EVALUATION OF CONTROL
The second phase in the regulatory process is to assess or evaluate. With the judge, is intended to compare the results of subordinate employment (actual result) with the measuring device (standard) that has been determined. Thus, it is clear to be able to carry out this task should be available two things, namely, (1) standard or the measuring device and (2) the actual result or the work of subordinates.
What standard is used as a measuring device? It has been determined or defined in the first phase. What matters is to get the job subordinate (actual result). Where work can be perceived by subordinates. Subordinate job can be known through a variety of ways, namely (1) of the written report prepared subordinates, both regular reports and special reports and (2) directly to subordinates to ask the job, or subordinates are called to give oral reports.
Getting a subordinate work through the first way, constitute an aspect of weakness. With written report of subordinates, leadership is difficult to determine what form of reality and what is the form of opinions in the report. In other words, the written report can be prepared in such a way that subordinates are exaggerated, that is subordinate to the results achieved are reported in excess of actual results. Furthermore, it probably is not properly prepared the report, that is, not all the elements of the report is loaded. Through the second way was there an aspect of weakness. Not always the leadership have enough time to visit the subordinate or interview with subordinates, considering other activities, given the distance, and so forth. The weakness of the first way can be overcome by providing guidance or guidelines in the preparation of the report (see last section in the chapter which precedes this chapter).
Weakness in the second way can be overcome by lifting the leadership aide who did the activity. Thus, formed a body of control (supervision), which served to get the jobs report came subordinates by asking subordinates or subordinates to give oral reports. Establishment of control bodies as described above, is a way to streamline the lead in carrying out this supervisory function.
The second ball to the above are available, so good standards already exist and actual result, leaders can conduct the assessment. So, the leadership of subordinate job comparing actual results with the standard so that by comparison it can be ascertained whether the deviation occurred. Thus, the standard rate reality. For details were given more examples that have been put forward in the last chapter. For a standard defined sales area real sales in a month it was only 400,000, 00. By comparing the standard with the fact that, clearly seen that the irregularities amounted to 100,000, 00. This is the second phase, which conducted an assessment or a standard to compare with actual results achieved by subordinates.
The second phase in the regulatory process is to assess or evaluate. With the judge, is intended to compare the results of subordinate employment (actual result) with the measuring device (standard) that has been determined. Thus, it is clear to be able to carry out this task should be available two things, namely, (1) standard or the measuring device and (2) the actual result or the work of subordinates.
What standard is used as a measuring device? It has been determined or defined in the first phase. What matters is to get the job subordinate (actual result). Where work can be perceived by subordinates. Subordinate job can be known through a variety of ways, namely (1) of the written report prepared subordinates, both regular reports and special reports and (2) directly to subordinates to ask the job, or subordinates are called to give oral reports.
Getting a subordinate work through the first way, constitute an aspect of weakness. With written report of subordinates, leadership is difficult to determine what form of reality and what is the form of opinions in the report. In other words, the written report can be prepared in such a way that subordinates are exaggerated, that is subordinate to the results achieved are reported in excess of actual results. Furthermore, it probably is not properly prepared the report, that is, not all the elements of the report is loaded. Through the second way was there an aspect of weakness. Not always the leadership have enough time to visit the subordinate or interview with subordinates, considering other activities, given the distance, and so forth. The weakness of the first way can be overcome by providing guidance or guidelines in the preparation of the report (see last section in the chapter which precedes this chapter).
Weakness in the second way can be overcome by lifting the leadership aide who did the activity. Thus, formed a body of control (supervision), which served to get the jobs report came subordinates by asking subordinates or subordinates to give oral reports. Establishment of control bodies as described above, is a way to streamline the lead in carrying out this supervisory function.
The second ball to the above are available, so good standards already exist and actual result, leaders can conduct the assessment. So, the leadership of subordinate job comparing actual results with the standard so that by comparison it can be ascertained whether the deviation occurred. Thus, the standard rate reality. For details were given more examples that have been put forward in the last chapter. For a standard defined sales area real sales in a month it was only 400,000, 00. By comparing the standard with the fact that, clearly seen that the irregularities amounted to 100,000, 00. This is the second phase, which conducted an assessment or a standard to compare with actual results achieved by subordinates.