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Chapter 10 : Controlling
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- 2. TABLE OF CONTENTS •Summary • What Is Control And Why Is It Important? • What Takes Place As Managers Control? • What Should Managers Control? • What Contemporary Control Issues Do Managers Confront?
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- 4. SUMMARY • Explain thenature and importance of control. Control is the management function that involves monitoring activities to ensure that they’re being accomplished as planned and correcting any significant deviations. As the final step in the management process, controlling provides the link back to planning. If managers didn’t control, they’d have no way of knowing whether goals were being met. Control is important because (1) it’s the only way to know if goals are being met and if not, why; (2) it provides information and feedback so managers feel comfortable empowering employees; and (3) it helps protect an organization and its assets.
- 5. SUMMARY • Describe thethree steps in the control process. The three steps in the control process are measuring, comparing, and taking action. Measuring involves deciding how to measure actual performance and what to measure. Comparing involves looking at the variation between actual performance and the standard (goal). Deviations outside an acceptable range of variation need attention. Taking action can involve: do nothing, correct the actual performance, or revise the standards. Doing nothing is self-explanatory. Correcting the actual performance can involve different corrective actions, which can either be immediate or basic. Standards can be revised by either raising or lowering them.
- 6. SUMMARY • Discuss thetypes of controls organizations and managers use. Feedforward controls take place before a work activity is done. Concurrent controls take place while a work activity is being done. Feedback controls take place after a work activity is done. Financial controls that managers can use include financial ratios (liquidity, leverage, activity, and profitability) and budgets. One information control managers can use is an MIS, which provides managers with needed information on a regular basis. Others include comprehensive and secure controls such as data encryption, system firewalls, data backups, and so forth that protect the organization’s information. Also, balanced scorecards provide a way to evaluate an organization’s performance in four different areas rather than just from the financial perspective.
- 7. SUMMARY • Discuss contemporaryissues in control. Adjusting controls for cross-cultural differences may be needed primarily in the areas of measuring and taking corrective actions. Workplace concerns include workplace privacy, employee theft, and workplace violence. For each of these, managers need to have policies in place to control inappropriate actions and ensure that work is getting done efficiently and effectively.
- 8. LEARNING OBJECTIVES In thischapter we will address the following questions: • Explain the nature and importance of control. • Describe the three steps in the control process. • Discuss the types of controls organizations and managers use. • Discuss contemporary issues in control.
- 9. WHAT IS CONTROLAND WHY IS IT IMPORTANT? Section 1
- 10. WHAT IS CONTROL? Controlis the management function involving the process of monitoring activities to ensure that they are being accomplished as planned and correcting any significant deviations. • a) An effective control system ensures that activities are completed in ways that lead to the attainment of the organization’s goals. • b) The effectiveness of a control system is determined by how well it facilitates goal achievement.
- 11. WHY IS CONTROLIMPORTANT? • There is no assurance that activities are going as planned and that the goals managers are seeking are, in fact, being attained. • Control is the final link in the functional chain of management. • The value of control lies predominantly in planning, empowering employees, protecting the workplace.
- 12. WHAT TAKES PLACEAS MANAGERS CONTROL? Section 2
- 14. WHAT IS MEASURING? •The first step in control • Four common sources of information frequently used by managers to measure actual performance are personal observation, statistical reports, oral reports, and written reports. Personal observation Statistical reports Oral reports Written reports
- 15. WHAT IS MEASURINGAND HOW DO MANAGERS MEASURE?
- 16. WHAT DO MANAGERSMEASURE? • What is measured is more critical to the control process than how it is measured. The selection of the wrong criteria can result in serious dysfunctional consequences. What is measured determines what people in the organization will attempt to excel at. Some control criteria are applicable to any management situation. Criteria such as employee satisfaction or turnover and absenteeism rates can be measured. Most managers have budgets for their area of responsibility set in monetary units and keeping costs within budget can be measured. Any comprehensive control system Measured critical? Control process? Wrong criteria? Dysfunctional? Measure people in org? Some control criteria is applicable Need to recognize diversity control system
- 17. WHAT DO MANAGERSMEASURE? • Some activities are more difficult to measure in quantifiable terms. But most activities can be broken down into objective segments that allow for measurement. The manager needs to determine what value a person, department, or unit contributes to the organization and then convert the contribution into standards. Most jobs and activities can be expressed in tangible and measurable terms. When a performance indicator cannot be stated in quantifiable terms, managers should look for and use subjective measures. Certainly, subjective measures have significant limitations. Any analysis or decisions made on the basis of subjective criteria should recognize the limitations of the data. Some activities are difficult to measure in quantifiable terms. Activities are in tangible and measurable Manager should use subjective measures if quantifiable cannot be used
- 18. HOW DO MANAGERSCOMPARE ACTUAL PERFORMANCE TO PLANNED GOALS? • The comparing step determines the degree of discrepancy between actual performance and the standard. • It is critical to determine the acceptable range of variation. • In the comparison stage, managers are particularly concerned with the size and direction of the variation.
- 22. WHAT MANAGERIAL ACTIONCAN BE TAKEN? • The third and final step in the control process is taking managerial action. • Managers can choose among three courses of action: they can do nothing; they can correct the actual performance; or they can revise the standard. • Doing nothing is fairly self-explanatory. • How Do You Correct Actual Performance? • If the source of the variation has been deficient performance, the manager will want to take corrective action. • Make another decision; take immediate or basic corrective action? Immediate corrective action corrects problems at once and gets performance back on track.
- 23. WHAT MANAGERIAL ACTIONCAN BE TAKEN? • Basic corrective action asks how and why performance has deviated and then proceeds to correct the source of deviation. • It is not unusual for managers to rationalize that they do not have the time to take basic corrective action and therefore must be content to perpetually put out fires with immediate corrective action. • Effective managers analyze deviations, and when the benefits justify it, take the time to permanently correct significant variances between standard and actual performance
- 24. HOW DO YOUREVISE THE STANDARD? • It is also possible that the variance was a result of an unrealistic standard—that is, the goal may have been too high or too low. • The standard needs corrective attention, not the performance. • The more troublesome problem is the revising of a performance standard downward. • It may be true that standards are too high. • But keep in mind that if employees or managers don’t meet the standard, the first thing they are likely to do is to attack the standard itself.
- 25. WHATTAKESPLACEASMANAGERSCONTROL? VideoTime–“Creatingorganizationalculturesbasedonvaluesand performance“ “Rhoades hasproven that when implemented correctly, this kind of corporate culture not only creates a great work environment for employees but also increases all other performance measures” Ann Rhoades was Vice President of the People Department of Southwest Airlines, Executive Vice President of Team Services for Promus Hotel Corporation and most recently, the Executive Vice President of People for JetBlue Airways where she served for 15 years as a Board Member. She is President of People Ink, her consulting company that helps organizations create unique workplace cultures based on values and performance. https://www.youtube.com/watch?v=Blh M7vALtUM&t=55s
- 26. WHAT SHOULD MANAGERSCONTROL? Section 3
- 28. WHAT IS FEEDFORWARDCONTROL? The most desirable type of control— feedforward control—prevents anticipated problems. • It takes place in advance of the actual activity. • It’s future-directed. • The key to feedforward control is taking managerial action before a problem occurs. Feedforward controls allow management to prevent problems rather than having to cure them. These controls require timely and accurate information that is often difficult to develop.
- 29. WHEN IS CONCURRENTCONTROL USED? • It takes place while an activity is in progress. • Management can correct problems before they become too costly. • The best-known form of concurrent control is direct supervision. Technical equipment can be designed to include concurrent controls.
- 30. WHY IS FEEDBACKCONTROL SO POPULAR? • The most popular type of control relies on feedback. The control takes place after the action. • The major drawback of this type of control is that by the time the manager has the information, the damage has already been done. It’s analogous to locking the barn door after the horse has been stolen. • Feedback has two advantages over feedforward and concurrent control. First, feedback provides managers with meaningful information on how effective their planning efforts were. Second, feedback control can enhance employee motivation.
- 31. KEEPING TRACK: WHATGETS CONTROLLED? • Every business wants to earn a profit and to achieve this goal, managers need financial. Traditional financial measures managers might use include ratio analysis and budget analysis. • Next slide summarizes some of the most popular financial ratios that managers will analyze. • Budgets are another type of financial control tool that are used for planning and controlling. Ratio analysis Budget analysis
- 32. KEEPING TRACK: WHATGETS CONTROLLED?
- 33. KEEPING TRACK OFORGANIZATION’S INFORMATION • Managers deal with information controls in two ways: (1) as a tool to help them control other organizational activities and (2) as an organizational area they need to control. • A management information system (MIS) is a system used to provide managers with needed information on a regular basis. • The term system in MIS implies order, arrangement, and purpose. An MIS focuses specifically on providing managers with information (processed and analyzed data), not merely data (raw, unanalyzed facts)
- 34. KEEPING TRACK OFORGANIZATION’S INFORMATION • Managers must have comprehensive and secure controls in place to protect that information. • Equipment such as laptop computers and even RFID (radio-frequency identification) tags are vulnerable to viruses and hacking, so information controls should be monitored regularly to ensure that all possible precautions are in place to protect important information.
- 35. KEEPING TRACK USINGA BALANCED SCORECARD APPROACH • A balanced scorecard typically looks at four areas that contribute to a company’s performance: financial, customer, internal processes, and people/innovation/growth assets. According to this approach, managers should develop goals in each of the four areas and then measure whether the goals are being met.
- 36. WHAT SHOULD MANAGERSCONTROL? Feedforward, concurrent, and feedback controls - Questions • Contrast feedforward, concurrent, and feedback controls. • Why do you think feedback control is the most popular type of control? Justify your response
- 37. WHAT SHOULD MANAGERSCONTROL? Feedforward, concurrent, and feedback controls - Answers Contrast feedforward, concurrent, and feedback controls. • Feedforward controls take place before a work activity is done. Concurrent controls take place while a work activity is being done. Feedback controls take place after a work activity is done. Why do you think feedback control is the most popular type of control? Justify your response • Students’ responses will vary but might include things like: managers have experience with feedback; it’s natural to want to wait and see what outcomes are before making adjustments, the difficulty in establishing the information systems needed for feed forward control, etc. In the end, it may be more cost effective for companies to get the product out of the door and then hope that the customer does not complain than to spend money on the other types of controls.
- 38. WHAT CONTEMPORARY CONTROLISSUES DO MANAGERS CONFRONT? Section 4
- 39. DO CONTROLS NEEDTO BE ADJUSTED FOR CULTURAL DIFFERENCES? • Methods of controlling employee behavior and operations can be quite different in foreign countries. • The differences in organizational control systems of global organizations are primarily in the measurement and corrective action steps of the control process. • Managers of foreign operations of global corporations tend not to be closely controlled by the home office. Distance keeps managers from being able to observe work directly. The home office of a global company often relies on extensive formal reports for control. The global company may also use the power of information technology to control work activities.
- 40. DO CONTROLS NEEDTO BE ADJUSTED FOR CULTURAL DIFFERENCES? • Technology’s impact on control is most evident in comparing technologically advanced nations with more primitive countries. Organizations in technologically advanced nations use indirect control devices—particularly computer-related reports and analyses— in addition to standardized rules and direct supervision to ensure that activities are going as planned. • In less technologically advanced countries, direct supervision and highly centralized decision making are the basic means of control. • Constraints on what corrective action managers can take may affect managers in foreign countries. Laws in some countries do not allow managers the option of closing facilities, laying off employees, or bringing in a new management team from outside the country. Technology impact on control i.e. indirect control device Less technologically advanced countries – use basic control Constraint of corrective action globally- need to follow law of home countries.
- 41. WHAT CHALLENGES DOMANAGERS FACE IN CONTROLLING THE WORKPLACE? • Is my work computer really mine? Do you think you have a right to privacy at your workplace? • Employers can, among other things: read your e-mail (even confidential messages), tap your work telephone, and monitor your computer work. • Managers feel they must monitor what employees are doing because employees are hired to work, not to surf the Web checking stock prices, placing bets at online casinos, or shopping for presents for family or friends. Recreational on-the-job Web surfing. • A survey of U.S. employers said that 87 percent of employees look at non work-related Web sites while at work and more than half engage in personal Web site surfing every day.
- 42. WHAT CHALLENGES DOMANAGERS FACE IN CONTROLLING THE WORKPLACE? • Managers don’t want to risk being sued for creating a hostile workplace environment because of an offensive message or inappropriate images displayed on a co-worker’s computer screen. Federal law views a company’s e-mail no differently than if offensive materials were circulated on a company’s letterhead. • Managers want to ensure that company secrets aren’t being leaked. • The consequences of inappropriate workplace computer usage can be serious for employees and companies.
- 43. IS EMPLOYEE THEFTON THE RISE? • Nearly 85 percent of all organizational theft and fraud is committed by employees—not outsiders. • Employee theft is defined as any unauthorized taking of company property by employees for their personal use. • It can range from embezzlement to fraudulent filing of expense reports to removing equipment, parts, software, and office supplies from company premises.
- 44. WHY DO EMPLOYEESSTEAL? • The industrial security people propose that people steal because the opportunity presents itself through lax controls and favorable circumstances. • Criminologists say it’s because people have financial-based pressures (such as personal financial problems) or vice- based pressures (such as gambling debts). • Clinical psychologists suggest that people steal because they can rationalize whatever they’re doing as being correct and appropriate behavior (“everyone does it,” “they had it coming,” “this company makes enough money and they’ll never miss anything this small,” “I deserve this for all that I put up with,” and so forth). • What can managers do? The concept of feedforward, concurrent and feedback control is useful for identifying measures to deter or reduce employee theft Opportunity presents Finance-based pressures Can’t rationalize correct or appropriate behavior Manager need to use feedforward, concurrent and feedback control
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- 47. WHAT CAN MANAGERSDO ABOUT WORKPLACE VIOLENCE? • The U.S. National Institute of Occupational Safety and Health says that each year, some 2 million American workers are victims of some form of workplace violence such as verbal abuse, yelling at coworkers, purposeful damage of machines or furniture, or assaulting coworkers. • Anger, rage, and violence in the workplace are intimidating to coworkers and adversely affect their productivity. • The annual cost to U.S. businesses is estimated to be between $20 billion and $35 billion.
- 48. DYSFUNCTIONAL WORK ENVIRONMENTSARE CHARACTERIZED BY: • Employee work driven by TNC (time, numbers, and crises). • Rapid and unpredictable change where instability and uncertainty plague employees. • Destructive communication style where managers communicate in excessively aggressive, condescending, explosive, or passive-aggressive styles; excessive workplace teasing or scapegoating. • Authoritarian leadership with a rigid, militaristic mind-set of managers versus employees; employees aren’t allowed to challenge ideas, participate in decision making, or engage in team-building efforts. Employee work driven by time, numbers and crises Rapid and unpredictable change Destructive communication Authoritarian leadership
- 49. DYSFUNCTIONAL WORK ENVIRONMENTSARE CHARACTERIZED BY: • Defensive attitude where little or no performance feedback is given; only numbers count; and yelling, intimidation, and avoidance are the preferred ways of handling conflict. • Double standards in terms of policies, procedures, and training opportunities for managers and employees. • Unresolved grievances because there are no mechanisms or only adversarial ones in place for resolving them; dysfunctional individuals may be protected or ignored because of long- standing rules, union contract provisions, or reluctance to take care of problems. • Emotionally troubled employees and no attempt by managers to get help for these people. Defensive attitude Double standards policies Unresolved grievances Emotionally troubled employees
- 50. DYSFUNCTIONAL WORK ENVIRONMENTSARE CHARACTERIZED BY: • Repetitive, boring work where there’s no chance for doing something else or for new people coming in. • Faulty or unsafe equipment or deficient training, which keeps employees from being able to work efficiently or effectively. • Hazardous work environment in terms of temperature, air quality, repetitive motions, overcrowded spaces, noise levels, excessive overtime, and so forth. To minimize costs, no additional employees are hired when workload becomes excessive leading to potentially dangerous work expectations and conditions. • Culture of violence where there’s a history of individual violence or abuse; violent or explosive role models; or tolerance of on-the-job alcohol or drug abuse. Repetitive, boring work Faulty or unsafe equipment Hazardous work environment Culture of violence
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- 52. WHATCONTEMPORARYCONTROLISSUESDOMANAGERSCONFRONT? VideoTime–“BullyingandCorporatePsychopathsatWork” The evidenceand effects of toxic leadership, and in particular the influence of the presence of corporate psychopaths on various workplace outcomes, including on levels of conflict and bullying at work. Clive Boddy, a Professor of Leadership and Organizational Behavior at Middlesex University in England, studies the evidence and effects of toxic leadership, and in particular the influence of the presence of corporate psychopaths on various workplace outcomes, including on levels of conflict and bullying at work. https://www.youtube.com/watch?v=tlB 1pFwGhA4