Which of the Following is Not a Function of Directing?

Which of the Following is Not a Function of Directing

Directing is the process of instructing, guiding, supervising and influencing people. It enables employees to achieve organizational goals and objectives as planned.

Planning, Organizing and Staffing are all important management functions, but they cannot get the job done without direction. Therefore, directing is necessary at every level of management. In this article, we will discuss every point of Which of the Following is Not a Function of Directing ?

Also Read: Interview Samsung Fastcompany Jung Smarttag Smartthings


Leadership is the process of influencing others to accomplish shared goals. This includes guiding, instilling confidence and zeal in workers to complete their assigned tasks.

Leadership can be exercised by leaders in three main ways: prestige, charisma, and dominance[21]. Prestige-based influence relies on the leader’s competence, expertise, and skills to signal values, emotions, and symbols that resonate with followers. People voluntarily accord this kind of influence to leaders because they see them as the most qualified person to do the job.

Charisma-based influence involves the use of feelings, images, and symbols that appeal to followers and that serve to inspire them toward achieving grand visions. When followers see the leader as someone with a strong personality, they are more likely to follow him or her.

Dominance-based influence is also a common strategy for influencing others to accomplish shared goals. In this case, the leader uses his or her ability to dominate other members of the group, either through intimidation or authority.

This type of influence can be very effective, especially in a highly competitive or hierarchical environment. You often see it in surgical, military, and sports teams, where the leader is motivated to impose his or her will on the players to achieve certain team goals.

These types of strategies may not always work, but they do usually yield results in most cases. For example, Jose Mourinho (the football coach, if you are from the United States) mainly uses prestige-based and charisma-based influence to motivate his team, but switches to dominance-based strategies when members of his team violate important group norms or ethical standards.

While these elements appear in most definitions of leadership, there is some controversy about their purpose and outcome[6]. Some argue that leadership occurs as long as the leader’s followers are on board with him or her, regardless of the purpose. Alternatively, some argue that it occurs only when the leader and the group benefit from the work they do together.

Whichever perspective you hold, you must recognize that the way you see leadership will influence the way you try to lead. In the end, it is your efforts and your choices of followers that will determine whether your leadership succeeds or fails. Therefore, it is worth taking a closer look at the ways in which you fulfill these key elements of leadership and analyze the eventual biases that may have influenced your efforts.


Motivation is the drive that causes individuals to act toward a goal. It is a complex process that involves the biological, emotional, social and cognitive forces that activate human behavior.

Psychologists have developed theories to understand motivation. These include the hierarchy of needs proposed by Abraham Maslow in 1943. The theory outlines the basic levels of human need from the most basic to self-actualization, including love, belonging and purpose.

The theory also explains why people are motivated to act and what factors are responsible for this behavior. It is important to remember that the reasons people are motivated vary, and there are different types of motivation.

Intrinsic motivation is a form of voluntary action that is performed out of pleasure or a desire to achieve something. This type of motivation is linked to an individual’s values or beliefs.

Extrinsic motivation is a more controlled form of voluntary action that involves outside influences, such as money or prizes. This is a type of motivation that can be effective in motivating someone to perform an activity they may not enjoy.

A person is motivated to behave in a certain way because they feel that it will benefit them personally or professionally. They do not feel that they are doing anything wrong, but simply want to be successful and achieve what they believe is their best potential.

This type of motivation can be helpful when a person is feeling depressed or lacking in energy. It can also be used when a person is struggling to make a difficult decision or accomplish a task that they do not find enjoyable.

Generally, this type of motivation is more effective than intrinsic motivation in motivating someone to do something they do not want to do. For example, a person might be motivated to lose weight because they do not like the way they look.

The key to success is to find a balance between these two types of motivation. If you find that you are constantly relying on external rewards to motivate yourself, consider whether the goal itself is too challenging or if there is an easier and more enjoyable option available.


Directing is a crucial managerial function that involves giving orders, monitoring and controlling, inspiring, counseling, overseeing and leading people towards the accomplishment of organizational goals. It is the most important aspect of management because without directing, other functions such as planning, organizing and staffing become ineffective.

Moreover, directing integrates the efforts of different employees in the organization so that they work together for achieving the goals. This is done by effective guidance, leadership and communication.

While directing, managers should be careful about the way they communicate with their subordinates. This is because the language that they use may not be understood by others, and it can also cause misunderstandings in the workplace.

A good communicator is aware of the various ways that people will respond to their messages, and he or she will make sure that their messages are delivered effectively and accurately. This means paying attention to verbal and nonverbal cues, and taking the time to clarify any confusion.

Another essential part of communicating is feedback, which allows the recipient to let the sender know whether they received their message accurately. This can be done through body language, eye contact or gestures.

This feedback lets the receiver know if they were able to understand the information the sender sent them, and if there was any confusion. It also gives the sender a chance to correct any mistakes.

One of the most common mistakes that people make in communication is directing, rather than connecting. This is especially true for leaders, who often tend to be very focused on their goals and objectives.

While it’s possible to be a highly relational leader, it takes a lot of effort and intentionality. John Callanan, author of The 7 Keys to Connecting, shares how he made this shift, and how it’s impacted his life and leadership.

In his book, he offers seven keys to making this change in your own life and career. He shows you how to move from a more directive style of communication to a more relationship-focused one.

The ability to communicate in a manner that is clear and accurate is essential for a successful career in leadership. It’s also a skill that can make or break a company, and it’s one that many people struggle with.


Supervisors are responsible for making sure that those under their supervision do their jobs properly. This can take many forms, from teaching, counseling, or mentoring to disciplinary action.

In the US, supervision is a legal responsibility, and supervisors must follow the law. In addition, it is a good practice to meet with supervisees on a regular basis to observe their work, check on their performance, and give them support where necessary.

Supervision is an important part of any social service organization, whether it’s a nonprofit or for-profit business. It can help staff and volunteers understand their roles, stay committed to the organization, and develop strong relationships with their supervisors.

It should be a two-way street: the supervisor’s job is to teach and encourage the supervisee, and the supervisee’s job is to improve their skills, learn from their experiences, and become better leaders in their work.

The best supervision is employee-centered, meaning it puts people first in a way that ensures productivity and workplace satisfaction. This approach may mean that the supervisor needs to work harder than he might otherwise, but it also means he should make employees feel they’re valued members of the team.

Another aspect of supervision is to set goals for the supervisee that are specific, measurable, attainable, realistic, and timely (SMART). This helps ensure that the supervisee can achieve their desired outcomes, and can show that they’re learning new skills and growing professionally.

If a supervisor fails to monitor supervisees’ progress, they run the risk of getting into trouble themselves. They’ll also find themselves in a weak position if they need to fire someone because of poor performance.

The supervisor’s job is to ensure that all supervision is conducted in a manner that’s ethical, fair, and consistent with the organization’s policies and procedures. This requires a willingness to be flexible and open, to listen to the supervisee’s concerns and needs, and to uphold the supervisor’s professional responsibilities to her supervisees.

Leave a Reply

Your email address will not be published. Required fields are marked *