Functions of management

Increasing willingness and enthusiasm is motivation and motivation is part of directing. Capable employees are less effective without motivation.

Low standards can mislead controlling. Quality of controlling depends on standards fixed in planning.

Timely information is linked with the communication element of directing. Delay in information weakens execution.

After selection orientation and training prepare employees for work. Merely filling posts is not enough.

Repeated deviation may show weakness in one or more functions. In expert answers write cause analysis.

Evaluation of alternatives in planning is needed to understand cost and risk. Without evaluation the decision may be weak.

Staffing is the correct answer. It includes recruiting, selecting, training and placing suitable employees for a job. Buying the machine alone is not enough; without trained operators, the plan cannot be implemented effectively. Organising arranges work and resources, but the specific failure here is the absence of suitable human resources. Exam tip: Choose staffing when a question focuses on recruitment, selection, training, placement or the right person for a job.

Directing gives confidence leadership and motivation. Even with authority motivation and guidance are needed.

Controlling considers not one but many standards. Lower expense with falling quality is a warning.

Unclear goal is weakness of planning and unclear responsibility is weakness of organising. Identify two functions together in cases.

Capable employees also need motivation and guidance. If directing is weak human resources do not give full capacity.

Management functions are connected like a process. Feedback from controlling improves planning and other functions again.

Organising is not only assigning authority but also creating relationships and coordination. Without coordination departments may move separately.

Staffing includes training and development along with selection. Job specific skills must be developed.

Communication and motivation in directing improve acceptance of targets. Participation increases employee commitment.

Choosing customer segment and target market is part of planning. Wrong selection weakens later functions too.

Staffing is not only recruitment. It also includes training development and employee retention related aspects.

Feedback from controlling should be used in future planning. Repeating the same error shows weakness in this relation.

The correct match is planning with unclear goals. Planning begins by deciding objectives, selecting a course of action, and determining how and when work will be performed. Therefore, if an organisation has vague or uncertain goals, the planning function needs attention. Low motivation is mainly associated with directing, because directing includes leadership, communication, supervision, and motivation. Comparison of actual results with predetermined standards belongs to controlling, not staffing. Creation of posts and arrangement of positions are parts of organising, whereas directing guides people after the structure has been created. Thus option A is the only accurate function-problem relationship; the other choices pair each activity with an unsuitable management function.

Complex structure can slow decisions and responsibility. A good plan needs simple and clear organising.

Even right people cannot work without resources and authority. This shows the relation between staffing and organising.

Guidance and feedback during work are parts of directing. They keep employees in the right direction.

In planning objectives show the result direction and policy gives decision boundary. Both make the plan clear.

Investment in human resources increases organisational capability. Staffing is not only filling posts but also development.

Leadership gives direction and motivation increases willingness. Together they convert plan into action.