prepare estimates and the company takes the aggregate of these departmental estimates. This method is also called bottom up method of forecasting.

On the other hand, in the case of indirect method of forecasting, first estimates are made for the entire trade or industry and then the share of the individual units of that industry is ascertained. This method is also called as “top down” method of forecasting.

(x) Jury of Executive Opinion:

In this method of forecasting, the management may bring together top executives of different functional areas of the enterprise such as production, finance, sales, purchasing, personnel, etc., supplies them with the necessary information relating to the product for which the forecast has to be made, gets their views and on this basis arrives at a figure.

(2) Quantitative Techniques:

Quantitative techniques are known as statistical techniques. They focus entirely on patterns and on historical data. In this technique the data of past performance of a product or product line are used and analysed to establish a trend or rate of change which may show an increasing or decreasing tendency.

Following are the important quantitative techniques used for the purpose of forecasting:

(i) Business Barometers Method:

This is also called Index Number Method. Just as Barometer is used to measure the atmospheric pressure similarly in business Index numbers are used to measure the state of economy between two or more periods. When used in conjunction with one another or combined with one or more index numbers, provide an indication of the direction in which the economy is heading.

For example—a rise in the amount of investment may bring an upswing in the economy. It may reflect higher employment and income opportunity after some period.

Thus, with the help of business activity index numbers, it becomes easy to forecast the future course of action projecting the expected change in related activities within a lag of some period. This lag period though difficult to predict precisely, gives some advance signals for likely change in future.

The forecasts should bear in mind that such barometers (index numbers) have their own limitations and precautions should be taken in their use. These barometers may be used only when general trend may reject the business of the forecasts. It has been advised that different index numbers should be prepared for different activities.

(ii) Trend Analysis Method:

This is also known as ‘Time Series Analysis’. This analysis involves trend, seasonal variations, cyclical variations and irregular or random variations. This technique is used when data are available for a long period of time and the trend is clearly visible and stable. It is based on the assumption that past trend will continue in future. This is considered valid for short term projection. In this different formulas are used to fit the trend.

(iii) Extrapolation Method:

Extrapolation method is based Time series, because it believes that the behaviour of the series in the past will continue in future also and on this basis future is predicted. This method slightly differs from trend analysis method. Under it, effects of various components of the time series are not separated, but are taken in their totality. It assumes that the effect of these factors is of a constant and stable pattern and would also continue to be so in future.

(iv) Regression Analysis Method:

In this method two or more inter-related series are used to disclose the relationship between the two variables. A number of variables affect a business phenomenon simultaneously in economic and business situation. This analysis helps in isolating the effects of various factors to a great extent.

For example- there is a positive relationship between sales expenditure and sales profit. It is possible here to estimate sales on the basis of expenditure on sales (independent variable) and also profits on the basis of projected sales, provided other things remain the same.

(v) Economic Input Output Model Method:

This is also known as “End Use Technique.” The technique is based on the hypothesis of various sectors of the economy industry which are inter-related. Such inter-relationship is known as co­efficient in mathematical terms. For example—Cement requirements of a country may be well predicted on the basis of its rate of usage by various sectors of economy, say industry, etc. and by adjusting this rate on the basis of how the various sectors behave in future.

As the data required for this purpose are easily available this technique is used in forecasting business units.

(vi) Econometric Model:

Econometric refers to the science of economic measurement. Mathematical models are used in economic model to express relationship among various economic events simultaneously. To arrive at a particular econometric model a number of equations are formed with the help of time series. These equations are not easy to formulate. However, the availability of computers has made the formulation of these equations relatively easy. Forecasts can be solved by solving this equation.

2. Time Series Techniques of Forecasting:

These techniques are based on the assumption that the “past is a good predictor of the future.” These prove useful when lot of historical data are available and when stable trends axe apparent. These techniques identify a pattern representing a combination of trend, seasonal, and cyclical factors based on historical data. These meth­ods try to identify the “best-fit” line by eliminating the effect of random fluctuations.

This category includes the following:

i. Trend Projection:

This method projects past data into the future. This can be done in a table or a graph. This method fits a trend line to a mathematical equation and then projects it into the future by means of this equation.

ii. Moving Average:

In this method, the average of a limited number of significant results is calculated and updated as new results become available by adding the latest result and dropping off the oldest.

iii. Exponential Smoothing:

This technique is similar to the moving average, except that it gives more weight to recent results and less to earlier ones. This is usually more accurate than moving average.

TECHNIQUES OF DECISION MAKING- Non-quantitative AND Quantitative

 

TECHNIQUES OF DECISION MAKING

 

There are various techniques of decision making which are grouped into two catagories-

·         Non-quantitative

·         Quantitative

Non-quantitative – it put emphasis on qualitative aspects in decision making. In application, these techniques are highly personal, widely known and considered by many as the natural way 

There are 4 non – quantitative decisions-

·         Intuition

·         Facts

·         Experience

·         Considered opinion

1.      Intuition- it is the power of mind by which it immediately perceives truth of the thing without any reasoning or analysis. Decision making based on intuition is characterized by the use of inner feelings or the gut feelings of the decision maker in making a decision. It is believed my many that the intuitive ability and is better also to anticipate the future in instances where reliable data are lacking. Managers who wish to improve their intuition may try-

·         Becoming more involved by fulfilling their minds with facts and experience in the areas where the future decision is made.

·         Practicing intuitive decision making and keeping a score and how well decision can be turned out.

·         Developing an awareness that can help in the decision making.

2.      Facts- facts are popularly regarded as an excellent basis on which decision can be made. when facts are used in decision making, the decision has its routes in the factual data which implies the premises on which the decision is based are sound, solid and intensely applicable to particular situation. With the increased capacity of data processing by computer more and more organization are using facts as the basis of decision making.

3.      Experience- a decision maker past experience improves his guidance for decision making. It helps to answer question involving what to do in a particular situation. Experience based decision have their value provided the employees is of right type and is used properly.

4.      Considered opinions- it involves considering opinions of knowledgeable persons in the field concerned. In this relevant data are collected and analyzed. The results are discussed in a group meeting opinions of various participants are sought and analyzed to arrive at a decision.

Quantitative techniques of decision making-

These are very useful in decision making involving major problem. In this, variables involved in a decision are quantified and relationships among these variables are analyzed to find out the impact of each variable. Various quantitative techniques of decision making have been developed over a period of time which have been integrated into a new discipline known as ‘operation research’. It is the application of specific quantitative tools and techniques for optimum solution to the problems. These techniques are very helpful in making decision under conditions of varying degree of uncertainty.

DECISION MAKING PROCESS

 DECISION MAKING PROCESS



Decision making is a process of having different steps. It is based on simon’s decision making process which is also known as rational decision making process.

1.      Specific objective- the need of decision making arises in order to achieve certain specific objective or goal. The starting point in any analysis of decision making involves the determination of whether a decision need to be made.

2.      Problem identification- it is the real beginning of the decision making process. A problem is the gap between actual state of affairs and desired state of affairs. problem should be identified clear and specifically so that it may be solved by taking appropriate action. In order to overcome this gap, decision is required.

3.      Search for alternatives- based on identification of problem. The decision maker seeks suitable alternatives to solve the problem. A problem can be solved in several ways, though all the ways may not be equally suitable therefore decision maker must try to find out various alternatives in order to get the most suitable alternatives.

4.      Evaluation of alternatives- after the various alternatives are identified, the next step is to evaluate these alternative so that the most desirable alternative is selected. After identifying the alternatives require serious consideration, the decision maker should go for evaluating how each alternatives may contributes towards achievement of the specific objective.

5.      Choice of alternative- the evaluation of various alternatives present a clear picture of how each alternative contribute to achievement of the specified objective based on this, the most acceptable alternatives is choosen. Though the attempt should be made to choose the most desirable alternative.

6.      Action- after the alternative is selected, it is put into action.

7.      Result- when the decision is put into action, it brings certain result. The result must be correspond the objective, the starting point of decision making process, to check whether effective decision has been made and implemented properly. If there is any deviation between objective and result, this should be analyzed and factors responsible for this deviation should be located and suitable action should be taken.







DECISION MAKING - TYPES OF DECISIONS- Programmed and non- programmed decisions , Strategic and tactical decision

 

DECISION MAKING


The word decision has been derived from the latin word ‘decidere’ which means a cutting away, or cutting off or in a particular sense.

Thus, decision involves a cut of alternatives between those that are desirable and those that are not desirable.

Decision making is a process to arrive at a decision, the process by which an individual/organization selects one position/action from several alternatives.


TYPES OF DECISIONS-

1.      Programmed and non- programmed decisions

Programmed decision-

·         It is of routine and of repetitive nature and is made within the framework of organization policies, procedures and rules. These policies, procedures and rules are established well in advance to solve recurring problems in the organization.

·         Example- the problem related to the promotion of the employees is solved by promoting those employees who meet promotion criteria. These criteria are established by promotion policies and managers have just to decide that which employee meet the criteria.

·         A programmed decision is comparatively easy to make as this relates to the problem which are solved by considering internal organizational factors.

·         These are made by personnel at lower levels where the environment affecting decision making is static and well structured.

Non – programmed decision-

·         It is relevant for solving unique/ unusual problems in which various alternative cannot be decided in advance.

·         Example- if an organization wants to take action for growth, it may have several alternative route like expansion of the same business or diversification in a new business. For further expansion, the managers have to evaluate the likely outcomes of each alternative to arrive at a decision, for which he have to consider various factors may lie outside the organization.

·         They are novel and non- recurring and therefore readymade solutions are not available.

·         These decisions are of high importance because of their long term consequences.

·         These are made by managers at higher level of the organization.

 

2.      Strategic and tactical decision-

 

Strategic decisions-

·         It is based on strategy which is a major plan in an organization.

·         It is a major one which affects the whole organization or its major parts.

·         It contributes directly to the achievement of organizational objectives.

·         A strategic decision has normally 3 elements-

a)      A course of action/plan known as action element

b)      A desired result/objective known as result element

c)      Commitment element.

 

·         A strategic decision is normally a non – programmed decision which is made under the conditions of partial ignorance.

·         These are to be made in context of environmental factors.

 

Tactical decisions-

·         Tactical/ operational decisions is of the nature of programmed decision and is derived from strategic decision.

·         It is related to day to day working of an organization.

·         It is made in the context of well set policies, procedures and rules.

·         These are mostly repetitive and are made very frequently.

·         The outcome of tactical decision is of short term nature and effect a narrow part of the organization.

·         The authority of making decision is delegated to lower level managers.

Employment Communication-Curriculum Vitae Resume & Biodata, Job Application Letter, Job Interview, Thank You Note

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