Four features of coordination are:
(i) Coordination is not a distinct function but it is the essence of management.
(ii) Coordination is an ongoing process, it is not a one-time function.
(iii) It is created deliberately by the efforts of a manager, it does not occur spontaneously.
(iv) The main aim of coordination is to achieve unity of action.

Planning provides direction by stating in advance how the work is supposed to be done. It ensures that the objectives of the organisation or clearly stated to the act as a guide to decide what action must be taken. If the goals are well defined, the employees would know what they must do to achieve those goals. It would also help to bring about coordination among the different employees. In the absence of planning, the organisation would be witnessing a chaotic situation.

Lower level of management: Main function of the lower level management are as follows:
(i) Plans and executes day-to-day operations.
(ii) Supervises and controls the workers.
(iii) Arranges materials and tools to start the process.
(iv) Makes arrangements of training if required by the workers.

Management as a profession: Profession means occupation that requires specialised knowledge and a practice of formal education, which is acquired from the respective professional body. The basic features of a profession are:
(i) Systematised body of knowledge: A profession is based on a systematised body of knowledge.
(ii) Restricted entry: Entry into a profession is restricted through an examination or degree.
(iii) Professional association: All professionals are bound to be a part of a professionals are subject to an ethical code of conduct.
(iv) Code of conduct: All professionals are subject to an ethical code of conduct.
(v) Service motive: The basic motive of each professional is to render committed service to the society.
Following points clarify whether management is a profession or not:
(i) Like profession, management has well defined body of knowledge. It has its own principles, which are based on experiments.
(ii) In  management, no such restriction is there for managers to clear an examination or hold a degree.
(iii) In management, no such rules and regulations are framed to guide the managers.
(iv) Membership to a professional association like AIMA, is not mandatory for managers.
(v) All managers, directly or indirectly work for the development of society.
Conclusion: Thus, management does not possess all the essential attributes of a profession. No doubt, management though not a full fledged profession, is emerging as a profession. 

Leadership may be defined as the process of influencing the behaviour of people by making them strive voluntarily towards the achievement of goals.
Certain qualities of traits possessed by individuals help them to become successful leaders These qualities are
I) Physical qualities: A good leader must possess a good height, weight, height and appearance. Health and endurance help a leader to work hard and inspire others also to do so.
2) Knowledge: A good leader should have required knowledge and competence so that he can influence others.
3) Integrity: A leader should possess high level of integrity and honesty so that he can be a role model to others
4) Initiative: A leader should have courage and initiative to do things on his own, rather than waiting for others to do it first.
5)  Communication skills: A leader should be a good communicator. He Should be able to clearly explain his views to others. He should not only be a good speaker But a good listener, researcher and counsellor.
6) Motivation skills: A leader should understand the needs of his employees and motivate them by satisfying their needs
7) Self-confidence: A leader should have a high level of confidence. He should not lose confidence even in the most difficult times.
8) Decisiveness: A leader must be decisive in the sense that once he has taken a decision, he should be firm on it
9) Social skills: A leader should be sociable and friendly with his colleagues and followers so that he can understand them and their needs.

Redressal Agencies
For the redressal of consumer grievances, the Consumer Protection Act,1986 provides for setting up of a three-tier machinery at the district, state and the national levels.These agencies are:
1.District Forum or District Consumer Dispute Redressal Forum
(i) The state Governments are required to establish District Forums in each district.
(ii ) Each District Forum consists of a chairman and two members appointed by the State Government, one of whom should be a woman
(iii) A District Forum can receive consumer complaints,where the value of goods or services and the compensation claimed is not more than Rs 20 lakh.
(iv) The complaint can be filed by a consumer to whom goods are sold or services rendered or any recognised consumer association.
(v) On receiving the complaint, the District Forum shall refer the complaint to the opposite party concerned and send the sample of goods for testing in a  laboratory.The opposite party is the seller,manufacture or any organisation aginst whom the complaint has been filed.
(vi) The District Forum, after being satisfied that the goods are defective or there is some unfair trade practice, replace can issue an order to the opposite party directing him to either resolve the ireplace the goods, or return the price paid, or pay compensation to the consumer for loss or injury,etc.
2.State Commission or state  Consumers Disputes Redressal Commission.
(i) State Commission is set-up by the Stae Government and its jurisdiction is restricted to the boundaries of the state concerned.
(ii) The state Commission shall consist of a President, who is or has been a judge of a High Court and two other members, one of whom is a woman.All the three shall be appointed by the State Government.
(iii) Only those complaints can be filed, where the value of goods or services and compensation claimed is more than rs 20 lakh but or more than rs 100 lakh.The appeals against the orders of any District Forum can also be filed before the state commission, days  of days of passing of the order.
(iv) The State Commission, after being satisfied that the goods were defective,can issue an order directing the opposite party to either remove the defect or replace the goods or return the price paid or pay compensation to the consumer for loss or injury, etc.
3. National Commission or National Consumer Disputes Redressal Commission
(i) The national Commission is set-up by the Central Government.
(ii) It shall consist of a President, who is or has been a judge of the Supreme Court and four other members appointed by the Central Government, one of whom shall be a woman.
(iii) All complaints pertaining to those goods or services and compensation whose value is more than rs 100 lakh can be filed.Appeals against the order of any State Commission can also be filed before the National Commission, within 30 days of passing of the order.
(v) The National Commission has the power to issue orders for recall of defective or unsafe products for replacement or removal of deficiency in service, It can make the manufacture comply with safety provision and pay compensation for loss or injury caused.
(v) An order passed by the National Commission is appealable before the Supreme Court.

Formal Organisation
It is a system of well-defined jobs, each bearing a definite jobs, each bearing a definite measure of authority, accountability and responsibility.
Informal Organisation It is a network of social and personal relationships, which originates spontaneously as a result of interaction amongst people at work.
Advantages of Informal Organisation
Informal organisation has the following advantages:
(i) Prescribed lines of communication are not followed. Thus, it facilitates quick feedback and spreads information faster.
(ii) It provides a sense of belongingness and gives due respect to social and psychological needs,
(iii) It provides the necessary environment for individual creativity and innovation.
(iv) It contributes to fulfilment of goals, promoting the feeling of cooperation among employees.
Disadvantages of Informal Organisation
 Informal organisation has the following disadvantages:
(i) Informal organisation structure spreads rumours.
(ii) It opposes the policies and changes of management.
(iii) It generally prefers status quo and existing work routine.
(iv) It gives imporatnce to individual interest as compared to organisational interest.
(v) It pressurises members to conform to group expectations.

Selection is the process of identifying and choosing the best person out of a number of prospective candidates for a job.
A well-organised selection process of personnel involves the following steps.
(i) Preliminary screening  It helps the manager to eliminate unqualified or unfit job seekers, based on the information supplied in the application forms.
(ii) Selection tests    An employment test is a mechanism (either a paper and pencil test or an exercise) that attempts to measure certain characteristics of individuals. These characteristics range from attitudes, such as manual dexterity, to intelligence, to personality, etc.
(iii) Employment interview   Interview is a formal, in-depth conversation, conducted to evaluate the applicant's suitability for the job, Through an interview, an interviewer seeks to obtain maximum information about the interviewee and the interviewee seeks information about the job and the company.
(iv) Reference and background checks  Many employers request names, addresses and telephone numbers of references for the purpose of verifying information and gaining additional information of an applicant.
(v) Selection decision  The final decision has to be made from among the candidates, who pass the tests, interviews and reference checks.
(vi) Medical examination  After the selection decision and before the job offer, the candidate is required to undergo a medical fitness test.The job offers is given to the candidate, who is physically and mentally fit for the job.
(vii) Job offer  The next step in the selection process is issuing job offer to those applicants, who have passed all the previous hurdles.It is made through a letter of appointment to confirm his acceptance and communicating to him the reporting date and time.
(viii) Contract of employment  When a candidate accepts the job offer, the contract of employment is made, which is in a written form and includes job title, duties, responsibilities, date when continuous employment starts and the basis for calculating service, rates of pay, allowances, hours of work, leave rules, sickness, grievance procedure, etc.

(i) The major changes initiated by the government are:
(a) Liberalisation    
(b) Privatisation    
(c) Globalisation
(ii) The three values created as a result of these changes are:
(a) Consumer awareness
(b) Better quality goods and services
(c) Protection and promotion of consumer's interest.

Dividend decision A financial manager takes decision in three broad areas, viz investment, financing and dividend, for maximising shareholders' wealth. Wealth maximisation is possible with increase in price of shares.
A good dividend policy will enhance the market value of shares thus, meeting the objective of wealth maximisation. It also influences the financing decision of the firm, since the firm will not require funds to the extent of re-invested retained earnings.
So, it should be taken keeping in view the overall objective of maximising shareholders' wealth.
The four factors which affect dividend decisions are
(i) Earnings Dividends are paid to the shareholders either from the past earnings or from the curent earnings or from both. Therefore, 'earnings' is a major factor which affects dividend decision.
(ii) Stability of earnings It also affects the dividend decision. A company having stable earnings can declare higher dividend whereas, a company having unstable earnings is likely to pay smaller dividend.
(iii) Stability of dividend Companies generally have a policy of stabilising dividends, i.e. increase in dividend is only done when the earning potential of the company has gone up and not just the current year's earnings. Thus, dividend per share is not altered when the change is small or temporary in nature.
(iv) Shareholders' preference While declaring dividends, management must keep in mind the preferences of the shareholders in this regard. If the shareholders in general desire that at least a certain amount is paid as dividend, the companies are likely to declare the same. There are always some shareholders who depend upon a regular income from their investments.

Investment decision can be long term or short term. A long term investment decision is also called a capital budgeting decision. It involves commiting the finance on a long term basis, e.g., making investment in a new machine to replace an existing one or acquiring a new fixed assets or opening a new branch etc. These decisions are very crucial for any business. They affect its earning capacity over the long-run, assets of a firm, profitability and competitiveness, are all affected by the capital budgeting decisions. Moreover, these decisions normally involve huge amounts of investment and are irreversible except at a huge cost. Therefore, once made, it is almost impossible for a business to wriggle out of such decisions. Therefore, they need to be taken with utmost care. These decisions must be taken by those who understand them comprehensively A bad capital budgeting decision normally has the capacity to severely damage the financial fortune of a business.

Difference between top level, middle level and lower level or supervisory level of management:

Yes, Leadership is the most important element of directing as.It helps in influencing the behaviour of others for the accomplishment of goals.
Importance of leadership can be explained as follows;
(i) Leadership influences the behaviour of people and make them to positively contribute their energies for the benefit of the organisation.
(ii) A leader maintains personal relations and helps his followers in fulfilling their needs. He provides needed confidence, support and encouragement to subordinates.
(iii) The leader plays a key role in introducing required changes in the organisation. He persuades and inspires the subordinates to accept changes.

According to the Consumer Protection Act,1986, a consumer means any person,who buys any product or hires/avails of any service for a consideration .It also includes any user of such goods or beneficiary of such services provided ,use is made with the approval of the buyer.
But it does not include a person,who obtains such goods for resale or for any commercial purpose.Commercial purpose does not include use by a consumer of goods bought and used by him exclusively for the purpose of earning his livelihood by means of self-employment.

(i) The role of hiring managers is to recruit right person for the right job and provide will training for efficient performance and career growth.In the above case, manager is not performing his duty as he hired freshers and facing problems in operation.
(ii) As per the case, on-the-job training is suitable, as, under this method, workers learn by doing and the advantage of this method is, worker, can learn to solve the problems practically while working on the job.

The three objectives of marketing management are:
(i) To secure consumer satisfaction.
(ii) To serve the society by providing standard goods at reasonable prices.
(iii) To attain profitability in the marketing of goods and services.

Rekha, a Manager of solutions Ltd recruited twenty new employees. She kept these employees in an organisation for a period of one year, so that the employees become familiar with their jobs and can contribute their best for the realisation of goals.

The above stated example clearly defines the principle of 'stability of tenure', Which states that an employee should be placed at the position for a minimum fixed tenure so that he/she can contribute his best towards the attainment of goals.

Values refer to concepts that a society holds in high esteem, such as freedom, social justice, equality, etc. Values affect business enterprises by making it more responsible towards society, enforcing non-discriminatory employment practices and providing freedom of choice to its customers.

(i) It is pervasive as it is required at all levels of management and by all executives to control the activities.
(ii) It is a continuous process as in this, actual results are compared with targets on a regular basis.
(iii) It is a goal-oriented process as it keeps the work on track, so that organizational goals could be achieved.