Controlling loses its benefits when standards and norms cannot be explained in volume statistics. Human behaviour, job satisfaction, and employ morale are some of the factors that are not well managed by quantitative measurement. Control lose some of its usefulness when it is not possible to define a situation in terms of number. This makes measuring performance and comparing it to benchmarks a difficult task. It is not an easy task to set principles for human work and set standards for competence and how to maintain one's level of satisfaction. In such cases, it depends on the decision of the manager. This is especially true of job satisfaction, employ behaviour and employee morale. For example, the task of measuring the quality of behaviour of employees is qualitative in nature. It cannot be measured directly. In order to measure the number of employees, absenteeism, conflict frequency, etc. can be taken into account. If all these measures have a high proportion, it can be said that the behaviour of the employees in the institution is not great. It is clear that it is not possible to set criteria for all projects and suitable models are not completely accurate.