Management (22509) Past Paper PDF

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Name Roll No. 20_______ HEAD Exam Seat No.____________________________ SEMISTER V AND VI | DIPLOMA IN ENGINEERING AND TECHNOLOGY Secretary, Maharashtra State Board of TechnicalEducation 49, Kherwadi, Bandra (East), Mumbai - 400 051 A LEARNING MANUAL Maharashtra(INDIA) Tel: (022)26471255 (5 -lines) Fax: 022 - 26473980 Web -www.msbte.org.in MANAGEMENT REGIONAL OFFICES: MUMBAI PUNE (22509) Deputy Secretary (T), Mumbai Sub- Deputy Secretary (T), region, M.S. Board of Technical Education, 2n°Floor,Govt.PolytechnicBuilding, Regional Office, 49, Kherwadi, Bandra (East) 412-E, BahiratPatilChowk, Mumbai - 400 051 Shivaji Nagar, Pune Phone: 022-26473253/ 54 Phone: 020-25656994 / 25660319 Fax: 022-26478795 Fax: 020-25656994 Email: rbtemumbai @ msbte.com Email: rbtepn @ msbte.com NAGPUR Deputy Secretary (T), Deputy Secretary (T), M.S. Board of Technical Education M.S. Board of Technical Education, Regional Office, Regional Office, Mangalwari Bazar, Sadar, Nagpur - 440 001 Osmanpura, Aurangabad -431 001. Phone: 0712-2564836 / 2562223 Phone: 0240-2334025 / 2331273 Fax: 0712-2560350 Fax: 0240-2349669 Email: rbteng @ msbte.com Email: rbteau @ msbte.com (Autonomous) (ISO 9001 : 2015) (ISO / IEC 27001 : 2013)  A Learning Manual for Management (22509) Maharashtra State Board of Technical Education, Mumbai (Autonomous) (ISO:9001:2015) (ISO/IEC 27001:2013)  Maharashtra State Board of Technical Education, Mumbai (Autonomous) (ISO:9001:2015) (ISO/IEC 27001:2013) 4th Floor, Government Polytechnic Building, 49, Kherwadi, Bandra (East), Mumbai -400051.  Maharashtra State Board of Technical Education Certificate This is to certify that Mr. / Ms. …………………………………. Roll No……………………….of ………… Semester of Diploma in……...……………………..………………………….of Institute …………………………………….………(Code………………..) has attained pre-defined practical outcomes(PROs) satisfactorily in course Management (22509) for the academic year 20…….to 20…..... as prescribed in the curriculum. Place ………………. Enrollment No…………………… Date:…..................... Exam Seat No. ………………...... Course Teacher Head of the Department Principal Seal of the Institute Management (22509) Preface The primary focus of any engineering work in the technical education system is to develop the much needed industry relevant competency & skills. With this in view, MSBTE embarked on innovative “I” scheme curricula for engineering diploma programmes with outcome based education through continuous inputs from socio economic sectors. As per AICTE guidelines and recommendations of Industry experts, the common course of Management is introduced in all Programmes. Management has many facets in every field and therefore it’s utility to diploma students was essentially to be confined. This was done by involving well known academic and industry experts. The views of industry and academic experts were further discussed in the academic committee of MSBTE, wherein it was decided to prepare learning material for its uniformity in implementation, understanding and evaluation. This learning manual is designed to help all stakeholders, especially the students, teachers and instructors to develop in the student the pre-determined outcomes. The manual begins by identifying the competency and course outcomes. The students will become aware about the concepts of Management. This manual also provides guidelines to teachers to effectively facilitate student-centered activities through each chapter by arranging and managing necessary resources ensuring the achievement of outcomes in the students. A technologist (engineering diploma holder) has to work in industry with human capital and machines. Therefore, managerial skills are essential for enhancing their employability and career growth. This course is therefore designed to provide the basic concepts in management principles, safety aspects and Industrial Acts required for this group of people. MSBTE wishes to thank the Learning Manual development team, specifically the Mr. R A Panchal, Chairman of the Course Committee, Industry Experts, Mr. Anant Zanpure, Coordinator & Mr. Sanjay Harip, Co-coordinator of the Programmes and experts for their intensive efforts to formulate the learning material on “Management”. Any suggestions towards enrichment of the topic and thereby course will be highly appreciated. (Dr. Vinod M.Mohitkar) Director MSBTE, Mumbai. Maharashtra State Board of Technical Education i  Management (22509) List of Content S. No Name of Topic Page No. 1. Introduction to Management concepts and Managerial skills 01 2. Planning and Organizing at Supervisory Level 32 3. Directing and Controlling at Supervisory Level 60 4. Safety Management 76 5. Legislative Act 98 References 120 Maharashtra State Board of Technical Education ii Management (22509) Unit No. 1: Introduction To Management Concepts And Managerial Skills Introduction:  Management is the art of getting work done through people with satisfaction for employer, employees and public.  It is the process of designing and maintaining an environment in which individuals, working together in groups, effectively accomplish selected aims.  All organizations need management for directing and unifying the group efforts through collective action towards a common objective.  Management may be called an Art as well as Science : Art because it requires a range of skills to coordinate and get work done from others and Science because management techniques are concepts based on measurements and factual determinations  The block diagrams given below are representing the working of an organization without management and with management. Resources Goal/Task to be Errors/losses /lack Man. Machine, Materials completed of perfection Figure No 1: Without Management Management Resources Goal/Task to be Man. Machine, completed Materials Desired goal achievement/task completion Figure No 2: With Management Management is the process of effectively utilizing resources like manpower, money, materials and machinery to achieve goals of enterprise through proper methods. Maharashtra State Board of Technical Education 1 Management (22509) Figure No. 3 Management 1.1 Definitions of Management, Role And Importance of Management: As it is very difficult to define management through a single definition, listed below are a few definitions provided by renowned experts. 1. Mary Parker Follet : Management is the art of getting things done through people. 2. George R Terry: Management is a process consisting of planning, organizing, actuating and controlling performed to determine and accomplish the objectives by the use of people and resources. 3. Ralph C Devis : Management is the function of executive leadership anywhere”. 4. William Spriegal : Management is that function of an enterprise which concerns itself with the direction and control of various activities to attain business activities. 5. Peter Ferdinand Drucker: Management is a multipurpose organ that manages a business and manages managers and manages workers and work. 6. Donald J Clough: Management is the art and science of decision making and leadership. 7.Joseph L Massie: Management is the process by which a cooperative group directs actions towards common goals. 8. F.W. Taylor: Management is the art of knowing what you want to do and then seeing that it is done in the best and cheapest way. Maharashtra State Board of Technical Education 2 Management (22509) 9.John F Mee: Management is the art of securing maximum results with minimum efforts so as to secure maximum prosperity for employer and employee and give the public the best possible service. 10. Harold Koontz: It is the art of getting the work done through and with people in formally organized groups. Role of Management  In any organizational unit, whether it is a company or a section in a company, the manager stands between the organization and its environment. The role of the management is to ensure that the goals of the organization are achieved.  Today, the society has become very complex and a change in one part generates changes in other parts. These changes are reflected in both tangible and intangible forms.  Tangible changes are concerned with changes in technology, size of organization, specialization of work and theories which affect the society. Intangible changes are changes in attitude, human values, culture, etc. The challenge of changes can be met by management only.  Management ensures that all the activities are designed effectively such that the working of each individual employee will contribute to the attainment of the organizational goals.  Management encourages all individual activities that will lead to reaching organizational goals and discourages those individual activities that will hinder the accomplishment of the organization objectives. Importance of Management: 1. Optimum utilisation of resources: Management brings all the available resources -men, money, machines, materials and methods together for optimum utilization. 2. Expansion and diversification:  Management helps the organization to achieve its goals efficiently, systematically, easily and quickly.  It helps the organization to face competition to grow, expand and diversify. 3. Reduction of employee’s absenteeism and turnover:  Management motivates people. It provides different incentives to the employees which include positive, negative, monetary and non-financial incentives. These incentives increase the willingness and efficiency of the employees.  This increases the productivity and profitability of the organization. Management also develops team spirit and increases the efficiency within the organization. It reduces labour turnover and absenteeism. 4. Utilization of the benefits of science and technology: Management utilizes the advancements made in the field of Science and Technology to provide industries with the latest machines and the consumers with the latest products. 5. Encouraging initiative and innovation:  Management encourages initiative from employees and inspires them to give their suggestions for the growth of the organization. Initiative gives satisfaction to the workers and success to the organization. Maharashtra State Board of Technical Education 3 Management (22509)  Management also encourages innovation. It brings innovative ideas, modern methods, and latest techniques to the organization. 6. Minimizing wastage: Management minimizes the wastage of materials, men and monetary resources by doing work through proper arrangement, manufacturing and control. Managers motivate subordinate to reduce wastage. Reduction in wastage brings a higher return to the firm. 7. Team work: Management always builds a team spirit in the organization. The combined effort of work and unity lead to the prosperity within the Organization. Team work plays an important part in the success of Organization. 8. Motivation: Management motivates employees by sharing the profits in the form of bonus. It also provides many incentives to the employees. This motivates the employee to work harder, which results in higher efficiency in production. 9. Reduction in labour turnover:  Employee turnover takes place when some employees leave the organization and others join in their place. Frequent labour turnover increases the selection and training cost.  Management creates a sense of responsibility among the employees and helps to reduce labour turnover in the organization. 10. Higher efficiency: Proper management ensures that the efficiency of the organization is high with higher return at minimum investment. 11. Improving the quality of life of the workers: Management offers bonus and incentives to the employees for their work. It provides a healthy work environment. It also provides medical and insurance faculties to worker and their families. It provides a financial stability which helps in boosting the workers’ lives. 12. Cordial industrial relations: Management ensures industrial peace. It gives more importance to the ‘Human Element’ in business. It applies positive motivation. All this improves the relations between the employees and the employers. 13. Corporate image: Efficient and effective management maintains a good image and goodwill of organization. This is because of quality of products and services offered by the organization and also due to the social responsibility of organization towards society. 14. Promotes national development:  Management is regarded as a key to the economic development of nation. It puts resources to the optimum use. It leads to capital formation and technological advancement. It generates handsome revenue for government.  It increases national income and standard of living of people. Thus, it leads to development across all sectors, and significant growth throughout the nation. Maharashtra State Board of Technical Education 4 Management (22509) 15. It helps society:  For any organization, profit is not the only objective. It provides the society with a regular supply of good quality goods and services at reasonable prices.  It provides employment opportunities to people. It pays taxes to the government which is used for developing the nation. As part of Corporate Social Responsibility, many organizations use their profits to build hospitals, schools, colleges, etc. In this way it contributes towards the uplift of society. 1.2 Management Characteristics 1. Universal  The principles and concepts of management are applicable to every type of industry. All the organizations, whether profit-making or not, require management for managing their activities. Hence it is universal in nature.  However, the practice of management may vary from one organization to another according to their nature. 2. Goal Oriented: All organizations have objectives that are laid down. Management achieves the organizational goals by coordinating the efforts of the personnel. 3. Continuous process: The process of management consists of functions like planning, organizing, directing and controlling the resources to ensure that resources are used to the best advantages of the organization. Management involves continuous planning, organizing, directing and controlling. 4. Multi-dimensional: Management is not confined to the administration of people only, but it also manages work, processes and operations, which makes it a multi- dimensional. It is the unifying force which integrates human and other resources to obtain the desired objectives. 5. Group activity:  An organization consists of various members who have different needs, expectations and beliefs. Every person joins the organization with a different motive, but after becoming a part of the organization, he works for achieving the same goal.  This requires supervision, teamwork and coordination, and it is achieved by, management. 6. Dynamic function:  Management is not static. Over a period of time new principles, concepts and techniques are developed and adopted by management. It changes according to the social changes.  The working of an organization depends upon various factors like social, political, legal, technological, economical, etc. A slight change in any of these factors will affect the organization’s growth and performance. To overcome these changes, management formulates strategies and implements them. Maharashtra State Board of Technical Education 5 Management (22509) 7. Authority  Management represents a system of Authority – a hierarchy of command and control. Managers at different levels possess varying degrees of authority. Figure 4- Principles of Management Principles of Management Taylor’s Principles of Scientific Management F.W. Taylor is regarded as father of Scientific Management. His principles of scientific management are- 1. Science, Not Rule of Thumb: This means using scientific methods to study work and determine the most efficient way of performing specific tasks instead of working by "rule of thumb" or habit. 2. Development of each and every person to his or her greatest efficiency: Employees should be scientifically selected and placed depending upon their skills, capabilities and aptitudes. They should be provided proper training to learn the best method of doing a job. 3. Harmony, Not Discord: Harmony means there should be complete agreement on ideas and opinions between workers and management. Discord or difference in opinion will lead to conflicts. 4. Cooperation, Not Individualism: This lays stress on mutual cooperation between workers and the management. Cooperation, mutual confidence, sense of goodwill should prevail among both, managers as well as workers. It will replace internal competition with cooperation. 5. Maximum output in place of restricted output: By maximizing the production efficiency, the earnings of employees and employers will also increased. 6. Financial Incentives: According to this principle the wages paid should be as per performance of the worker. An efficient worker should be paid more than an inefficient worker. This will motivate the workers to become more efficient. Maharashtra State Board of Technical Education 6 Management (22509) Henry Fayol’s Principles of management Figure 5 Fayol’s 14 Principles of Management Henry Fayol presented 14 principles of management as general guides for Management process and management practice. They are: 1. Division of work:  According to this principle, work should be divided among workers according to their personal aptitude and skills.  Division of work leads to specialization which is necessary for efficient utilization of labour. This will result in increased efficiency and productivity. 2. Authority and Responsibility:  Managers need to have the authority (and with it responsibility) to command their teams. When managers have teams reporting to them they are usually responsible for the team's performance.  Authority and Responsibility should go hand in hand and must be related to one another. An executive can do justice to his responsibility only when he has authority. Responsibility without Authority or vice versa is meaningless. 3. Discipline:  Discipline is absolutely necessary for efficient functioning of all sections of an organization.  Discipline is described as “respect for agreements that are directed at achieving obedience, application, and the outward marks of respect”.  Fayol declares that discipline requires good superiors at all levels, clear and fair agreement and judicious application of penalties. 4. Unity of command:  This principle relates to the functioning of personnel. According to this principle, an employee should receive orders and instructions from one superior only.  This principle is useful to avoid confusions, mistakes and delays in work. 5. Unity of direction: This is a broader concept than unity of command. It deals with the functioning of the body corporate. According to this principle, each group of activities having the same objective must have one head and one plan. Maharashtra State Board of Technical Education 7 Management (22509) 6. Subordination of individual interest to general interest: In any organization, the interest of the organization should be above that of the individual. This is necessary to maintain unity and avoid friction among employees. 7. Remuneration of personnel:  Remuneration is the price paid by the organization to its employees for the services rendered by them.  The remuneration and methods of payment should be fair and provide maximum satisfaction to employee and employer. 8. Centralization:  Centralization means the concentration of authority with top management. In a centralized organization, power is held by head office or a small number of managers, whereas decentralized organizations allow departments and individuals to make decisions.  According to Fayol, it is important to have a balance between centralization and decentralization for proper working. The appropriate level of centralization will depend on the organizational structure and objectives. 9. Scalar chain:  The unbroken line of authority from the highest level to the lowest levelis calledscalar chain.  Managers are regarded as ‘Chain of Superiors” from the highest to the lowest ranks and the unbroken line of command and authority should be maintained.  However the chain may be short-circuited when scrupulous following of it would be detrimental for the organization 10. Order: According this principle, everything(material)and everyone (human being), has a specific place in the organization. They should be arranged such that right material/right person should be located at the right place for effective functioning. 11. Equity:  According to this principle, managers should treat all employees/subordinates with fairness, kindness and justice.  This will make the employees to be more loyal and devoted towards the organization. 12. Stability of tenure of personnel:  Stable and secure work force is an asset to an enterprise. Stability of tenure means ensuring that employees do not leave the company.  Instability is a result of bad management and increases the costs of unnecessary labour turnover. 13. Initiative:  Initiative is conceived as thinking and execution of a plan. It is one of the keenest satisfactions for an intelligent employee.  Managers should encourage and motivate the employees to take initiative which will help the organization to improve.  Employee initiative can include employee suggestions, new ideas, solutions to a problem and dealing with situations without being asked to do so. Maharashtra State Board of Technical Education 8 Management (22509) 14. Esprit de corps:  This principle of management emphasizes the need for team work, i.e. harmony and understanding among the employees and shows the importance of communication in obtaining such team work.  “Union is strength” is the essence of this principle. Levels of Management and their functions  People in an organization are arranged in hierarchy and they all have the relationship of superior-subordinates.  The term “Levels of Management’ refers to a line of demarcation between various managerial positions in an organization. The number of levels in management increases when the size of the business and work force increases and vice versa.  The level of management determines a chain of command, the amount of authority & status enjoyed by any managerial position.  Every manager in an organization performs all five management functions. The relative importance of these functions varies along the managerial levels. There may be as many levels in the organization as the number of superiors in a line of command. Some of these levels are merged into one on the basis of nature of functions performed and authority enjoyed.  Management may be broadly classified as top level, middle level and lower level management. Figure 6 Levels of Management with Functions 1. Top Level Management  It consists of Board of Directors, Chief Executives, Managing Directors, General managers and Owners. The top management is the ultimate source of authority and it manages goals and policies for an enterprise.  It devotes more time on planning and coordinating functions. The functions of the top management can be summarized as follows - Maharashtra State Board of Technical Education 9 Management (22509) a. To lay down the objectives and broad policies of the enterprise. b. To issue necessary instructions for preparation of department budgets, procedures, schedules etc. c. To prepare strategic plans & policies for the enterprise. d. To appoint the executives for middle level i.e. departmental managers. e. To control& coordinate the activities of all the departments. f. To maintain a contact with the outside world. g. To provide guidance and direction. h. To be responsible towards the shareholders for the performance of the enterprise. i. To design/redesign the organization system j. To shoulder financial responsibilities and related functions. 2. Middle Level Management  This level comprises of branch managers and departmental managers like marketing manager, production manager, HRD manager, R&D manager, etc.They are responsible to the top management for the functioning of their departments.  They devote more time to organizational and directional functions. In small organization, there is only one layer of middle level of management but in big enterprises, there may be senior and junior middle level management.  Their functions are - a. To execute the plans of the organization in accordance with the policies and directives of the top management. b. To establish the organization. c. To make plans for the sub-units of the organization. d. To participate in employment & training of lower level management. e. To interpret and explain policies of top management to lower level. f. To coordinate the activities within the division or department. g. To send important reports and other important data to top level management. h. To evaluate performance of junior managers. i. To inspire lower level managers towards better performance. 3. Lower Level Management  This level is also known as supervisory level or operative level of management. It consists of Supervisors, Foremen, Section officers, Superintendents, Inspectors, etc.  Supervisory management refers to those executives whose work has to be largely with personal oversight and direction of operative employees. They are concerned with direction and controlling function of management.  Their functions are - a. To assign jobs and tasks to various workers. b. To guide and instruct workers for day to day activities. c. To be responsible for the quality and quantity of production. d. To be responsible for maintaining good relation in the organization. e. To act as a link between top management and workers. Maharashtra State Board of Technical Education 10 Management (22509) f. To communicate workers problems, suggestions, and recommendatory appeals etc. to the higher level and higher level goals and objectives to the workers. g. To solve the grievances of the workers. h. To supervise & guide the sub-ordinates. i. To provide necessary training to the workers. j. To arrange necessary materials, machines, tools etc for getting the things done. k. To prepare periodical reports about the performance of the workers. l. To ensure discipline in the enterprise. m. To motivate workers. Management, Administration and Organization Management:  It is defined as an art of managing people and their work, for achieving a common goal by using the organization’s resources.  It creates an environment under which the manager and his subordinates can work together for the attainment of objectives of organization.  Management brings together 5M’s of the organization, i.e. Men, Material, Machines, Methods, and Money for achieving the desired output.  The main functions of management are planning, organizing, staffing directing and controlling Administration:  Administration relates to top level of management.  They are the either owners or business partners who invest their capital in starting the business. They get their returns in the form of profits or as a dividend.  The functions of administration are legislative and largely determinative. It does not need technical ability.  It makes policies and decides the goals of an enterprise to be achieved. It is not directly concerned with the implementation of the policies.  It frames the organizational structure and exercises control over the enterprise.  It is mainly concerned with decision making, policy making and making necessary adjustments  It coordinates finance, production and distribution. Organization:  Organization is the framework of management. It is the function of putting together the different parts of an enterprise into working order.  Management carries out the policies of Administration through the frame work of organization.  It is the foundation upon which the whole business is built. Without efficient organization, no management can perform its function smoothly. Strong organization contributes greatly to the continuity and the success of an enterprise. A poor organization structure makes good performance impossible, no matter how good the individuals are. Maharashtra State Board of Technical Education 11 Management (22509)  It is a structure of relationships among the individuals working together for a common goal.  Organization is concerned with the building, developing and maintaining of a structure of working relationships in order to accomplish the objectives of the enterprise.  Organization means the determination and assignment of duties to individuals and also the establishment and the maintenance of authority relationships among the grouped activities. Relation between Management and Administration The major differences between management and administration are given below: 1. Management is a systematic way of managing people and things within the organization. Administration is defined as an act of governing the whole organization by a group of people. 2. Management is an activity of business and functional level, whereas Administration is a high-level activity. 3. Management focuses on policy implementation; policy formulation is performed by the Administration. 4. Functions of administration include legislation and determination. Functions of management are executive and governing. 5. Administration takes all the important decisions of the organization while Management makes decisions under the boundaries set by the Administration. 6. A group of persons, who are employees of the organization is collectively called Management. Administration represents the owners of the organization. 7. Management can be seen in profit making organizations like business enterprises. Administration is found in government and military offices, clubs, hospitals, religious organizations and all non-profit making enterprises. 8. Management is all about plans and actions, but Administration is concerned with framing policies and setting objectives. 9. Management plays an executive role in the organization. Administration’s role is decisive in nature. 10. The manager looks after the management of the organization, whereas administrator is responsible for the administration of the organization. 11. Management focuses on managing people and their work. Administration focuses on making the best possible utilization of the organization’s resources. The differences between Management and Administration can be summarized under two categories: - 1. Functions 2. Usage / Applicability Maharashtra State Board of Technical Education 12 Management (22509) On the Basis of Functions: - Basis Management Administration Meaning Management is an art of getting things Administration is concerned with done through others by directing their formulation of broad objectives, efforts towards achievement of pre- plans & policies. determined goals. Nature Management is an executing function. Administration is a decision-making function. Process Management decides who should do the Administration decides what is to be activities assigned by Administration& done & when it is to be done. how he should do them. Function Management is a doing function because Administration is a thinking managers get work done under their function because plans & policies supervision. It is productive. are determined under it. It is non productive. Skills Mainly requires technical and human Mainly requires conceptual and skills human skills Level Middle & lower level function Top level function On the Basis of Usage: - Basis Management Administration Applicability It is applicable to business concerns i.e. It is applicable to government, military profit-making organization. organizations, schools, hospitals etc. Influence Management decisions are influenced Administration is influenced by public by the values, opinions, beliefs & opinion, govt. policies, religious decisions of the managers. organizations, customs etc. Status Management constitutes the employees Administration represents owners of the of the organization who are paid enterprise who earn return on their capital remuneration (in the form of salaries & invested & profits in the form of dividend. wages). Maharashtra State Board of Technical Education 13 Management (22509) 1.3 Functions of Management There are basically five primary functions of management. Figure 7 Functions of Management 1. Planning  It is the first step of management function.  Planning is deciding in advance what to do, how to do, when to do, who will do and where to do.  Planning is essential for utilizing all available resources in the best way to achieve goals, to develop and establish the enterprise.  It is a process by which a manager anticipates the future and discovers alternatives to get the work done. Then he decides how best to achieve goals, profit and applying best strategies.  Without proper planning, the activities of the enterprise will become confused and ineffective. 2. Organizing  Organizing is the second function of management. It follows planning. It is the process by which structure and allocation of jobs is done.  Organizing refers to the relationship between people, work and resources to achieve goals.  This involves dividing the work into convenient tasks, and grouping them properly into departments and sections. Then the jobs are allotted to proper people with the necessary amount of authority and responsibility. 3. Staffing  Staffing is a process of recruitment, selection, acquiring, training, appraising employees. It is a continuous process.  Employees are the most important resources of any organization. The right staff is very important for a company because they can change and ensure the organization’s success. Maharashtra State Board of Technical Education 14 Management (22509) 4. Directing  Directing is a process in which the managers instruct, guide and overview the performance of the workers to achieve the company’s goals.  It includes functions like Leadership, communication, motivation and supervision.  Leadership: It is the quality of the manager to inspire confidence and trust in his subordinates, get maximum cooperation from them and guide their activities to create an organized effort.  Communication: It is the process by which ideas are transmitted, received and understood by others for producing desired results. It may be verbal or written orders, reports, instructions, etc. Ineffective communication leads to confusion, misunderstanding and dissatisfaction.  Motivation : Motivation means inspiring the subordinates to do work or to achieve company objectives efficiently.  Supervision: Supervision is necessary to ensure that work is going on as per the established plan and the workers are doing work as they were directed to. 5. Controlling  It is a continuous process which measures the current performance and guides it towards the predetermined goal. This process helps the managers evaluate the company’s performance and know whether any change is needed.  Controlling involves the following steps: Setting up or establishment of standards: Measuring the actual performance Comparing the actual performance with established standards Take corrective actions if needed 1.4 Types of planning Planning can be classified on the basis of coverage of activities, importance of contents in planning, approach adopted in planning process, time dimension and degree of formalization in planning process. 1. Coverage of activity: Corporate and functional planning 2. Importance of contents: Strategic and tactical/operational planning 3. Time period involved: Long term and short term planning 4. Approach adopted: Proactive and reactive planning 5. Degree of formalization: Formal and Informal planning Corporate and functional planning: Corporate planning:  The planning activities at the corporate level which cover the entire organizational activities are called corporate planning.  The focus in corporate planning is to determine long term objectives as a whole and to generate plans to achieve these objectives bearing in mind the probable changes in dynamic environment. Corporate planning is the basis for functional planning. Maharashtra State Board of Technical Education 15 Management (22509) Functional planning:  It is derived from corporate planning. Itis undertaken for each major function of the organization like production, marketing, finance etc.,  As functional planning is derived out of corporate planning, it contributes to the corporate planning. Strategic, Tactical and Operational Planning: Strategic Planning:  Strategic planning is a process in which the top management determines its vision for the future and identify the goals and objectives for the organization.  It sets the directions in which the organization wants to proceed in future.  Strategic planning involves a time span of more than one year and for most of the organization it ranges from the next 3 and 5 years.  It takes into account all the external factors, strengths and weaknesses, risks,etc and makes a long term policy for the organization.  Examples of strategic planning may be diversification of business into new lines, new products, planned grown rate in sales etc. Tactical planning:  It is an extension of strategic planning. Tactical plans are created for all levels of organization. It is concerned with the integration of various organizational units. It involves how the resources should be used to achieve the strategic goals. Operational planning:  This planning is done by lower level management. It is concerned with day to day operations of the organization. It is detailed and specific and usually based on past experiences. It covers functional aspects like finance, production human resources, etc. The time span for operational planning is less than one year.  The examples of operational planning may be adjustment of production within available capacity, increasing the efficiency of the operating activity by analyzing past performance. Long and short term planning:  The long term planning is strategic in nature and involves more than one year period and can extend to 15 to 20 years or so.  Short term planning usually covers one year. Short term plans are made with reference to long term plans because short term plans contribute to long term plans. Proactive and reactive plans: Planning is an open system approach and hence it is affected by environmental factors which keep on changing continuously. The organization’s response to these changes differs. Based on these responses planning may be proactive and reactive.  Proactive planning involves designing suitable courses of action in anticipation of likely changes of environment.  Managers adopting proactive changes do not wait for environment to change, but take action in advance of environmental changes. For this, continuous scanning of environment is necessary. Maharashtra State Board of Technical Education 16 Management (22509) Reactive planning:  In reactive planning response comes after environmental changes take place. By the time organization responds to change in environment there may be further change in environment.  Hence this type of planning is suitable in the environment which is fairly stable over a long period of time. Formal and informal planning:  Formal Planning: Large organizations undertake planning in a formal way. Generally a separate corporate planning cell is formed at higher level. The cell is staffed by people of different backgrounds like engineers, economists, statisticians etc., depending upon the nature. The cell continuously monitors the environment. When environment shows some change, the cell analyses the environment and suggest suitable measures to take the advantage of the changing environment. This type of planning is rational, systematic, regular and well documented and called formal planning.  Informal planning: Informal planning is undertaken generally by small organizations. This planning process is based on manager’s experience, intuitions rather than based on systematic evaluation of environmental changes.  This planning process is part of manager’s regular activity and is suitable for small organizations. Steps in planning The planning process is different from one plan to another and one organization to another. The steps generally involved in planning are as follows: 1. Establishing goals/objectives Steps 2.Establishing planning premises In 3.Deciding the planning period Planning 4.Evaluation and selection of alternative 5.Developing derivative/supportive plans 6.Measuring and controlling the process Figure 8 Steps in Planning (1) Establishing goals/objectives:  The first step in planning process is to determine the enterprise objectives. These are set by upper level managers after number of objectives has been carefully considered.  The objectives set depend on the number of factors like mission of the organization, abilities of the organization etc., Once the organizations objectives are determined, the section wise or department wise objectives are planned at the lower level. Maharashtra State Board of Technical Education 17 Management (22509)  Defining the objectives of every department is a very essential one; then only clear cut direction is available to the departments. Control process is very easy if the objectives are clearly defined. (2) Establishing planning premises:  This is the second step in planning. It involves the conditions under which planning activities will be undertaken.  Planning premises are planning assumptions or factors like the expected environmental factors, pertinent facts and information relating to the future such as general economic conditions, population trends, competitive behaviour etc.  The planning premises can be classified as below: (a) Internal and External premises. (b) Tangible and Intangible premises. (c) Controllable and non-controllable premises. (3) Deciding the planning period:  Once the long term objectives and planning premises are decided, the next task is to decide the period of the plan.  Some plans are made for a year and in others it will be decades. Companies generally base their period on a future that can reasonably be anticipated. (4) Identification of alternatives: The next step in planning is identifying alternatives. A particular objective can be achieved through various actions. For example an organization’s objective is to grow further which can be achieved in several ways like expanding in the same field of business orproduct line, diversifying in other areas, joining hands with other organization, acquiring other organizations and so on. With each category there may be several alternatives. (5) Evaluation and selection of alternative:  After the alternatives are identified, the next step is to evaluate the alternatives according to the premises and goals, and to select the best course of action.  This is done with the help of quantitative techniques and operations research. In addition, software packages are available for evaluating alternatives. (6) Developing derivative/supportive plans: After the best plan is selected, various other plans are derived so as to support the main plan. These may be plans for buying equipment, buying raw material etc. They are derivative plans /supportive plans formulated to support the main plan. (7) Measuring and controlling the process: Managers need to check the progress of their plans so that remedial action can be taken to make plan work or change the plan if it is unrealistic. Hence process of controlling is a part of any plan. 1.5 Types of Organization  Organization involves identification and grouping of activities to be performed and dividing them among the individuals and creating authority and responsibility relationship among them for the accomplishment of organizational objectives. Maharashtra State Board of Technical Education 18 Management (22509)  Organizing being process, consists of departmentalization, linking of departments, defining authority and responsibility and prescribing authority relationships. The organization structure is the result of this process. Organization structure  An organization structure shows the authority and responsibility relationship between the various positions of the organization by showing who reports to whom.  It is a set of planned relationships between groups of related functions and between physical factors and personnel required for the achievement of organizational goal.  A good organization structure should not be static but dynamic. It should be subject to change from time to time in the light of changes in the business environment. Principles of Organization:  In order to facilitate the achievement of objectives, management thinkers have laid down certain principles of organization.  These principles are guidelines for planning organization structure. Therefore, thorough understanding of the principles of organization is essential for good organization.  Few common principles of organization are discussed below: 1) Objectives: The objectives of the enterprise influence the organization structure. Every part of the organization and organization as a whole should be geared to the basic objective determined by the enterprise. 2) Specialization: Effective organization must promote specialization. The activities of the enterprise should be divided according to functions and assigned to persons according to their specialization. 3) Span of control: The number of subordinates that an executive or managers can supervise directly is called span of control. A manager can directly supervise only a limited number of workers. Hence, it is necessary to have a proper number of subordinates answerable to a manager. A maximum of six is normally acceptable for this purpose. Span of control may be wide or narrow depending upon many factors. 4) Exception: This principle requires that organization structure should be so designed that managers are required to go through the exceptional matters only.All the routine decisions should be taken by subordinates, where as problems involving unusual matters and policy decision should be referred to higher levels. 5) Scalar principle: This is also known as chain of command. There must be clear lines of authority running from the top to the bottom. Authority is the right to decide, direct and coordinate. Every subordinate must know who his superior is and to whom policy matters beyond his own authority must be referred for decision. 6) Unity of command: Each subordinate should have only one supervisor whose command he has to obey. Dual subordination must be avoided, for it causes uneasiness, disorder, and indiscipline and undermine of authority. 7) Delegation: Proper authority should be delegated at the lower levels of the organization also. The authority delegated must be equal to responsibility i.e. the manager should have enough authority to accomplish the task assigned to him. Maharashtra State Board of Technical Education 19 Management (22509) 8) Responsibility: A superior should be held responsible for the acts of his subordinates. No superior should be allowed to avoid responsibility by delegating authority to his subordinates. 9) Authority: Authority is the tool by which a manager is able to accomplish the desired objective. Hence, the authority of each manager must be clearly defined. Authority and responsibility must be coexistent in the organization. 10) Efficiency: The organization should be able to attain the mission and objectives at minimum cost. 11) Simplicity: The organization structure should be as simple as possible with minimum number of levels. A large number of levels of organization means difficulty of effective communication and coordination. 12) Flexibility: The organization should be flexible, should be adaptable to changing circumstances. It should permit expansion and replacement without dislocation and disruption of the basic design. A sound organization must avoid complicated procedures, red-tape and excessive complication of control so that it may adapt itself easily and economically to business and technical changes. 13) Balance: There should be reasonable balance in the size of various departments, between centralization and decentralization. There must be balance in the formal structure as regards to factors having conflicting claims. 14) Stability: It refers to the capacity of the organization to withstand the losses of key personnel without much loss to the working. 15)Communication: It is the process of transmitting instructions, ideas, suggestions and information within the organization and to outside customers, suppliers and all those who are affected. Good two way communication is essential for effective functioning. 16) Unity of direction: There must be one objective and one plan for a group of activities having the same objective. Unity of direction facilitates unification and coordination of activities at various levels. 17) Personal abilities: As organization is a formal group of people there is need for proper selection, placement and training. Organization structure must ensure optimum use of human resources. Types of organization The common types of organization are: 1. Line, Military or Scalar Organization 2. Functional Organization 3. Line and Staff Organization 4. Project Organization 1. Line, Military or Scalar Organization  Line organization is the simplest and oldest type of organization. It is also known as scalar or military organization.  This is called military organization as it resembles old military organizations where discipline is of high order. Orders and instructions issued from the top level is followed by the people below.  The line organization represents the structure in a direct vertical relationship in which authority flows vertically downward from top to bottom throughout the organization. Maharashtra State Board of Technical Education 20 Management (22509)  As the flow of authority moves from top to bottom, this is also called line or scalar organization.  People at different levels know to whom they are accountable.  The quantum of authority is highest at the top and reduces at each successive level.  The superior communicates his decision and orders to his subordinates. The subordinates, in turn, can communicate them to those who are immediately under them.  Figures below represent the structure of line organization. Figure a represents a line organization having three main departments like production, finance and marketing. Here the flow of authority is from general manager to each department head, superintendent, foreman and then workers. In figure b, the authority flows from works manager to Superintendent to foreman and then to workers.. Figure 9 Works Manager Superintendent 1 Superintendent 2 Foreman 1 Foreman 2 Foreman 3 Foreman 4 Workers Workers Workers Workers Figure 10 Line Organization The advantages of line organization are 1. It is simple and easy to understand. 2. Is flexible and easy to expand or contract. 3. There is a clear division of authority and responsibility, hence no scope of shifting the responsibility. 4. There is a clear channel of communication, so there is no chance of confusion. Maharashtra State Board of Technical Education 21 Management (22509) 5. It encourages speedy action. 6. It is strong in discipline. Disadvantages 1. There is lack of specialisation. 2. Departmental heads are over-burdened with various routine jobs, so they do not have time for further expansion and planning. 3. It overloads a few key executives. 4. Due to lack of specialization, there may be chances of accidents, wastage of material and man hours. 5. Chances of delay in communicating the orders of General Manager or any other departmental head to the workers and, therefore, possibility of distortion, due to long channel. 6. It encourages dictatorial way of working. 7. It has no means of rewarding good workers. Applications: 1. Suitable for factories of small and medium size, where the number of subordinate and operational staff is less. 2. Suitable for continuous process such as sugar, paper, oil refining, spinning and weaving industries, textiles, etc. 3. Suitable where labour problems are not difficult to solve. 4. Suitable where automatic plants are used. 2. Functional Organization  The line organization does not provide specialists in the structure. Many jobs require specialized knowledge.  In functional organization the specialists are made available in the top positions throughout the enterprise.The functional organization was introduced by F.W.Taylor. Figures 1 and 2 below represent line and staff organization  Under functional organization, various activities of the enterprise are classified according to certain functions like production, marketing, finance, personnel etc., and are put under the charge of functional specialists as show in fig1  A functional in charge directs the subordinates throughout the organization in his particular area of business operation. This means that subordinates receive orders and instructions not from one superior but from several functional specialists. Maharashtra State Board of Technical Education 22 Management (22509) Figure 11 Functional Organization  In figure11 , there are 8 functional foremen like route clerk, speed boss, inspector, etc who are specialists in their own fields. Each specialist provides expert advice to workers in his field and workers receive orders and instructions from eight superiors. Advantages of functional organization 1. Due to specialisation quality of work is better. 2. This system provides more specialised knowledge and guidance to individual workers through experts. 3. It helps mass production by standardisation and specialisation. 4. If any operation needs improvement, it can be improved even up to the last moment. 5. Considerable expansion of the factory is possible. 6. As expert guidance is available, chances of accidents, wastage of materials, man and machine hours are reduced. This will reduce prime cost. 7. Unnecessary overloading of responsibilities will not be there, as was in the case of line organization. 8. No special knowledge of workers is required as the instructions are supplied by drawing and experts. 9. The line executives are spared from routine specialized decisions. Disadvantages 1. As each worker is responsible to all experts, it becomes difficult to maintain discipline 2. By employing high waged experts, the total cost of job may become high. 3. As line workers will not be using their skills, their initiative cannot be utilised. 4. It is very difficult to fix up the responsibility to any one foreman in case something goes wrong. 5. Workers will always be confused about the authority and activity of each expert. 6. Proper co-ordination of the work of different departments is required but it is difficult to maintain as everybody is working individually. 7. Lack of coordination among functional executives will delay decision making. 8. Industrial relationships become more complex. Maharashtra State Board of Technical Education 23 Management (22509) Application:  Due to the above disadvantages, a pure functional system is rarely found. However in modified form, it is used in a few modern advanced concerns. 3. Line and Staff Organization Figures 12 and 13 below represent line and staff organization. Here the line executives are marked vertically and staff executives are placed horizontally.  Line and staff organization has advantages of both line and functional organization.  Here, the line executives have supervisory authority and control over subordinates. Authority flows from top to bottom as it does in the line organization  In addition, specialists called staff are recruited to advisethe line executives on important matters. The final decision whether to accept and implement the recommendations of staff lies with line executives.  The staff officials do not have any power of command in the organization as they are employed only to provide expert advice to the line manager. Figure 12: Line and Staff organization Figure 13 Line and Staff organization (G.M.: General Manager; W.M.: Works Manager; Suptd : Superintendent; F/M : Foreman; B.O.D: Board Of Directors) Maharashtra State Board of Technical Education 24 Management (22509) Advantages (1) Specialized and expert advice from staff executives is available. (2) Reduction of burden on line managers. (3) Better decisions, as staff specialists help the line managers (4) Unity of command (5) Flexible when compared to functional organization. (6) Less wastage of material, man and machine hours. (7) Quality of product is improved. (8) Has all advantages of both line and functional organization. Disadvantages (1) If allocation of duties between line and staff is not clear, it may give rise to confusions. (2) There might be conflict between line and staff executives. (3) Since staff is not accountable, they may not perform well. (4) Product cost will increase because of high salaries of staff executives.  Now-a-days this type of organization is preferred for medium and large scale industries, depending upon internal structure, nature of productive activities and span of business area.  It is applied in automobile industries and other intermittent nature of industries 4. Project Organization:  When an organization takes up a new project, a Project Organization is set up in order to complete the project.  It comprises of specialists from different functional areas of the parent organization. If needed experts are hired from outside also.  The team of specialists work simultaneously to achieve the goals of the project.  After the project is completed the team is dissolved. So it is a temporary in nature. Advantages:  It does not interfere with the functioning of the existing organization.  Decision making is quick.  It allows maximum usage of specialist knowledge.  It provides the maximum attention that a project needs. Disadvantages:  The members are recruited for a short period so it creates a feeling of insecurity and uncertainty.  There may be conflicts among specialists.  The project manager may not have complete authority over team members.  Sometimes decision may be difficult due to pressures from different specialists. Maharashtra State Board of Technical Education 25 Management (22509) Applications: In IT companies like L&T, Infosys, TCS, Wipro, etc where business is mainly project based. CEO Marketing HR Manager Manager Manager Project- Manager A Project-B Engineering Engineering Activities Activities Resources Resources Figure 14 Project Organization Structure (C.E.O: Chief Executive Officer) 1.5. Steps in organizing  While organizing, a manager differentiates and integrates the activities of his organization. Steps in organizing are: Providing physical facilities and proper environment Delegation of authority Assignment of duties Identification and grouping of activities Determination of objectives Figure 15 Steps in Organizing (1) Determination of objectives:  The first step in organizing is to know the objectives of the enterprise. Objectives determine resources and the various activities which need to be performed and the type of organization which needs to be built for this purpose.  Objectives also serve as guidelines for the management and workers. They bring about unity of direction in the organization. Maharashtra State Board of Technical Education 26 Management (22509) (2) Identification and grouping of activities:  To achieve the objectives, the process of organization is divided into functions and sub-functions. Then similar activities or related activities are combined and grouped into departments.  This will enable the people to know what is expected of them as members of the group and will help in avoiding duplication of efforts. For example, the total activities ofan enterprise may be divided into major functions like production, purchasing, marketing, finance, human resource, etc. Each function is further subdivided into various jobs. (3) Assignment of duties:  After classifying and grouping the activities into various jobs, they should be allotted to the individuals for ensuring certainty of work performance.  Each individual should be given a specific job to do according to his ability, skill, and knowledge and made responsible for that. Delegation of authority:  Authority without responsibility is dangerous and responsibility without authority is an empty vessel. Hence, corresponding to the responsibility authority is delegated to the subordinates for enabling them to show work performance. (5) Providing physical facilities and proper environment:  Provision of right type of physical facilities and proper environment isessential for the smooth running of an organization.  Physical facilities mean proper tools, machinery, etc.  Right environment means proper lighting, ventilation, heating/cooling arrangements at the place of work,proper hours of work,rest intervals, safety devices, job satisfaction and above all, human approach by management. 1.6 Functional areas of Management  There are four functional areas of management namely production, finance, marketing and human resource(personnel). Each functional area has a number of sub-activities. Figure 16 Functional areas of Management Maharashtra State Board of Technical Education 27 Management (22509) A. Production management: Production Management is the management of productive processes that convert inputs into goods and services. The inputs are men, material, equipment, technical knowledge, etc.It is also known as manufacturing management or operational management. The main objective of Production Management is: “To produce goods and services of right quality and quantity at the right time and right manufacturing cost” This department is generally put under production manager and he is responsible for all production related activities. This area has a number of activities; few of them are given below: (1) Purchasing: This is related to the purchase of various materials required by the organization. Purchasing involves procuring right quantity of materials of the right quality, at the right time and at the right price from the right supplier. (2) Materials management: This involves storing of materials and issues of materials to various departments. (3) Research and Development: It deals with improving the existing products and process and developing new products and process. B. Marketing Management: Marketing Management is planning, organizing, controlling and implementing of marketing programmes and policies to distribute the organization’s products to the buyers to generate an acceptable profit. The major objectives of marketing management are: creation of demand, customer satisfaction, market share, generation of profits, creation of good will and public image. The sub-activities are: (1) Advertising: Involves giving information about products to buyers. (2) Marketing research: It is related to the systematic collection and analysis of data relating to the marketing of goods and services. (3) Sales management: It involves management efforts directed towards movement of products and services from producers to consumers. C. Financial Management: Financial Management is planning, organizing, directing and controlling the financial activities like procurement and utilization of funds of the enterprise. It means applying management principles to financial resources of the enterprise. The objectives are: 1) To ensure regular and adequate supply of funds to the organization. 2) To ensure adequate returns to the shareholders 3) To ensure optimum funds utilization 4) To ensure safety on investments 5) To plan a sound capital structure The functions are financial planning and forecasting, determination of capital composition, fund investment, maintaining proper liquidity, disposal of surplus and financial controls. Maharashtra State Board of Technical Education 28 Management (22509) D. Human Resource (Personnel) Management: Human Resource Management includes the processes of planning, selecting, recruiting and inducting employees in an organization. The objectives include a) Effective utilization of human resources b) Motivation c) Creating policies and procedures d) Growth and development of Human resources. The functions of human resource management include man power planning, recruitment, selection, performance appraisal, training, wage and salary administration, compensation and rewards, industrial relations, employee communication and personnel record maintenance. 1.7 Managerial Skills  Managerial skills are certain abilities or attributes that an executive should possess in order to fulfil specific tasks in an organization such as his role duties, dealing with subordinates and co-workers, all of which allows for the easy flow of activities in the organization. These can be developed through learning and practical experience as a manager.  Managerial skills are crucial for various positions and at different levels of a company, from top leadership to intermediate supervisors to first level managers Three Types of Managerial Skills The three types of managerial skills that are essential are:  Technical skills  Conceptual skills  Human or interpersonal management skills Figure 17 Managerial Skills Technical Skills Maharashtra State Board of Technical Education 29 Management (22509)  Technical skills involve the knowledge of and proficiency in activities involving methods, processes and procedures. For example, mechanics work with tools and their supervisors should have the ability to teach them how to use these tools.  The skills are acquired through education or experiences in particular industry.These skills involve the use of tools, equipment, procedures, and techniques of the industry.  Technical skills are most important for supervisory level or first-level managers. As we go through a hierarchy from the bottom to higher levels, the technical skills lose their importance. Conceptual Skills  Conceptual skills are the abilities to see the organization as a whole, to recognize inter relationships among different functions of the business and external forces and to guide effectively the organization efforts.  It is easier to learn technical skills than the conceptual skills.  These skills help in making long-range plans and decisions for expanding the business (forecasting).  The conceptual skills will help managers to look outside their department’s goals. So, they will make decisions that will satisfy overall business goals.  Conceptual skills are vital for top managers, less critical for mid-level managers, and not required for first-level managers.  These can be classified as Decision Making skills and Organizational skills. Decision making skills: o It is the ability of a person to take timely and accurate decisions. This requires mental ability and presence of mind. Organizational skills: It helps to select and fix right people at right work. Figure 18 Managerial Level-wise Skills Maharashtra State Board of Technical Education 30 Management (22509) Human or Interpersonal Managerial Skills  These skills represent the ability of a manager to work effectively with people.  They help to build a team and create an environment in which people feel secure and free to express their opinions. As seen in above figure, these skills are equally essential for managers at all levels in the company.  They are classified as: Communicating skills:  It is the ability to convey information to the other. Improper, insufficient and poorly expressed information can create confusion. Motivating skills:  It inspires people to do what the manager wants them to do. The motivation may be positive or negative.  Positive motivation includes rewards, Negative motivation includes punishment, threats, etc Leadership skills:  This skill helps the manager to lead the people working under him. It is the ability to inspire confidence and trust in the subordinates in order to have maximum cooperation from them. Maharashtra State Board of Technical Education 31 Management (22509) Unit 2: Planning and Organizing at Supervisory Level 2.1 Planning by Supervisor 2.1.1 Planning definitions  According to Koontz and O’Donnel “Planning is deciding in advance what to do, how to do it, when to do it and who is to do it. It bridges the gap from where we are and to where we want to go. It is in essence the exercise of foresight”.  According to M.S. Hardly “Planning is deciding in advance what is to be done. It involves the selection of objectives, policies, procedures and programs from among alternatives.  Heying and Massie define “Planning is that function of the manager in which he decides in advance what he will do. It is a decision-making process of a special kind. It is an intellectual process in which creative mind and imagination are essential”.  Every person whether in business or not has framed a number of plans during his life. The plan period may be short or long. Planning is the first most important primary function of management. It has been said that well plan is half done.  It involves thinking ahead and getting ready for the future. It resolves in advance what should be done. It is awareness of future course of action.  Planning is achieving the objectives and choosing a course of action to achieve those objectives.  Planning involves conviction of specific objectives, programs, setting policies, strategies, rules and procedures and preparing budgets. Planning is a function which is executed by managers at all levels – top, middle and supervisory.  Planning provides clear sense of direction to the activities of the organization and job behavior of managers and others. Planning is an attempt to forecast the future in order to achieve better performance.  Supervisor or foreman is concerned with the direct supervision of the workers by planning and executing activities given by top management  Planning safe working conditions are responsibilities of all which include supervisors, workers, managers, top level managers. However, customers can not be a part of it.  In an organization the supervisors usually make short term plans while top level manager makes long term plans. Short term plans are mostly useful for small offices, managing group of employees, work teams, workshops etc. Short term plans are always flexible and can change as per the available conditions. Also, the operational plans are based on past performance of organization and less uncertain/flexible.  Supervisors are internally focused in planning activity. While top level managers are externally focused on the planning.  Planning may get failed if there is sudden change in technology, narrow focus, ignorance of historical data, ignoring competitors etc. Maharashtra State Board of Technical Education 32 Management (22509) 2.1.2 Importance of planning Planning is very important in all types of organization whether business or nonbusiness, private or public, small or large. The organization which thinks much ahead about what it can do in future is likely to as compared to one which fails to do so. Planning is important because of the following reasons. 1. Primacy of planning: Planning is the first and foremost function of management, other functions follow planning. What is not planned cannot be organized and controlled. Planning establishes the objectives and all other functions are performed to achieve the objectives set by the planning process. 2. To minimize risk and uncertainty: The organization continuously interacts with the external dynamic environment where there is great amount of risk and uncertainty. Planning helps the manager to cope up with and prepare for changing environment. Manager can reduce the risk and uncertainty by using rational and fact-based procedure for making decisions. 3. To focus attention on objectives: Planning focuses on organizational objectives and direction of action for achieving these objectives. It helps managers to apply and coordinate all resources of the organization effectively in achieving the objectives. The whole organization is forced to embrace identical goals and collaborate in achieving them. 4. To facilitate control: Planning sets the goals and develops plans to achieve them. These goals and plans become the standards or benchmarks against which the actual performance can be measured. Control involves the measurement of actual performance, comparing it with the standards and initiating corrective action if there is deviation. Control ensures that the activity confirm to plans. Hence control can be exercised if there are plans. 5. To increase organizational effectiveness: Effectiveness implies that the organization is able to achieve its objectives within the given resources. The resources are put in a way which ensures maximum contribution to the organizational objectives. Effectiveness leads to success. 2.1.3 Hierarchy of plans Various organizational plans discussed above are interlinked and may be arranged in hierarchy in which higher order plans helps to derive lower order plans. In turn a lower order plan contributes to the achievement of the objectives of a higher order plan. The hierarchical nature of various plans is represented in figure 1. Maharashtra State Board of Technical Education 33 Management (22509) Figure 1 Hierarchy of Plans 1. Mission and Purpose: Every organization is purposive creation which has some objectives and the end results for which the organization strive. These end results are referred to as mission, ‘purpose’, ‘goal’, ‘target’ etc. which are often used inter- changeably. However, there are differences in the contest in which these terms are used. The supervisor role is to follow the mission set by authorities and to suggest any improvement to top management for necessary actions. 2. Objectives: According to Mc Farland, “Objectives are the goals, aims or purposes that the organizations wish to achieve over varying periods of time”. Every organization is established for the purpose of achieving some objectives. An individual who starts a business has the objective of earning profits. A chartable institution which starts schools and colleges has the objectives of rendering service to the public in the field of education. The objectives may differ from one organization to another. Objective is the term used to indicate the end point of activity for which an organization is established and tries to achieve. Supervisor consider main defined objectives and split it into smaller objectives in order to implementing day-to-day work from workers. 3. Strategies: Every organization has to develop plans logically from goals by considering strength, weaknesses, opportunities and threats to the organization. A strategy is a plan which takes into these factors and provides an optimal match between the firm and external environment. Two activities are involved in strategy formulation namely environmental appraisal and corporate appraisal. Supervisor is engaged into internal activities so his roles is to look into internal factors i.e. strengths and weaknesses. 4. Policies: According to George R Terry, “Policy is a verbal, written or implied overall guide, setting up boundaries that supply the general limits and directions in which managerial action will take place”. A policy is a general guideline for decision making. It sets up boundaries around decisions. Policies channelize the thinking of the organization members so that it is consistent with the organizational objectives. Policies provide framework within which decisions are to be made by the person in various areas. Maharashtra State Board of Technical Education 34 Management (22509) 5. Procedures: Procedures are detailed guidelines. A procedure provides a detailed set of instructions for performing a sequence of actions involved in doing a certain piece of work. A procedure is a list of systematic steps for handling activities that occur regularly. The same steps are followed each time that activity is performed. A streamlined, simplified and sound procedure helps to accelerate clerical work without duplication and waste of efforts and other resources. Supervisor plays key role in formulating procedures to implement defined objectives. He makes procedures to implement plans, handling machinery, carrying out work stepwise etc. 6. Methods: A method is a prescribed way in which one step of procedure is to be performed. A method is thus a component part of procedure. It means an established manner of doing an operation. Medical examination is a part of recruitment and selection procedure, method indicate the manner of conducting medical examination. Methods help in increasing the effectiveness and usefulness of procedures. The reduced fatigue, better productivity and lower costs can be achieved by improving existing methods. Methods can be improved by eliminating wastes and conducting “motion study”. So, supervisor must be always focused, attentive to find methods for improvement in his surroundings. 7. Rules: The rules are the simplest and most specific type of standing plans. Every organization attempts to operate in an orderly way by laying down certain rules. Rules are detailed and recorded instructions that a specific action must or must not be performed in a given situation. Rules are more rigid than policies. Supervisors define rules to handle machinery, code of conduct, discipline, precautions for handling machinery, etc. 8. Programme: A programme is single use plan. It is a sequence of activities directed towards the achievement of certain objectives. A programme is action based and result oriented. A programme lays down the definite steps which will be taken to accomplish a given task. A programme is a complex of objective, policies, procedures, task assignments, steps to be taken, resources to be employed and other elements to carry out a given course of action. 9. Budgets: A budget is a single use plan since it is drafted for a particular period of time. A budget is a statement of expected results expressed in quantitative terms i.e. rupees, man hours, product units etc. Budget is also used as an instrument of managerial control. It provides a standard by which actual operations can be measured and variation could be controlled. Making budget is clearly planning. The important budgets are sales budgets, production budgets, cash budgets, and revenue and expenses budgets. The supervisor is mainly involved in making material budget, manpower budget etc. 2.1.4 Planning at supervisor level Supervisor is a person who is in charge of, and coordinates the activities of a group of workers engaged in related activities within a unit of an organization. He is a front-line manager. He is responsible for getting the work done from workers with respect to plans and policies set by the management. A supervisor plan, direct, motivate, and monitor the work performed by workers at the operational level of the organization. Place of supervisors in the organizational structure is given in below figure 2 Maharashtra State Board of Technical Education 35 Management (22509) Figure 2 Place of supervisor in the organizational structure The job of a supervisor is mainly focussed on supervision which involves activities like instructing, monitoring, guiding, and observing the workers and to ensure weather they are performing their duties with respect to work assigned. So, he plays very important role in the organizational functioning. Supervisor connect the workers to the management and vice versa and hence become the primary person for the bidirectional flow of information within an organization. Types of plans Three major types of plans can help supervisors achieve their organization's goals i.e. strategic, tactical, and operational. Operational plans lead to the achievement of tactical plans and tactical plan lead to the attainment of strategic plans. In addition to these three types of plans, supervisors/managers should also develop a contingency plan in case if their original plans fail. A. Operational plans An operational plan is one that supervisor uses to accomplish his or her job responsibilities. Supervisors, team leaders, and facilitators develop operational plans to support tactical plans. The specific results expected from any department, small work groups, project teams and individuals are the operational goals. These goals are precise and can be measured. For example, “Processing 200 sales applications each day” or “Publish 10 books this month” etc. Operational plans can be a single‐use plan or an ongoing plan.  Single‐use plans apply to activities that do not repeat. These are one time plans like a special sales program as it deals with who, what, where, how, and how much of an activity. A budget is another example of a single‐use plan because it predicts sources and amounts of income, also it predicts how much they are used for a specific project.  Continuing or ongoing plans are usually made once and retain their value over a period of years while undergoing periodic revisions and updates. These are recurring plans. Maharashtra State Board of Technical Education 36 Management (22509) B. Tactical plans Tactical plans are concerned with shorter time frames and narrower scopes than are strategic plans. These plans usually span one year or less because they are considered short‐term goals. Long‐term goals, on the other hand, can take several years or more to accomplish. Normally, it is the middle manager's responsibility to take the broad strategic plan and identify specific tactical actions. C. Strategic plan A strategic plan is an outline of steps designed with the goals of the entire organization as a whole in mind, rather than with the goals of specific divisions or departments. A strategy is a complete and all-inclusive plan for achieving said objectives. In strategic plans we establish long term objectives or vision or mission, define future decisions, select specific course of action and allocate necessary resources needed to implement the plans. The strategic plans are made at top level of management. D. Contingency plans Contingency planning involves identifying alternative courses of action that can be implemented if and when the original plan is not adequate due to changing circumstances. Success of any work always depends upon a degree of adaptation, its flexibility, and efficient handling of changing conditions. So, in case any deviation in implementing any plan, the supervisor needs a “keeping all options open” approach at all times. 2.2 Planning activities, detailing and following of each step. 2.2.1 Functions of planning by supervisor An organizational strategic plan always defines its long-term goals and mission. We must define the necessary daily operations and participating groups to achieve these goals, i.e. we must do operational planning. Supervisors play an important role in the function, and success, of such operational planning. Role and Responsibilities of supervisor while planning activities 1. Planning and Organizing - Supervisor’s basic role is to plan the daily work schedule of the workers by guiding them the nature of their work. He divides the work amongst the workers as per their skills, knowledge, interests and aptitudes. 2. Provision of working conditions - A supervisor plays an important role in the physical environment in the factory. He looks at arrangement the physical resources like machine, material at right place. His role is to provide proper sitting place, ventilation, adequate lighting, drinking water facilities etc. to workers. Thus, supervisor is responsible for providing healthy and hygienic condition to the workers. 3. Leadership and Guidance - A supervisor is the leader of workers under his guidance. He leads the workers and influences them to work their best. He guides the workers by fixing daily production targets. He provides an instructions and guidelines to workers for achieve given targets. 4. Motivation - A supervisor plays an important role by providing different incentives to workers to perform better. It will motivate them to work better and efficiently for next given works. He can offer different types of incentives to workers i.e. monetary and non-monetary incentives. Maharashtra State Board of Technical Education 37 Management (22509) 5. Controlling - Controlling is an important function performed by supervisor. It involves, i. Recording the actual performance with respect to the given time schedule. ii. Checking of progress of work. iii. Finding out deviations if any and find solution for eliminating deviation. iv. If not independently solved, reporting it to top management. 6. Linking Pin - A supervisor is a linking pin between management and workers. He communicates the policies of management to workers. He passes instructions to the workers on behalf of management. He has a close contact with the workers and he interact the problems, complaints, suggestions, etc. to the management. 7. Grievance Handling - The supervisor can handle the grievances of the workers effectively. For this he has to do the following things: - i. He should be in direct touch with workers. ii. He should win the confidence of the workers by solving their problems. iii. He should consider worker problems on humanitarian grounds. iv. If he cannot tackle it independently, he can take the help and advice of management to solve it. 8. Reporting - A supervisor has an important role of reporting about the cost, output, performance, quality and any factor which is responsible for increasing productivity. 9. Introducing new work methods - The supervisor has to be curious to know about the external environment of market and competition present. So, he can innovate the various techniques of production. He can shift the workers into fresh schedules whenever possible. He can also try his best to keep on improving to the physical environment around the workers. As a result, organization will have higher productivity, high Morale among workers, satisfying working condition, improving human relations, higher profits, and high stability. 10. Enforcing Discipline - A supervisor can undertake many steps to maintain discipline. It can be in the form of regulating checks and measures, strictness in orders, keeping an account of general discipline of factory, implementing penalties and punishments for the indiscipline workers. All these above steps help in improving the overall discipline of the factory. Scope of plans for supervisor  Supervisors make short-term planning which can involve scheduling daily activities, raw material, completing production targets purchasing etc.  Supervisors look into work of his subordinates. He takes care of work flow.  Supervisors look after Subordinates report to him about their work.  Supervisors are internally focused in planning. They manage groups of employees. Their duties are focused on internal operations.  Supervisor’s plans the budget related to manpower, overhead, raw material and other projects small expenses. 2.2.2 Steps in Planning and detailing activities The planning process is different from one plan to another and one organization to