Nurturing a child is comparable to supervising employees. They are both two of the most crucial roles any one can perform, however only a small number of people are satisfactorily taught or qualified to do them. For the most part people learn by trying different alternatives with varying amounts of achievement. This paper will describe the role of a supervisor in a typical organization, covering three traits of an effective manager and how these traits fit the four functions of management. This paper will also examine the relationship between managers, supervisors, and employees, and how these relationships assist in guiding organizations to achieve their maximum potential. Finally, this paper will assess and describe the importance of finding the right employee and the challenges supervisors face in a multicultural society.
The functions and responsibilities of a supervisor will vary based upon the duties that the supervisor was appointed to oversee. Components such as the supervisor’s trade, business and division all play a part in establishing the duties and responsibilities. There are many roles a supervisor may have in a standard organization. As a supervisor motivates, nurtures, and guides people as they work, a supervisor will distinguish the best people for the job (Cassidy & Kreitner, 2010, p. 9).
Communicating in writing or orally to others, delivering information competently to meet the needs of the audience is another important role of a supervisor. They need to give their total attention to others’ responses, taking the time to absorb the views, ask questions if needed and then adjust procedures in accordance to those responses.
There are many traits that a supervisor should possess. Effective ...
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...otential. Finally, this paper assessed and described the importance of finding the right employee and the challenges supervisors face in a multicultural society.
Works Cited
Cassidy, C., Kreitner, R. (2010). Supervision: setting people up for success. p. 8-199. Mason,
OH: South-Western Cengage Learning.
Daft, R. (2010). Innovative management for turbulent times. Chapter 1, p. 8. South-Western
Cengage Learning. Retrieved from http://www.ppt2txt.com/r/9d2a1ad4/
Erickson, R. (27 July 2005). How to hire the right employee for the job and your company.
Retrieved from http://www.googobits.com/articles/1810-how-to-hire-the-right-employee-
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Moglia, T. (Author). (1997). Supervising for success: A guide for supervisors.
Retrieved from http://site.ebrary.com/lib/ashford/Doc?id=10058839
Introduction What does it mean to be an effective supervisor? Before taking this class, I thought that if a supervisor is able get their employees to work effectively, and efficiently, then the person is an effective supervisor. I didn’t realize until taking this class that supervisors do so much more. After learning more about the other tasks supervisors do like planning, being effective listeners, and motivating employees, I have a better understanding of effective supervision. I am aware that I have had supervisory experiences.
Managers have a multitude of formal responsibilities and are accountable for the actions of their employees. Managers must lead and direct an organization through manipulation and deployment of an organization?s resources. People in a management position are expected to carry out specific functions, jobs, and responsibilities; they must influence people, manipulate the environment, money, and time to achieve
Supervision is an opportunity where supervisees are able to review and reflect on their work in order to do it better. Supervisors bring their actual work practice to another person (individual supervision) and can help review what happened in their own practice in order to learn from that experience. Supervision is for better quality service. In a relationship of trust and transparency, supervisees talk about their work and through reflection and thoughtfulness learn from it and return to do it differently. Supervision is based on the assumption that
In spite of mis-representation, certain culture is prone to be seen in corporation. Managing any variety of cultures will require some form of flexibility an understanding of personality that may not their personal environment. In the next few paragraphs, diversity will be dissected how some minority thrive and struggle in some areas. Mr. Taylor and Kachanoff worked on a theory that emphasizes, there is a psychological aspect of diversity which may influence the horizontal and vertical aspect of multiculturalism (2015,
In the research of Organizational behavior and Organizational development Science, there is not much of research has been done regarding the matter of moral dilemmas in multicultural organizations and the double standards that are set on minority experts in the work environment. The research that is accessible is overwhelmingly fixated regarding the matter of diversity. While both of these issues are related with diversity , the distinction between the two organizational dilemmas fall under there own denomination.
Thereby, since we understand that organizational strategies are needed to eliminate on the job discrimination, we also must understand that defeating it can be very difficult and can cause conflict amongst everyone. We all have some form of bias, but within the DOJJ one would think that these bias whatever they maybe would remain off the job, but that can only happen in a perfect world. So, since our world in not perfect, we need to develop some form of strategy to avoid this type of conflict on the job. As we examine this issue we found out that “discrimination often occurs when one culture does not understand another, therefore, organizations need to spend time training staff in cultural diversity and strategies for effective communication” (“Best practice in”,
In addition, First Line Supervisors play a crucial role in organizations. In organizations, direct supervisors structure the work environment of employees. For example, they communicate job roles and expectations, provide feedback to employees, and relay information about the broader organization (Ingram and Lee, 2015). These roles also include motiving the team,
...ate its employees’ attitudes and their work with colleagues. This should be incorporated into their assessments and reviews, and any issues that are identified should be addressed promptly when delaing with their perfomance in their assessment. Such issues include an employee who only delegates work to specific individuals based on their race or an employee who disregards ideas from certain work colleagues due to their age. However, a manager who identifies diversity-related issues should not adopt a confrontational approach when discussing the issues with an employee. A good approach would be to encourage the employee to work with colleagues from different generations and backgrounds. The initiation of such interactions will encourage the employee to learn more about their objectives, talents, and communication styles and how they compare or contrast to their own.
Schein in his book “Organizational Culture and Leadership” explains how different believes and behaviors start to be logical when we understand their cultures by stating “When we learn to see the world through cultural lenses, all kinds of things begin to make sense that initially were mysterious, frustrating, or seemingly stupid” (2010, p. 13). This kind of foresight should be the starting point in order to manage the tremendously growing diversity in the workforce nowadays. Leaders and administrators of both public and private organizations through their influence are responsible to promote and manage diversity in an ethical manner.
First off, the roles and responsibilities for each supervisor was not clearly defined. For example, one of the supervisors that Ouellette worked with did not understand what was expected of him as a department head. So he took it upon himself to manifest his own duty description in order to justify his position. Roles and responsibilities define what each person does in a company. Kumar (2013) states, “In order to effectively manage your staff and meet company objectives, it is important to provide everyone with a clear definition and understanding of their role, function, and responsibilities in the workplace. Failing to define workplace roles and responsibilities can create tension, mis-communication and inefficiency within your business” (Kumar, 2013, ¶. 3). Structure within an organization is critical and can play a significant role in how people are managed. The second part of this case study worked to the company’s advantage. Ouellette’s intent was for the supervisors to understan...
Today’s management in the workforce is composed of all types of people verses thirty years ago when white males held a majority of upper-management positions in companies. These positions are now held by a mixture of ethnic back grounds and women who hold just as many if not more management positions then men. Just by looking at the changes in management demographics shows how important it is for people to understand cultural competency in the workplace. Dr. Roosevelt Thomas Jr. (1999) stated, “Diversity is the collective mixture of whomever we have in our workforce characterized by their differences and similarities” (p.11). Managers and supervisors must understand the characteristics of a diversity mature individual; they also need to be able to articulate the differences between affirmative action, managing diversity, understanding and valuing diversity to build skills that transforms awareness into productive and supportive workplace behaviors.
function, managers need to analyse how activities and resources are to be grouped and carry out plans successfully (Bartol 2007). A manager have to understand their ability to manage the lower level employee which is the most valuable of the company as they are the key of output and implement in the planning. Then manager will coordinate the jobs between authority and responsibility that is to define the role position of them (MSG 2012).
Leadership; “a process in which an individual influences a group of individuals to achieve a common goal” (DuBrin, 2013 p. 3), is needed at all levels in an organisation and can be practiced by other roles who are not specifically assigned to a leadership role (DuBrin, 2013 p. 3). The role of a leader and the role of a manager are two very distinctive and dissimilar roles. The role of a leader is the ability to inspire, motivate and stimulate others to achieve tasks and activities whereas, a managers role is the ability to supervise and direct the effort and activities of subordinates to achieve organisational goals (Long, 2007 p.4). Although some managers can be thought to have leadership qualities, not all managers are perceived as leaders (Eidson, 2011, p.6). Leadership influences relationships between leaders and followers in a hope to obtain accomplishments of a common task or shared purpose. This component expresses the importance of leadership in organizations and the imperativeness of management adopting it. The following critique; analyses the verity that not all mangers are leaders, the difference between superior and dire leaders, the role differences of leaders and managers and the importance of managers adopting leadership skills, by evaluating and applying reference to theoretical concepts.
Hiring an individual is simple, but getting the right individual takes a lot of effort and this makes a big distinction. The finest workforce gets the work done, they are bliss to supervise and assist the organization’s development. Recruitment focusing on merely employing warm bodies could result in headaches and unexpected setbacks. Sudden hire might need hours of management and time used up in control, retraining in addition to terminat...
To achieve this, managers must undertake the following functions: * Organisation * Planning * Staffing * Directing * Controlling Leadership is just one important component of the directing function.