DIRECTING

Nature of Directing:

The following points highlight the nature of directing:

1. Process of action:

Direction initiates action at top level of the organisation and flows down the hierarchy. It follows that subordinates have to be directed by their superiors only.

2. On-going process:

Directing is not an intermittent function of management. It is a process of continuously guiding the behavior of others.

3. Not supported by rules:

Since the behavior of people cannot be predicted through mathematical or statistical tools, the function of directing is based on behavioral sciences. It is not supported by rules or regulations.

4. Directing is situational:

Managers influence the behavior of employees according to situation. The directions change from situation to situation. Factors like environment, nature of workers, group behavior, attitude towards work etc. affect directing.

5. Behavioral science:

Since directing deals with human behavior, managers study different aspects of human psychology to understand how to influence their behavior.

6. Understand group behavior:

No person can work alone. While working in the organisation, he becomes part of the informal groups (formed on the basis of common interests of individuals). The behavior of a person is different as an individual and as member of the group. It is, therefore, essential that managers understand the nature of group behavior in order to direct effectively.

7. Participative:

Direction initiates action on the part of employees. To ensure greater participation of workers in carrying out the organisational activities, they should take part in the meetings to discuss various direction policies.

8. Pervasive:

Managers at all levels in all functional areas direct their subordinates. Top managers guide middle and lower level managers who further direct supervisors and workers. It is performed at every level of management.

Every person in the organisational hierarchy is superior to some and subordinate to others except those at the top and the bottom. Direction maintains and strengthens superior-subordinate relationships and inspires everyone in the organisation to have a common vision, that is, contribution to organisational goals.

IMPORTANCE OF DIRECTING

1. Initiates action:

Direction initiates action that motivates people to convert the resources into productive outputs. It gives substance to managerial functions of planning, organizing, staffing and controlling. People learn to manage the resources in the most effective way that results in their optimum utilization.

2. Creates a sound work environment:

If directions are issued in consultation with employees (participative), it creates an environment of understanding where people work to their maximum potential, willingly and enthusiastically to contribute towards organisational goals.

3. Develops managers:

Managers who are personally motivated to work can also direct others to work. Managers develop their skills and competence to direct others to follow. If managers and employees work in harmony, it promotes skills of the employees and develops managers to assume responsibilities of higher levels in the organisation.

Motivation, leadership and communication help in bringing people together. They exploit employees’ talent to the fullest and also provide scope for their skill enhancement. This is beneficial for both the employees and organisation. Direction, thus, prepares future managers.

4. Behavioral satisfaction:

Since direction involves human behavior and psychology, employees feel behaviorally satisfied and personally inspired to achieve organisational goals.

5. Increase in productivity:

Personally satisfied employees contribute towards output and efficiency of the organisation.Direction gets maximum out of subordinates by exploiting their potential and increasing their capabilities to work.

6. Achieves coordination:

Directing aims at continuous supervision of activities. It achieves coordination by ensuring that people work towards planned activities in a coordinated manner. It integrates the actions of employees that increases their understanding of mutual interdependence and their collective effort to achieve the organisational goals. It also helps to harmonies individual goals with organisational goals.

7. Facilitates control:

Coordination brings actual performance in conformity with planned performance. The controlling function is, thus, facilitated through effective direction.

8. Facilitates change:

Direction helps in introducing change in the organisation structure and adapting the organisation structure to external environment. Organisation operates in the society as an open system and has to accept social changes for its survival and growth. People are not easily receptive to changes. Direction helps in changing attitude of people towards change and accepts it as a way of life.

9. Facilitates growth:

Organisation open to change is responsive to growth. Direction harmonizes physical, financial and human resources, balances various parts of the organisation and creates commitment among people to raise their standards of performance.