After finding deviations from the standards, the manager initiates for corrective action. But if the deviation can not be corrected, the manager may opt for
After finding deviations from the standards, the manager initiates for corrective action. But if the deviation can not be corrected, the manager may opt for
Solution
Option 1 -> If deviations persistently cannot be corrected, it indicates standards may be unrealistic or outdated, requiring revision to align with current capabilities and conditions.
Option 2 -> Promoting staff is a reward mechanism and does not address the fundamental issue of uncorrectable deviations from performance standards.
Option 3 -> Laying off staff is a drastic measure that doesn't solve the problem of inappropriate standards and may harm organizational morale and resources.
Option 4 -> Delaying performance appraisal is merely postponing the issue rather than addressing why deviations cannot be corrected.
Hence, Option 1: Revision of standards -> When corrective actions fail to address deviations, it signals that the standards themselves may be unrealistic, obsolete, or misaligned with current organizational capabilities and environmental conditions. The logical managerial response is to review and revise the standards to make them achievable and relevant, ensuring the control system remains effective and meaningful -> correct
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