plzzz plzz check out my precis and give me some reasons to meet my blunders..!! plz
 

[B][SIZE="6"]precis 1981[/SIZE][/B]

Q:2
An important part of management is the making of rules. As a means of regulating the functioning of an organisation so that most routine matters are resolved without referring each issue to the manager they are an essential contribution to efficiency. The mere presence of carefully considered rules has the double-edged advantage of enabling workers to know how far they can go, what is expected of them and what channels of action to adopt on the one side, and, on the other, of preventing the management from the behaving in a capricious manner. The body of rules fixed by the company for itself acts as its constitution, which is binding both on employees and employers, however, it must be remembered that rules are made for people, not
people for rules. If conditions and needs change rules ought to change with them. Nothing is sadder than the mindless application of rules which are out-date and irrelevant. An organisation suffers from mediocrity if it is too rule-bound. People working in will do the minimum possible.It is called “working to rule or just doing enough to ensure that rules are not broken. But this really represents the lowest level of the employer/employee relationship and an organisation afflicted by this is in an unhappy condition indeed. Another important point in rule-making is to ensure that they are rules which can be followed. Some rules are so absurd that although everyone pays lip-service to them, no one really bothers to follow them. Often the management knows this but can do nothing about it. The danger of this is, if a level of disrespect for one rule is created this might lead to an attitude of disrespect for all rules. One should take it for granted that nobody likes rules, nobody wants to be restricted by them, and, given a chance, riots people will try and break them. Rules which cannot be followed are not only pointless, they are actually damaging to the structure of the organization.




here is what i have written.

Constitution or rules are the main ingredients to get discipline and work order to any organization.Too many rules can also harm the organisation as nobody wants to restricted but it is also important to put some check and balance system through some rules over employers of the organisation.the rules should be matched by time and should be the mixture of acumen of a manager,CEO and of employers.Than it should be watched carefully that all rules are followed thoroughly.The rules which are naive to the employers of organisation should be terminated as it only harms the organisation rather to give it good stature.

Title: Absurd rules fails organization.

daer if we give title to this preci manegment system ?

i think it would not get much attention. @faiza somroo

is this preci from past papers?

yes its from past papers

[QUOTE=kashifaslamj;629401][B][SIZE="6"]precis 1981[/SIZE][/B]

Q:2
An important part of management is the making of rules. As a means of regulating the functioning of an organisation so that most routine matters are resolved without referring each issue to the manager they are an essential contribution to efficiency. The mere presence of carefully considered rules has the double-edged advantage of enabling workers to know how far they can go, what is expected of them and what channels of action to adopt on the one side, and, on the other, of preventing the management from the behaving in a capricious manner. The body of rules fixed by the company for itself acts as its constitution, which is binding both on employees and employers, however, it must be remembered that rules are made for people, not
people for rules. If conditions and needs change rules ought to change with them. Nothing is sadder than the mindless application of rules which are out-date and irrelevant. An organisation suffers from mediocrity if it is too rule-bound. People working in will do the minimum possible.It is called “working to rule or just doing enough to ensure that rules are not broken. But this really represents the lowest level of the employer/employee relationship and an organisation afflicted by this is in an unhappy condition indeed. Another important point in rule-making is to ensure that they are rules which can be followed. Some rules are so absurd that although everyone pays lip-service to them, no one really bothers to follow them. Often the management knows this but can do nothing about it. The danger of this is, if a level of disrespect for one rule is created this might lead to an attitude of disrespect for all rules. One should take it for granted that nobody likes rules, nobody wants to be restricted by them, and, given a chance, riots people will try and break them. Rules which cannot be followed are not only pointless, they are actually damaging to the structure of the organization.




here is what i have written.

Constitution or rules are the main ingredients to get discipline and work order to any organization.Too many rules can also harm the organisation as nobody wants to restricted but it is also important to put some check and balance system through some rules over employers of the organisation.the rules should be matched by time and should be the mixture of acumen of a manager,CEO and of employers.Than it should be watched carefully that all rules are followed thoroughly.The rules which are naive to the employers of organisation should be terminated as it only harms the organisation rather to give it good stature.

Title: Absurd rules fails organization.[/QUOTE]

Dear,
First of all, the title is not covering the whole topic but only the last part of paragraph., so it is wrong.
Avoid bringing new terms and concepts to your precis that are not mentioned in the original (in this case , CEO)
You also did not get the topic sentence exposed in your precis, which is that carefully designed rules prevent anarchy and chaos both in org's environment and its structure(it covers both employer, employee and management).
The last sentence is out of subject , replace it with suitable one.

dear, The title doesnt match to ur answer..

please check it.
 

[QUOTE=kashifaslamj;629401][B][SIZE="6"]precis 1981[/SIZE][/B]

Q:2
An important part of management is the making of rules. As a means of regulating the functioning of an organisation so that most routine matters are resolved without referring each issue to the manager they are an essential contribution to efficiency. The mere presence of carefully considered rules has the double-edged advantage of enabling workers to know how far they can go, what is expected of them and what channels of action to adopt on the one side, and, on the other, of preventing the management from the behaving in a capricious manner. The body of rules fixed by the company for itself acts as its constitution, which is binding both on employees and employers, however, it must be remembered that rules are made for people, not
people for rules. If conditions and needs change rules ought to change with them. Nothing is sadder than the mindless application of rules which are out-date and irrelevant. An organisation suffers from mediocrity if it is too rule-bound. People working in will do the minimum possible.It is called “working to rule or just doing enough to ensure that rules are not broken. But this really represents the lowest level of the employer/employee relationship and an organisation afflicted by this is in an unhappy condition indeed. Another important point in rule-making is to ensure that they are rules which can be followed. Some rules are so absurd that although everyone pays lip-service to them, no one really bothers to follow them. Often the management knows this but can do nothing about it. The danger of this is, if a level of disrespect for one rule is created this might lead to an attitude of disrespect for all rules. One should take it for granted that nobody likes rules, nobody wants to be restricted by them, and, given a chance, riots people will try and break them. Rules which cannot be followed are not only pointless, they are actually damaging to the structure of the organization.




here is what i have written.

Constitution or rules are the main ingredients to get discipline and work order to any organization.Too many rules can also harm the organisation as nobody wants to restricted but it is also important to put some check and balance system through some rules over employers of the organisation.the rules should be matched by time and should be the mixture of acumen of a manager,CEO and of employers.Than it should be watched carefully that all rules are followed thoroughly.The rules which are naive to the employers of organisation should be terminated as it only harms the organisation rather to give it good stature.

Title: Absurd rules fails organization.[/QUOTE]
Rules play very important role in making an organisation efficient.rules act like constitution and give a direction to the workers in which the are required to proceed. But these rules should continuously be updated according to the changing circumstances, because outdated rules may damage functioning of an organisation. No one like rules because human nature does not want to be restricted. Besides this such a kind of rules should be designed for an organisation which are practicable.A single impracticable rule may result in violation of other practicable rule and may also damage the structure of whole organisation.
title: importance of rules for an organisation.

Rules play an important role in the efficient functioning of an organization. They define the rights and duties of the workers. They also help the workers to become aware of their job limitations. The rules are made for the people and should be changed when required. Unnecessary restrictions can not only affect the performance of workers but also weaken the bond between employee and the employer. Consequently, it will produce harmful results for the organization. Only those rules should be made which are easy to follow. Otherwise, violation of a single rule can lead the violation of the all. Nobody likes excessive restrictions. Outdated rules should be discontinued. Otherwise it can damage the foundation of the organization.