COORDINATION

Coordination is bringing group activities into proper ration to ensure that everything that needs to be done is done and to avoid duplication involves distributing authority, providing channels of communication and to arrange work, so that correct work is done, at the correct place in the right way and by the correct person.

PRINCIPLES OF COORDINATION:

·   Principles of Objective: That is the need to have sub. objectives that contribute to the central objectives.

·   Principle of Definition: That is, that tasks must be clearly defined so that subordinates know their tasks.

·   Principle of Unity in Command: That means that each task must have ahead and all members must know the head.

·   Principle of Responsibility: This principle emphasizes that the person in charge is responsible for the performance of his or her subordinates. If work is not well done, the person in charge is answerable.

·   Principle of Authority: This principle demands that the person in charge must have authority equal to the group task.

·   Principle of Span of Control: It says that the person in charge is expected to control between six and ten workers, if control is to be effective.

MOTIVATION

Motivation is way to make an individual act in a goal directed manner. If the organization has goals and objectives, the ' motivation should be directed towards their attainment.

Also McMahon et al (1980) defined motivation as an “inner impulse that induces a person to act in a certain way, it is a series of inner drives within a. person and exists at different levels.
Motivators at Work:

These are things that stimulate people at work:

Identify/ motivators as:

i.        Achievement people get motivated when they achieve in an area. Most people like to do things well, they like to succeed, and usually people are satisfied following success. Therefore, it is the leader's responsibility to assist workers or his subordinates to achieve by giving clear instructions, suitable training and facilities to enable them achieve.

ii.      Recognition: when subordinates work, their talents should be recognized by the leader, to motivate such workers. Therefore as a leader, one needed to always-acknowledge good work, success and give praise (reward) for good work

iii.    Work itself most people like to perform work that and helpful to other people. Such work makes good contribution to the achievement of the organizational goal or objectives. Leaders are supposed to keep dull repetitive task to a minimum and always assure workers of the value or importance of their work.

iv.    Responsibility: is the ability to take the consequence for a decision or action whether good or bad. Most people welcome responsibility, while others fear it. As leaders, you are supposed to help subordinates or workers to take responsibility. Advancement in this context means recognition with reward e.g. promotion with increased salary and responsibility, all would lead to job satisfaction, then leader's role in this respect is to increase worker's knowledge and skills, that they can be ready for promotion.

v.      Self Improvement: most workers like to become mature and to. develop. Leaders should he able to give workers opportunities to discover, develop and master the use of their own ability for it is a kind of motivation for them.

DEFINITION OF DISSATISFIERS

Dissatisfiers things that make people unhappy with their work.

Identity Dissatisfiers at work:

i.                    Inefficient Administration workers or subordinates like administration that is efficient and just; leaders should avoid wasting people's time. Failure to distribute supplies and all such maladministration causes serious dissatisfaction thus discouraging staff.

ii.                  Incompetent Supervision supervisors are expected to be technically competent, or else they lose respect from subordinates. Poor Interpersonal Relations subordinates like to be treated fairly, supervisors who have favourites and are dishonest are usually disliked and work suffers. People often like to be consulted to gain their voluntary cooperation.

iii.                Personal Qualities of the Lead Leadership by example gains the support of subordinates easily. A leader needs to have personal authority that comes from integrity, fairness, good knowledge of job and authority of position; then the leader would make an impression on the followers, otherwise dissatisfaction follows.

iv.                Inadequate pay and bad working condition inadequate pay plus bad work atmosphere and working conditions have been identified as dissatisfiers. Some authorities in management refer to it as “hygiene factors”. For workers to be motivated, remunerations have to be commensurate with work Other thin 5 like holidays, also make for a good working condition. Other dissatisfiers at work include: Use of power, by viewing suggestions negatively and by equating dissent with disloyalty.

v.                  Conformity stereotyping people and treating them all the same, imposing personal values as “the only way to do it, treating employees in a parent-to-child manner and operating in theory at all times.

vi.                Attitude: having a lack of respect for others’ abilities and knowhow, unilateral decision-making and insufficient delegation, over controlling and interference all bring about dissatisfaction at work. Criticism constant unfair, excessive public criticisms often lead to dissatisfaction at work.

vii.              Unclear job goals, responsibilities without authority, unknown organizational philosophies and goals emphasis on process rather than results, contradictory goals and priorities, all lead to dissatisfaction.

viii.            Communication failure to let employees know where they stand, unnecessary of organizational secrecy, lack of feedback, and insufficient and delayed information lead to dissatisfaction.

SUPERVISION

Supervision “a process of ensure that work is done according to the set objectives and planned activities with time allocated and with the resources provided. Supervision also incorporates ensuring that stall perform their assigned duties effectively”.

PURPOSE

§  To identify subordinates training needs.

§  To motivate subordinates

§  To complement the efforts of the subordinates.

§  To give leadership i.e. doing things by example.