Best Practice Manual for Supervisor Essay Example
Best Practice Manual for Supervisor Essay Example

Best Practice Manual for Supervisor Essay Example

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  • Pages: 9 (2466 words)
  • Published: October 18, 2017
  • Type: Manual
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Ever since the beginning of time there have been leaders and there have been followers. As a leader one must posses’ skills of knowing how to motivate others to accomplish a task. As a follower one must follow what the leader is telling him or her to do. In this particular manual case one will see that supervisors are important leaders in an organization with responsibilities greater than what man can imagine.

In this manual one will be able to grasp the best practices for supervisor which include, demonstrating communication skills, determining effective orientation training methods, improving productivity for teams, conducting performance appraisals, resolving conflict, and improving employee relations. Demonstrating communication skills is a very important role of a supervisor. Communication is when one person transmits ideas or feelings to another person or gr

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oup of people, its effectiveness is measured by the similarity between the idea transmitted and the idea received.In addition demonstrating communication skills is very essential to a supervisor who is supervising a group of individuals.

The reason for that is “supervisors must give direction to the people who work for them. Supervisors who fail to give clear guidance often find that employees perform their job poorly because they do not understand what is expected of them. ”(Mgt310. Chp3 pg39) For a supervisor giving direction gives the supervisor and the employee a line of communication to where each of them know what each of them expects from one another. For example, if your supervisor gives one a direct order to set up the lines to be run during one’s shift. When the supervisor communicates a direct authority to the employees he or she hears, understands,

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and follows the direction.

That is why supervisors must give direct orders to employees. This strategy will improve the communication in the work place and increase production. Another, best practice that a supervisor must have is to demonstrate communication skills, is a supervisor must be able to motivate people.Supervisors that demonstrate good communication skills use this ability to communicate to motivate others too be excited about their jobs. The reason for this is that if a supervisor can motivate an employee to do the best job that he or she can do. Then this means that the supervisor has made a connection with the individual to make that individual better at their job.

To motivate an employee is to make them get out of there comfort zone of work and make them excited and have a hunger to get the work done.For example, if a supervisor asks an employee to strive and do the best today he is telling the employee not to just get his or her regular production but more than just the average. With that being said, the employee focuses and is excited because his supervisor just told him or her that the supervisor just don’t want the minimum but the maximum potential of his or her employees. These are just two of the best practices for demonstrating communication skills. Another best practice for new supervisors is determining effective orientation training methods.This is another key element of what a new supervisors must have in order to do there job effectively.

As one gets started on the training session, the supervisor must organize and have the appropriate materials ready for every day of the week. Make

sure that the supervisor has all of the paperwork for the new trainees to fill out. Secondly, the supervisor has to get with the human resource department to make sure that all the applicants are notifying that they would be coming in and working with the company. Finally, the supervisor should organize and plan who is going to be training the new employees, in order to prevent confusion when the employees come in. As a supervisor one of the best practices to have when coming up with an orientation is make sure that the new employee is greeted and treated well with a warm welcome when he or she comes in and works for the company.

If an employee has a great orientation then he or she will feel confident about working with the company. But if the employee orientation is a bad one then the new employee will feel less likely about working for that company, and that is why it’s good to practice greeting and treating new employees during an orientation. Another practice, for a supervisor when is comes down to training is making sure that he or she puts the right people to train the new employees on the job and that’s by making a trainer checklist. This list is only for the best and the highly qualify people in the company that can train an employee.

By doing this the supervisor is laying out a checklist of all the trainers that will be training the new employees on the job. With this plan being implemented the supervisor knows that he has the best people training the employees for him, and that makes the

supervisor job easier because he has made a training checklist for his employees to go by so that the supervisor can see the progression that the new employee is making with his trainer. Improving productivity in teams is an important part of a supervisor role in the company.Supervisors are the first level of management, and can have a significant impact on the productivity of an organization.

One of the best practices for improving productivity in teams is matching the people to the task. One must think about the personalities of the people you are managing when you assigning tasks. People will perform most effectively when their tasks are suited to their personalities. With this solution one can easily have productivity with in the team because of personalities of your team mates matches the task at hand.

This will make it a lot easier for team members to come up with strategies and techniques for improving productivity in their team. For example, if you and your team are assigned a project and you have to come up with ideas or strategies to help design a company it would be a lot easier for you and team if everyone personality are about the same. Also that the task is something that they all will have great ideas implemented. Such as in this case if you and your team had to design a company it would not take the team long to come up with an idea because everyone on the team has the same mind set and personality.This type of focus and technique on the design of the company would make it easier for them to come up with

ideas in no time.

Another best practice for improving productivity in teams is believing in your team’s ability to do their work. When one believes in their team mates this behavior toward your team signals your confidence in their ability to perform. This strategy builds confidence. Believing in your team can get the job done is a big step in improving one’s productivity in their team.If the supervisor makes his team feel that we can reach our goal for this month then everyone around him or her will have confidence that they can get the job done as well.

As a supervisor one will make sure that they will encourage their staff to get the best out of there team mates, and this will eventually speed up the productivity in the team. There are also many more ways to improve productivity in the teams like “Join staff during breaks. Don’t lose your cool when employees take unauthorized breaks and begin chatting about the latest football game or TV sitcom. If the break becomes too long, join them.Your presence will show you are part of the team. When you leave, they usually will too, Outline your performance expectations.

If you are experienced in accomplishing the task and your staff isn’t, explain ways in which it might be carried out. No one can meet your expectations if they do not understand what they are; another way is Reward outstanding effort. Rewards do not have to be elaborate. Sometimes just selecting an employee of the month is all that is needed, and finally create a work environment that encourages your team to use their skills” (Dennis Sommer Improving Productivity).Conducting performance appraisals

is another key element in a supervisor’s responsibility. Conducting performance appraisals is one of the most difficult and important parts of a supervisors job.

A performance appraisals is communicating to an employee on how well he or she is doing their job. Supervisors are constantly making judgments about the contributions, and abilities of their employees. For example, supervisors may conclude that some employees show initiative, whereas others have a great deal of ability but must be constantly pushed.Performance appraisal systems have three principal purposes: (1) to improve employee performance in the present job, (2) to prepare employees for future opportunities that may arise in the organization, and (3) to provide a record of employee performance that can be used as a basis for future management decisions. Many benefits result from a sound performance appraisal system. One of best way to conduct performance appraisal is the checklist method.

“The checklist method consist is when the supervisors checks yes or no responses on a series of questions concerning the employee’s performance.The principal advantage of this method is that it is easy to use. The scoring key for the checklist is usually kept by the human resources department, which computes the relative rating of the employee. Individuals with high scores are rated as better employees than those with low scores. ” With this method it would be one of the best methods because it is easier and one is just checking yes or no answer about he employee’s performance. Another method, is to conduct performance appraisal.

This attempt is made to establish objective measures of an employee’s work performance.An example of a work standard for production workers is the number of

pieces produced per hour. With this method a standard is provided if one does not get your production or your target for that day. It will affect you when you have to do a evaluation. The reason why it will affect you is when the supervisor looks at your production during a certain period of time he or she will know if you have being getting you work done or not which can eventually cause you not to get promoted or can get you promoted.

The method is based on productivity were everyone has a standard to reach.Another role that a supervisor has is to resolve conflicts. Some conflict is inevitable in organizations. Supervisors are routinely faced with conflict situations and must learn how to deal with them. Too many supervisors view conflict as something that should be avoided at all costs. Conflict also can have positive as well as negative results.

Effective supervisors learn to curb the negative results of conflict and to guide conflict toward positive results. Because stress often accompanies conflict and because of the increasingly complex environment in which supervisors work, stress is something that supervisors must learn to manage.Supervisors most frequently deal with intrapersonal and interpersonal conflict. However, when an employee asks to discuss a personal problem with the supervisor, the supervisor should look for signs of intrapersonal conflict. The supervisor should be very cautious in giving advice relating to intrapersonal problems.

In fact, the supervisor should normally refer the employee to the company’s employee assistance program in handling the problem employee assistance programs, but if it is effecting their work performance then the supervisor would have to step in.So the way one

would handle this conflict is by a compromise. When resolving a conflict one must sit the two parties down figure out what is going on with them get to the bottom of the situation, so the issue can be resolved. Arvin Meritor it states how to manage conflict, whether between colleagues, members of a family, or entire nations. In the story he uses group of parents trying to resolve issues with their children, and is in the form of a feature-length case-study on conflict management in the book The Anatomy of Peace - Resolving the Heart of Conflict. (Arvin Meritor The Anatomy of Peace - Resolving the Heart of Conflict). Another way a supervisor can handle resolve a conflict in the work place is by smoothing it over of pretending like it didn’t happen. With this method the supervisor smooths over the conflict and pretends that it does not exist. The supervisor using this approach pretends that “we are all one big happy family.”

As a supervisor these are just two ways a supervisor can resolve conflict at work. Improving employee relations is a big part of a supervisor’s job. As a supervisor it is a great responsibility to make sure that the supervisor and the employees get along. Two ways that the supervisor can improve employee relations is first one to make sure that the supervisor is working with his or her peers an effective supervisor must have a positive working relationship with his or her peers in order to gain support. Because work is achieved across departments, a supervisor with a poor working relationship with peers is restricted from improving the performance of his

or her operation. Secondly is collaborating with your manager “A supervisor must have the full support and confidence of his or her immediate manager.

Failure to gain this support usually means that the actions taken by the supervisor are questioned. Also, in some situations, the supervisor may not be able to get the support he or she needs to achieve the goals of the operation.” Either of these situations can cause employees to question the legitimacy of the leadership demonstrated by the supervisor. With theses suggestion being made one can clearly see how to improve employee relationships. In conclusion one can see how a supervisor has many responsibilities in the work place. There are many example presented in this manual like demonstrating communication skills, determining effective orientation training methods, also improving productivity for teams, conducting performance appraisals, resolving conflict, and improving employee relations.

With the best ways being presented to the new supervisors on each topic one can see that these methods would be sufficient for the new supervisors of the future.

Reference

  1. Kaskaskia College Copyright 2008 www. kc. cc. l.us/businessindustry/OPC. asp 2. Meritor, Alvin. (Feb 2007) The anatomy of peace; resolving the heart of conflict.
  2. (Brief Article)(Book Review). ) In Reference & Research Book News, pNA. Retrieved Sept 01, 2008, from Academic One File via Thomson Gale: http://find. galegroup. com/ips/infomark.

 

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