Coordination is a process through which harmony is established among different activities of an organisation. It is the force that binds all the functions of mangement.

Science is a systematised body of knowledge that establishes cause and effect relationship.
The basic features of science are:
(i) Systematised body of knowledge: Science is a systematised body of knowledge, consisting of principles and theories based on cause and effect relationship.
(ii) Principles based on experimentation: Scientific principles are valid and applicable universally.
Management is a science because of the following reasons:
(i) Like science, there is a systematised body of knowledge in management, consisting of theories, principles and concepts.
(ii) Principles of management are evolved after continuous observations and experimentation.
(iii) Like science, some of the principles of management have universal validity, but they are not as exact as principles of pure science.
Conclusion: Management is a social science or soft sciences, as it involves the study of human behaviour. Management cannot be as perfect as natural siences. Therefore it is an inexact science.

(i) Right to safety A consumer has a right to be protected against goods and services which are hazardous to life and health. For instance, electrical appliances which are manufactured with sub-standard products do not confirm to the safety norms, might cause serious injury. Thus, consumers are educated that they should use electrical appliances which are ISI marked, as this would be an assurance of such products meeting quality specifications.
(ii) Right to consumer education The consumer has a right to acquire knowledge and to be a well informed consumer throughout life. Many consumer organisations and some business are actively educating consumers, He should be aware about his rights and the reliefs available to him in case of a product or service falls short of his expectations.

(i) Mr Axe is indulged in insider trading.
(ii) Insider trading is illegal and is not permitted.
(iii) The values that Mr Axe lacks are:
(a) Honesty.
(b) Integrity.
(c) Trust.

Supervision is missing in the above case as there is no supervisor in the factory who can act as a link between the workers and management. The workers are doing their job without any guidance.
As supervisor is not there, the motivation is also missing to the above case. The workers are producing goods as per their will, which results in the wastage of rwa materials. Thus, the economic value being ignored in this case are:
(i) Order and discipline
(ii) Importance of direction

The statement, 'an effort to control everything may end up in controlling nothing' is in regard with the principle of 'Management by Exception'. It stresses on the fact that everything cannot be effectively controlled. According to this principle, rather than controlling each and every deviation in performance, an acceptable limit of deviations in various activities should be set and only those deviations that go beyond the acceptable range should be brought to the notice of the managers for control. In other words, only the major deviations which are beyond permissible limit should be acknowledged. For instance, suppose the acceptable range of increase in the input cost is set at 3 percent. In this case, only a more than 3% increase in the input cost (say 7%) should be brought to the notice of the managers. On the other hand, a less than 3% increase (say 1%) should be neglected. Hence, an effort should be there to control only the major things instead of trying to control everything.

Technological environment refers to the changes in the output, production methods, use of equipment and quality of product. It includes forces related to scientific innovations and improvements in products as well as production technology.

For example, with recent improvements in technology and computerisation, marketing, and selling of products in now possible online leading to increase in sales and output of many firms.

The technique of motion study helps in improving the efficiency level in the following ways:
(i) It helps in determining the movements of workers while performing a task.
(ii) It helps to differentiate between productive and unproductive motions.
(iii) It helps to eliminate the unnecessary movements and results in saving the time to complete the job.

Staffing is the managerial function of filling and keeping filled positions in the organisation structure.This process needs crucial analysis of manpower.
Process of staffing
1. Estimating the Manpower Requirements
It involves forecasting and determining the number and kind of manpower required by the organisation in future.It involves workload analysis and workforce analysis.Workload analysis helps a manager to assess the number and type of human resources necessary to perform various jobs in the organisation, whereas, workforce analysis helps him to know the number and type already available.
A comparison of the two helps to know the actual requirement of manpower.It also helps to reveal whether the organisation is understaffed or overstaffed.Further, job description is done by specifying the desired qualification, experience, training and personal characteristics required for various job positions.
2. Recruitment
It may be defined as the process of searching for prospective employees and stimulating them to apply for jobs in the organisation.The objective of recruitment is to create a pool of prospective candidates, from which the best candidate can be selected.There are many sources of recruitment such as advertisement, casual callers, direct recruitment, etc.
While internal sources can be used economically, external sources can bring in fresh talent and wider choice.
3. Selection
In this step, right candidate is chosen for the right job from the pool of candidates obtained through recruitment.
This process ensures that the organisation gets best among available and it enhances the self-esteem and prestige of those who are selected.It involves a series of tests, interviews, and negotiations, in order to generate the contract of employment containing the terms and conditions of employment in the organisation.
4. Placement and Orientation
Placement means occupying the post or position for which the person has been selected.Orientation/Induction implies introducing the selected employee to other employees and familiarisng him with rules and policies of the organisation, by giving him a brief presentation about the company, his superiors, subordinates, and colleagues.
5. Training and Development
These involve improving job knowledge, skills and attitudes of employees on a regular basis so that they may perform their jobs efficiently. Apart from this, training helps in career building and increasing motivation of employees.It may be done, while doing work, i.e. on-the-job or before doing work, i.e. off-the-job.
6. Performance Appraisal
It means evaluating an employee's current or past performance against the pre-determined standards.In this step, the capability of the employee is judged, which helps them to know the standards, provide feedback and helps the manager to decide their future career prospects.
7. Promotion and Career Planning
It becomes necessary for all organisations to address career-related issues and promotional avenues for their employees.This will prove to be beneficial for both an employee and the organisation, as it will result in increased employee satisfaction and productivity, which would serve long-term interests of the organisation.
8. Compensation
It means all forms of pay or rewards offered to employees. It may be in the form of direct financial payments like wages, salaries, incentives, commissions, etc, or indirect payments such as insurance, free housing, vacations, etc.It is the most important and basic incentive used to motivate employees.