Both leaders and managers use special skills to influence and motivate their employees. Directing is influencing people's behavior through motivation, communication, group dynamics, leadership and discipline. The purpose of directing is to channel the behavior of all personnel to accomplish the organization's mission and objectives while simultaneously helping them accomplish their own career objectives. The function of influencing gives the manager an active rather than a passive role in employee performance, conduct and accomplishments. Managers accomplish their objectives through people. In blaming others for her or his human resource problems, a manager is denying the management responsibilities inherent in the directing function. Organizations do not succeed while their people are failing. Helping people in the organization with career planning and professional development is an integral part of the directing function. Communicating clearly is another step to understanding instructions and orders set out by the upper management division of every company. In conflict situations, lines of communication between people and groups often break down. People stop talking to each other, they withdraw representatives (such as ambassadors or observers) that they have in the other's countries, regions, or groups, and they are much less open about the information they release to the other side. The result is often frequent misunderstandings, exaggerated and overly hostile stereotypes distrust and fear. Opening lines of communication is one very important step to take if one wants to de-escalate a conflict. Just by re-establishing communication, misunderstandings can be corrected and avoided, stereotypes can be broken down, and trust can be built over time. Not only is it important to get your point across, it is essential to listen to those needs of employees, as well as your customers. People need to practice and acquire skills to be good listeners, because a speaker cannot throw you information in the same manner that a dart player tosses a dart at a passive dartboard. Information is an intangible substance that must be sent by the speaker and received by an active listener. These skills are necessary when conducting business meetings and other managerial functions.

Deviations from the plans by employees result in standards not being met and goals not being accomplished need to be controlled through discipline. Managers must deal with employees' disregard for the rules, procedures and expected behaviors. Discipline is a management function which managers must use to retain their position of authority. Employees coming late to work, not following safety procedures when working alone, not properly cleaning equipment in their rush to get home, and using wrong or wrong amounts of medication are examples of unacceptable behavior that should be addressed rather than ignored. A cautionary note is in order. Employers can easily confuse discipline problems with selection, training and communication problems. This discussion of discipline applies to those cases in which the employee can reasonably be expected to perform or behave according to established standards, norms or rules, i.e., they have been carefully selected, well trained and are regularly evaluated. A disciplined person exhibits the self-control, dedication and orderly conduct consistent with successful performance of job responsibilities. This discipline may come through self-discipline, co-workers or the supervisor/employer. Self-discipline is best and most likely to come from well selected, trained, and motivated people who regularly have feedback on their performance. Several guidelines help reduce the compounding of discipline problems with problems in implementing these rules. Both employers and employees need to know the rules and performance expectations. An employee handbook or other form of written statement provided each employee is basic. Rules should be uniformly

Some common words found in the essay are:
Influencing Confusing, performance appraisal, leadership management, , planning organizing, progressive discipline, effort approach, planning organizing coordinating, organizing coordinating, job descriptions, selection training, concept leadership, leadership function, thirty minutes tardy, formal performance evaluation, communication performance appraisal, activities planning organizing,
Approximate Word count = 2717
Approximate Pages = 11 (250 words per page double spaced)