Planning

Planning is deciding in advance what to do and how to do. It is one of the basic managerial
functions. Before doing something, the manager must formulate an idea of how to work on a
particular task. Thus, planning is closely connected with creativity and innovation. It involves
setting objectives and developing appropriate courses of action to achieve these objectives.

"Planning bridges the gap from where we are to where we want to go. It makes it possible for
things to occur which would not otherwise happen" - Koontz and O'Donnel.

Importance of Planning
• Planning provides directions
• Planning reduces the risks of uncertainty
• Planning reduces overlapping and wasteful activities
• Planning promotes innovative ideas
• Planning facilitates decision making
• Planning establishes standards for controlling

Features of planning
• Planning focuses on achieving objectives
• Planning is a primary function of management
• Planning is pervasive
• Planning is continuous
• Planning is futuristic
• Planning involves decision making
• Planning is a mental exercise

Planning Process
Setting objectives: Objectives may be set for the entire organization and each department or
unit within the organization

AREAS FOR ORGANIZATIONAL OBJECTIVES:

1. Market Standing
2. Innovation
3. Productivity
4. Profitability
5. Managerial Performance and Development
6. Worker performance & attitude
7. Public Responsibility

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Steps in Planning Process:
• Developing premises: Planning is concerned with the future which is uncertain and
every planner is using conjecture about what might happen in future.
• Identifying alternative courses of action: Once objectives are set, assumptions are
made. Then the next step would be to act upon them.
• Evaluating alternative courses: The next step is to weigh the pros and cons of each
alternative.
• Selecting an alternative: The best plan has to be adopted and implemented.
• Implement the plan: This is concerned with putting the plan into action.
• Follow-up action: Monitoring the plans are equally important to ensure that
objectives are achieved.

Management by Objectives (MBO)

Management by Objectives (MBO) is a process of defining objectives within an organization
so that management and employees agree to the objectives and understand what they are in
the organization.

The term "management by objectives" was first popularized by Peter Drucker in his 1954
book 'The Practice of Management'.

The essence of MBO is participative goal setting, choosing course of actions and decision
making. An important part of the MBO is the measurement and the comparison of the
employee’s actual performance with the standards set. Ideally, when employees themselves
have been involved with the goal setting and choosing the course of action to be followed by
them, they are more likely to fulfill their responsibilities.

ADVANTAGES

1. Motivation – Involving employees in the whole process of goal setting and increasing
employee empowerment increases employee job satisfaction and commitment.
2. Better communication and Coordination – Frequent reviews and interactions between
superiors and subordinates helps to maintain harmonious relationships within the enterprise
and also solve many problems faced during the period.
3. Clarity of goals
4. Subordinates have a higher commitment to objectives that they set themselves than those
imposed on them by their managers.
5. Managers can ensure that objectives of the subordinates are linked to the organization's
objectives.

DISADVANTAGES
There are several limitations to the assumptive base underlying the impact of managing by
objectives, including:
1. It over-emphasizes the setting of goals over the working of a plan as a driver of outcomes.
2. It underemphasizes the importance of the environment or context in which the goals are
set.

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3. Companies evaluated their employees by comparing them with the "ideal" employee. Trait
appraisal only looks at what employees should be, not at what they should do.

The use of MBO needs to be carefully aligned with the culture of the organization. While
MBO is not as fashionable as it was before the 'empowerment' fad, it still has its place in
management today.

The key difference is that rather than 'set' objectives from a cascade process, objectives are
discussed and agreed, based upon a more strategic picture being available to employees.
Engagement of employees in the objective setting process is seen as a strategic advantage by
many.

A saying around MBO -- "What gets measured gets done", ‘Why measure performance?
Different purposes require different measures’ -- is perhaps the most famous aphorism of
performance measurement; therefore, to avoid potential problems SMART and SMARTER
objectives need to be agreed upon in the true sense rather than set.

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 DECISION MAKING
Decision: The choice made from available alternatives that is expected to lead to favorable
solution to problem

Decision Making: The process of recognizing a problem, generating and weighing

alternatives, coming to a decision, taking action and assessing the results.

ELEMENTS OF THE DECISION SITUATION

- The Decision Makers

- Goals to be served
- Relevant Alternatives
- Order of the Alternatives
- Choice of alternative

Types of Problems:
- Crisis problem
- Non crisis problem
- Opportunity problem

Types of Decisions:
- Programmed Decisions
- Non programmed decisions

Conditions of Decision Making:

- Certainty
- Risk
- Uncertainty
- Ambiguity

Group Decision Making

Advantages and Disadvantages

Processes of making group decisions

• Brainstorming
• Nominal Group technique
• Delphi Group technique

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Rational Decision Making Process
Step 1: Identify the problem
- Recognize the problem
- Defining the problem
- Diagnosis of problem

Step 2: Generate alternatives

Step 3: Evaluate Alternatives

Step 4: Make the Decision

Step 5: Implement the Decision

Step 6: Evaluate the results and provide feedback

Barriers to decision making

- Imperfect or incomplete information
- In accurate identification of problem or alternatives
- Biases