Bolivarian Republic of Venezuela

Ministry of Popular Power for University Education

Simón Rodríguez National Experimental University

Núcleo–Maturín

Execution Function and

Direction Function

Facilitator: Participant:

Ducgliana Acevedo Leonardo Rondón

C.I: 30223901

Introduction to Management

Section M1

Maturín - 2021
 Index

Page number

Introduction…………………………………………………………………………. 3

What is it and what is the purpose of the execution function?.................. 4

Recruitment and selection of personnel.................................................. 4-5

Training, development and evaluation of personnel.......................... 5-6

Social and sports activities within the company……………………….. 6-7

Criteria for the effective management of human resources……………….. 7-8

Nature of the management function.................................................. 8

Demotivation techniques…………………………………………………………….. 9-10

The power.............................................................. 10

Tipos de poder……………………………………………………………………….10-11

Functions of leadership.................................................. 12

The principles of coordination and cooperation........................13

Conclusion............................................................... 14

Bibliography............................................................ 15

Appendix..................................................................................................................16-18
 INTRODUCTION

Currently, the world is made up of societies of

organizations, where all of them need to be managed to survive.
And not just merely managed, but managed efficiently.
and profitable, following a well-defined vision and mission outlined accordingly
with a strategic plan. To manage, the administrators or managers lead
rationally the activities of the organization, whether for profit or non-profit.
This involves the planning, organization, direction, and control of all
activities, functions or tasks. Without well-executed action plans, the
organizations would never have the conditions to exist and grow.

For all the above, the role of administrators or managers is of utmost importance.
Importance. They are the ones responsible for making things happen, whether good
oh bad. Just that simple. Without good planning, organization, direction, and control, the
companies cannot operate successfully and achieve their goals and objectives
proposed. Much less, they can be profitable and competitive. It is the manager
o gerente, esa figura de sumo valor, el eje principal, el líder, el guía y promotor de
let things happen and that everyone follows the right path. Otherwise, each
which would follow a different course and different interests.
 1) What is the execution function and what is its purpose?
It is the dynamic process of turning the action that has been into reality.
planned, prepared and organized. The execution function is to ensure that the
members of the organization contribute to achieving the objectives, that the manager or
the executive wants it to be achieved, because they want to achieve it; execution means
carry out the activities established in the plan, under the direction of an authority
supremacy. It also consists of guiding and leading the human group towards achieving
its objectives. In summary, it means to put into action or to act (direct the resources
humans).

The nature and purpose of execution is to physically carry out the

activities that result from the steps of planning and organization, is necessary
that the manager take measures to initiate and continue the required actions to
that the group members carry out the task. Among the measures
common practices used by the manager to get the group into action include directing,
desarrollar a los gerentes, instruir, ayudar a los miembros a mejorarse lo mismo que
his work through his own creativity and the compensation for this is called
execution

Recruitment and selection of personnel.

Process of identifying and engaging qualified candidates to fill the
vacancies. The recruitment process begins with the search and ends when it
They receive job applications. Thus, a set of applicants is obtained, from which
the new employees will be released later. The selection process is considered
regardless of recruitment.

Job descriptions are essential tools,

they provide basic information about the functions and responsibilities that
includes each vacancy
 Staff selection: Once a suitable group is available
Applicants obtained through recruitment, the process begins
of selection. This phase involves a series of steps that add
complejidad a la decisión de contratar y consumen cierto tiempo.
These specific steps are used to decide which applicants should
to be hired. The process begins when a person
apply for the job and finish when the decision is made
to hire one of the applicants. This activity runs the risk of being
judged as an essentially bureaucratic procedure. In many
personnel departments integrate the functions of recruitment
and selection in a single function that can receive the name of
hiring and often constitutes the essential reason for the
existence of the same.

Training, development, and evaluation of personnel.

We define training as a short-term educational process.
a period during which people learn knowledge, skills, and abilities
based on defined objectives. We can say then, that training is
the professional education that prepares a person for a position or function within a
organization, and it involves the transmission of knowledge, whether it is information about the

company, its products, services, its organization, its policy, etc. In second
measure, implies a development of skills, understood as training
task-oriented and the operations that will be executed.

The evaluation is a process to measure the worker's job performance.

with the aim of reaching objective decision-making regarding resources
humans. Modern organizations use employee evaluation to
determine salary increases, training and development needs, so
how to provide documentation to support staff rotation actions.

As a result, a well-managed evaluation serves as a tool for

supervision and development of personnel. The evaluation of the worker becomes a
process to stimulate or judge the value, excellence, and qualities of performance
of a worker, it is a management tool, essential in the activity
administrative, helps to determine appropriate human resources policies for the
needs of the organization. process of human resources development,
it implies on one hand, a defined sequence of conditions and stages aimed at achieving
the integration of the employee into their job position, or the organization,
increase and maintenance of its efficiency, as well as its personal progress
labor in the company, on the other hand a set of methods, techniques and resources to
the development of plans and the implementation of specific actions of the
organization for the normal development of its activities.

Seeks efficiency and greater productivity in the development of its

activities, likewise contributes to enhance performance, morale, and ingenuity
creative of the collaborator. Aimed at improving perception, ability, skill,
motivation.

4) Social and sports activities within the company.

Everyone needs occasional entertainment. The events of
recreational character create an atmosphere of informality through contacts and
the established relationships. Employees not only make contact with their
but also with the members of the management, in a climate that is less
affected by the inflexibility of the chain of command relationships.

Recreational airplanes

They are the services and benefits that aim to provide to the employee.
conditions of rest, fun, recreation, mental hygiene or constructive leisure.
In some cases, these benefits also extend to the employee's family.
They include:

Gremio or club.

Rest areas during work intervals.

Ambient music.
 Sports activities.

Scheduled walks and excursions.

Activities and social relationships.

Organize a series of activities to improve the level of workplace coexistence.

increase interpersonal communication and personal development of all
employees. Some of them are: holidays, outings, social meetings.

Sports activities.

Just like with social activities, they are also organized

sports activities, such as softball championships, tennis, soccer or
basketball

5) Criteria for the effective management of human resources.

Every company for its effective management of human resources must
to work based on a Human Resources Program, which will allow you to know in
systematic form of the people who work, under the following aspects:

A. Knowledge of each person's curriculum regarding:

Studies conducted.

General and humanistic education acquired.

Professional experience completed.

Work experience outside the company.

Promotion and results obtained.

B. Knowledge of each person's capabilities regarding:

Knowledge capacity.

Ability and skill to develop in positions that

involve making decisions and coordinating groups.
 Command and management capacity

Ability to solve problems.

Ability to act responsibly.

Ability to act in line positions or as staff.

In addition to knowing the capabilities of each collaborator, the

the program must develop potential aspects. This means that there are
collaborators whose knowledge and skills enable greater performance
quantity and quality of work. The objective of a potential assessment is to detect
the potential of the collaborators. One can detect the level of concentration
and attention, level of logical reasoning, creativity, organization, capacity of
trabajo bajo presión, calidad en el trabajo, empatía, impulsividad, extroversión–
introversion, teamwork skills, initiative, dynamism, and leadership among
others.

Having a clear view of the potentials allows for the

company to make the most of the unknown qualities of its staff. The
relocation of collaborators based on potential assessment allows
increase the productivity of the company and at the same time the satisfaction of
personal. This process also facilitates internal promotion within the company.

Nature of the management function.

In every organization, the performance of administrative tasks

corresponds to the executives. The executive, also called, administrator, leader
The executive is the person formally in charge of a unit of the company.
This unit can be as broad as the company itself or as narrow as a
small department of it, is a person responsible for the work of
others, regardless of the hierarchical level they are in.
 7) Motivation techniques.

Motivation techniques should be selected considering the specifics.

characteristic of each group or team. In this sense, it is always advisable to keep in mind

the cultural characteristics of the group as such, understanding culture as a way of

to be, to think, to act and to express oneself, since not all techniques can
to be used in any type of group.

Groups vary according to the characteristics of their members, ages,

level of education, interests, expectations, predisposition, experiences, etc. And
In addition, the individual characteristics of each of them will have to be considered.
members.

Below, we describe some of the motivation techniques:

Formar equipos de trabajo: Si las personas se sienten integradas,

the first factor of motivation is covered. This can be achieved
through group integration techniques, such as meetings, etc.

Inform: It consists of communicating, providing information about

objectives, nature of the work, explain the company's policies, define

what is expected from the workers, etc. In this way, the
employees feel more integrated into the organization.

Dirección por objetivos: Si se tienen unos objetivos bien

defined, negotiated with their superiors and that represent a challenge and also
if you manage to reach them, the motivation is immediate. If you do not reach
the objectives, it is the duty of superiors to investigate the cause of the
deviations and proposing new objectives to achieve on the fly.

Incentivization: Sometimes it is not in the hands of the

coordinators, supervisors or heads of economic resources for
reward employees for achieving objectives. That is why it is
it is necessary for them to have other resources, such as greeting cards,
priorities on vacation, which should be accompanied by an increase in
 category, salary increase or promotions, because if not they lose their effectiveness and

become demotivating.

Career planning and training: Training is used

as an incentive that companies provide to their workers,
a pathway for professional projection and promotion.

Increase and maintain the self-esteem of workers: Yes

a manager makes their subordinates feel competent,
increases their motivation to act competently.

The power.

Power can be defined as the ability of an individual or group to

individuals to modify the behavior of other individuals or groups in the manner
desired and to prevent one's own behavior from being modified in a way that is not
one wishes.

9) Types of power.

1. Coercive power: It is based on fear. Those who receive it react out of

fear of the negative results that could occur if they did not comply. Rests in
the application, or the threat of application, of sanctions, imposition of punishments, or the
generation of frustration, through the restriction of movements or control by the
force of basic psychological needs or security. At the organizational level,
A has coercive power over B if they can dismiss, suspend, or demote them.
assuming that B values its work. Also, if it can assign to B tasks that to
they find unpleasant.

2. Reward power: The opposite of the previous one. People comply with the
wishes or decisions of others, because this can bring benefits to him. Therefore, the
Whoever can deliver rewards that others consider valuable will have power.
about these. In the organizational context, they can be: money, evaluations
["positives","promotions","assignment of pleasant tasks","important information"]
preferred work shifts or sales territories. As happens with power
coercive, it is not necessary to be a manager to be able to exert influence through
means of rewards. Rewards such as friendship, acceptance, and the
Praise is available to everyone in the organization, Robbins states. 'The degree
in which an individual seeks such rewards, and the ability you have to
giving or keeping them grants power over the other person,

3. Legitimate power: The power that a person receives as a result of their position in

the formal hierarchy of an organization. The positions of authority include the

coercive and reward powers. But it is broader than these; it includes the
acceptance of authority by the members of an organization. "When the
Boss, the others listen to him and, generally, comply.

4. Power of experts: Influence that is held as a result of the

experience, special skills or knowledge. As jobs become
they become more specialized, we are more dependent on experts to achieve the
goals.

5. Referent power: It is based on behaviors or characteristics

personal qualities of someone, which are admired by others. If you admire someone
to the point of modeling their behavior and attitudes to bring them closer to
those of that person, this one has reference power over you. This is what
explain the use, by marketing specialists, of figures of artists, or
famous athletes in advertising campaigns.

10) Leadership.

The word leadership defines an influence exerted over people.

and that encourages them to work enthusiastically towards a goal
common. The one who exercises leadership is known as a leader. Leadership is the function that
It requires a person who stands out from the rest and is capable of making decisions.
correct for the group, team, or organization that precedes, inspiring the rest of
those who participate in that group to achieve a common goal.
 11) functions of leadership.

The functions of leadership depend on its orientation, we have,

Example: People-centered leadership tends to increase satisfaction.
of them and the cohesion of the group. Task-oriented leadership. Tends to
structure the task of subordinates in the sense of letting them know what is
waiting for them. The leadership function is to induce or persuade all subordinates
the followers achieving the goals of the organization according to their capacity
maximum. Human beings have been interested in the nature of leadership since the beginning.
from history, trying to investigate the characteristics of leaders and non-leaders
leaders, personal characteristics have been taken into account, but currently they
has given more importance to 'behavior', skills and appropriate actions;
using 3 types of skills:

Technical skill: Knowledge and ability of a person in

any type of process or technique.

Human skill: Ability to work effectively with the

people and to obtain results from group work.

Conceptual skill: Ability to think in terms of

models, frameworks and broad relationships as in the plans
long-term strategies.

In order for a group to operate properly, someone must fulfill both functions.
central: "functions related to tasks" or problem-solving and
social functions or 'group maintenance' the former may include
The solution is indicative and providing information and opinions, the latter includes everything.

how much I helped the group to operate with greater harmony.

These functions are provided within the context of a certain

situation, but it is agreed that the following are essential: planning,
initiation, control, support, information and evaluation.
 12) The principles of coordination and cooperation.

The existence of different public administrations, each of them with

its respective legal personality and specific scope of action does not imply that
Is there really total independence in their daily actions. The performances
from the different administrations are carried out, most of the time, in the
framework of complex relationships of coordination and cooperation.

Regarding the principle of coordination, the Constitutional Court

TC has pointed out that coordination must be understood as 'the establishment of means
and relational systems that enable reciprocal information, homogeneity
technique in certain aspects and the joint action of the authorities (of
different entities) in the exercise of their respective competences, so that
the integration of all partial acts into the entirety of the system is achieved.
In this regard, articles 4 and 5 of the LRJPAC can be consulted.

Regarding the principle of cooperation or collaboration, it is worth noting that this

The principle governs the joint exercise of powers by each Administration.

public with the aim of joining efforts with other Administrations and obtaining
good results.

The so-called 'collaboration agreements', regulated in thearticle 6 of the

LRJPACare the usual legal instrument for the articulation of the
inter-administrative collaboration relationships.
 CONCLUSION
The fundamental contribution of this work informs us that the
direction as an administrative function is very important as in this stage of the
Administrative Process also called execution, command, or leadership, is a
function of such transcendence that some authors consider that administration and
The direction and leadership are one and the same because it is when leading that more is exercised.

representatively the administrative functions, so that everyone

leaders can be considered managers.

It mentions the importance of decision-making as it cannot be said

that a plan exists unless a decision has been made: that one has
compromised the resources, the management or the reputation.

He also mentions how important it is to have good communication.

as well as the types of communication and their elements.

One of the management's tools is brainstorming as it allows us

allows feedback on the topic to arrive at the best proposal.
 Bibliography

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 Annexes

Execution function:

Training, development, and evaluation of personnel:

Social and sports activities within the company:

Criteria for the effective management of human resources:

Nature of the management function:

Motivation techniques:

The power:

Leadership: