encing Performance and well being of Supervisors.ConclusionDelegation can be effective only if in tandem with effective control. Authority should be delegated in commensurate with responsibility, complete accountability of the superior for the actions of his subordinate to optimize the use of one’s time for other work to be done.Planning is important in any decision and must be dynamic with respect to time - because greater the departure of planned changes from the present ways, the greater the potential resistance by the people involved.Organizing is important in relation to attain efficient and effective management of time, for it is an essential element in the creation of conducive work atmosphere in adjacent to the achievement of the organizational objectives. Controlling best works by establishing performance standards for subordinates. To measure the work output efficiency and its performance.RECOMMENDATIONSupervisors who require performance appraisal and interviews that include regular discussion of failures along with success find that it is possible to deal constructively with the problem. Allotting time for table discussion in a routine and casual way does a great deal to ease the tension which otherwise surrounds the subject. Supervisors are encouraged to let its people know that without mistakes little progress can be expected. It is preferred to see calm lessons learned from mistakes rather than panic-action to prevent future mistakes. A healthy philosophy of mistakes could improve the likelihood of successful implementation of the plan.Never take back delegated tasks when something goes wrong, instead one should assist in determining what’s going wrong, why, and what can be done about it. The act of taking the job destroys the relationship of confidence that must exist to have a success in delegation. As with planning it should be flexible which help rather than rigid straitjacket that stultify. If plans turn...
