Question

lauzy fare left his position as senior vice president at blue skies electronics a few weeks ago to become the new ceo of idle time gaming. before joining the new company, lauzy spent time studying idle times competitive position and talking to employees in all divisions and at all levels of the organization. based on his findings, lauzy believes that idle time has potential but also faces some serious challenges if it expects to grow. lauzy found that when confronted by him, most of idle times professional employees seemed almost afraid to express their opinions. he learned that otto craddick, the previous ceo and founder of the company, viewed himself as the boss, and as such, micromanaged every aspect of the business. this discouraged employees from using their own initiative and ideas to solve problems. for example, otto required sales and service representatives to get his approval before they made any major commitments to customers. ottos policy prevented the organization from responding quickly to customer requests, so sales were lost. unlike his predecessor, lauzy believes it is important for sales and service personnel to be able to deal with many types of customer requests without needing approval from top management. he is confident that giving employees the authority and flexibility to deal with customers, and providing them with the training and resources to help them do so, will improve morale within the company, create customer satisfaction, and grow revenues. lauzy also wants to make workers throughout the organization feel more appreciated. he plans to continue meeting with them on a regular basis to seek their advice. he hopes his work - colleagues will eventually respond to his leadership style. he has already encouraged middle managers to get employees more involved in decision - making, and has suggested some problem - solving techniques the managers could try. although he thought that changing the rigidity of the company culture would be his first challenge at the new firm, lauzy quickly realized that there were no standards in place to measure the progress of changes in internal morale, customer satisfaction, and profitability. he has asked managers in those departments to spend more time setting performance standards and then monitoring actual performance. lauzy is confident that in a relatively short period of time internal changes will lead to good company performance. as a member of top management, lauzy performs a variety of important tasks. lauzys decision to establish well - defined standards for monitoring performance means that he expects management to seriously engage in the __________ function of management. select one

Explanation:

In management, setting well - defined standards for monitoring performance is part of the controlling function. The controlling function involves measuring performance against standards, identifying deviations, and taking corrective action. Lauzy wants to set performance standards and monitor actual performance, which aligns with the controlling function.

Answer:

Controlling