Q.The workers always try to show their inability when any new work is given to them. They are always unwilling to take up any kind of work. Due to sudden rise in demand a firm wants to meet excess orders. The supervisor is finding it difficult to cope up with the situation. State the element of directing that can help the supervisor in handling the problem.

The situation described — workers showing inability and unwillingness when new work is assigned — is a classic case of resistance to change or lack of motivation. The element of directing that directly addresses this is Motivation. Motivation involves inspiring employees to put in their best effort, especially during challenging times like a sudden rise in demand. The supervisor can use motivational techniques such as:

• Positive financial incentives (e.g., bonus, overtime pay) to reward extra effort.
• Non-financial incentives like recognition, praise, or a sense of responsibility.
• Clear communication about the importance of meeting the excess orders and how it benefits the workers. …

The scene described is a classic workplace challenge: a sudden spike in orders, a supervisor under pressure, and workers who seem to resist taking on new tasks. The workers’ behaviour — showing inability, being unwilling — is not necessarily laziness. It often stems from fear of failure, lack of confidence, or a belief that the extra effort won’t be rewarded. The supervisor’s job here is not to force or threaten, but to direct effectively.

In the NCERT Class 12 Business Studies textbook, directing is defined as the process of instructing, guiding, supervising, and motivating people to achieve organisational goals. It has four key elements: supervision, motivation, leadership, and communication. Among these, the element that directly addresses the workers’ reluctance is motivation.

Motivation is the process of stimulating people to action to achieve desired goals. It works on the principle that human behaviour is driven by needs — if those needs are met, people will put in effort. In this case, the workers are not motivated to take on extra work. The supervisor can use motivational techniques such as:

• Positive financial incentives — offering overtime pay, bonuses, or performance-linked rewards for meeting the extra orders. This directly addresses the workers’ economic needs.
• Non-financial incentives — recognition, praise, or a promise of better assignments in the future. Sometimes a simple “I know you can do this” can shift a worker’s mindset.
• Job enrichment — giving workers more responsibility or variety in their tasks, making the work feel meaningful rather than burdensome.
• Participation — involving workers in planning how to meet the sudden demand. When people feel heard, they are more willing to cooperate.