Controlling:The process of monitoring, comparing and correcting work performance.

Is called controlling

Importance:Control is important because planning can be done, Employee can be motivated through leadership and an organizational structure can be created for achievement of goals but there is no assurance that activates is going as planned. Control helps managers to know whether organizational goal are being met and how if they're not being met then what reason of it is.

The Control Process:There are three steps involve in control process. (1) Measuring (2) Comparing with standards (3) Correcting the actual performance

Measuring:To determine what actual performance is, a manager must first get information about it. Thus, the first step in control is measuring. How we measure: Four approaches managers use to measure and report actual performance are personal observations, statistical reports, Oral reports and written reports.

What we measure:
What is measure is probably more critical then how its measured because selecting the wrong criteria can create serious problem. Control criteria should recognize he different activities that managers supervise. For instance, a manager at a pizza delivery location might use measures such as numbers of pizza delivered per day, average delivery time.

Comparing:Taking Managerial Action:In this step managers have to take action. There three Type of actions (1) Do nothing (2) Correct the actual performance (3) Revise the standard

Correct the Actual performance:

Depending on what the problem is, a manager could take different corrections. For instance, if unsatisfactory work is the reason for performance variations, the manager could correct it by training programs.

Revise the Standard:In some cases, we cant achieve our goal due to difficulty and we immediately blame the goal. In this typed of cases managers should to take action by encourage their units. For instance a sale people who dont meet their quota often want to blame what they think is unrealistic quota. The point is that when performance isnt up to par, you shouldn't immediately blame the goal or standard. If you be leave the standard is realistic, fair and achievable then tell employees that you expect future work to improve and then take the necessary corrective action to help make that happen.