Best Practices Manual for Supervisors Essay Example

and effective listening abilities to impart messages clearly and receive responses, claims, suggestions, and opinions from their audience. Poor communication skills, including inappropriate listening attitudes, have been known to contribute to the failure of business organizations.("Supervisor Training")

An example of a situation is when a supervisor ignores the opinions and claims of their supervisees due to negligence or disinterest. In order for a supervisor to make a successful decision in a communication process, they must properly weigh and determine the importance of each message from their supervisees. Effective communication skills can help both parties convey helpful ideas that provide a positive resolution to problems. Developing skills is crucial for success in business-related organizations, and it is important to determine effective orientation and training methods.

As the supervisor, it is essential to identify effective training methods to ensure the complete development of skills for supervisees. In order to do so, there are countless factors that need consideration to determine the most appropriate orientation and training techniques for employees. Orientation consists of a structured plan to familiarize new employees with the organizational structure, work unit, co-workers and job duties of the company, as explained in the "Best Practices Manual for Supervisors".

A supervisor plays a crucial role in ensuring that a new employee can perform well in the organization's duties and responsibilities. This involves orienting the employee properly. The supervisor should also assess the training needs of their supervisees and design appropriate training programs to meet those needs ("Best Practices Manual for Supervisors"). Essentially, the orientation and training program should emphasize the employee's valuable skills in performing their duties to contribute to the company’s success. Orientation should

incorporate company procedures, policies, and address issues such as employee behavior, codes of conduct, mission statement, and ethics ("Best Practices Manual for Supervisors").

Employees should be informed about the consequences of their actions to ensure they understand potential future problems and can assert their rights if necessary for fairness and justice within the organization. Productivity is a critical element that every business must prioritize as it directly affects success. The "Best Practices Manual for Supervisors" defines productivity as unit output per employee per hour, which organizations can improve through various methods. It's essential to carefully analyze and assess individual team members' personalities when enhancing team productivity.

Ensuring that personalities of team members do not clash is essential for increasing productivity in the workplace. To prevent any potential conflicts, supervisors should assign group tasks in a structured manner, while providing separate individual tasks for employees whose personalities clash. In order to ensure effective teamwork, supervisors must be present during team meetings, and establish clear guidelines and deadlines for project completion. By implementing these best practices, team members can work towards achieving the company's goals ("Best Practices Manual for Supervisors").

Effective organization and communication in the workplace lead to improved productivity, making it crucial for supervisors to establish a good structure and communication channels. Regular performance appraisals should be conducted by supervisors as part of their duties to evaluate employee job performance and identify areas that need improvement. This enables them to determine the most suitable training programs and methods for enhancing employee performance. Notably, conducting an annual appraisal is particularly vital (McNamara, 2008, p.).

Performance appraisal is an important process that not only helps supervisors feel more confident in

their job, but also ensures that subordinates understand the company's expectations for job performance. Moreover, it can enhance the working relationship between supervisor and subordinates by demonstrating honesty, credibility, and resolving performance issues. However, supervisors should also undertake other activities in order to conduct the performance appraisal or review effectively.

Essentially, the supervisor must create a legal performance appraisal process that is clearly outlined in a personnel policy (McNamara, 2008, p. 1). This includes the development of a standard form for employee reviews and the initiation of the appraisal process, including scheduling meetings with employees (McNamara, 2008, p. 1).

To ensure proper records, all inputs must be documented, including major accomplishments of employees and their strengths and weaknesses according to the appraisal form. Recommendations for improvement through training or development should also be noted by the supervisor (McNamara, 2008, p. ). All involved parties should attend the appraisal meeting and the appraisal form should be finalized promptly.

Proper disclosure of appraisal information is necessary to avoid surprising employees and ensure mutual benefits for the company and its staff. Conflict resolution is a difficult task for supervisors, who must act as pacifiers during organizational conflicts. This forceful process typically does not arise suddenly, and it is up to the supervisor to patch things up effectively.

The "Best Practices Manual for Supervisors" describes conflict as a process that typically progresses through multiple stages or cycles. As such, supervisors must recognize these different stages in order to effectively address conflict. The stages include latent conflict, perceived conflict, felt conflict, manifest conflict, and conflict aftermath. Familiarity with these stages can simplify the task of conflict resolution for supervisors. Furthermore, negative and

positive conflicts are the two practical types of conflict that exist.

Failure to resolve conflicts fairly and justly can impact an organization, regardless of the type of conflict. To address various conflicts effectively, a supervisor should develop a plan and utilize strategies. Good communication skills are essential for handling significant issues that arise. The supervisor should actively listen to both parties to prevent biases and favoritism.

In order to resolve conflicts, the supervisor should aim to achieve positive compromises. This is crucial for improving employee relations, which is a responsibility that supervisors are expected to uphold. The purpose of this expectation is to promote comfortable and positive working conditions for employees.

The key to fostering positive employee relations is through the implementation of effective and equitable disciplinary measures within a business organization. It is crucial to communicate the company's policies, procedures, and guidelines to employees to prevent conflicts and enhance relationships over time ("Best Practices Manual for Supervisors").

The "Best Practices Manual for Supervisors" emphasizes the significance of employees comprehending proper workplace behavior and discipline policies. Familiarity with how these regulations will be enforced and the potential consequences for breaking them fosters trust between supervisors and employees. It is also crucial that employees are not penalized for violating rules they were unaware of, making it the supervisor's duty to communicate organizational standards, policies, and associated penalties for misconduct.

It is important for the supervisor to communicate the rationale behind disciplining employees in order to prevent confusion and foster mutual benefit within the company. Typically, disciplinary procedures start with an oral warning and advance to a written warning, suspension, and termination ("Best Practices Manual for Supervisors"). To avoid legal complications,

it is advisable to involve the human resources department in all stages of the process. In summary, proficient communication abilities are necessary for implementing the best practices manual.

To effectively perform their job, a supervisor must possess strong communication skills and sharp observation. This is because they are responsible for various tasks such as conflict resolution, employee relations maintenance and improvement, and training program implementation. During conflict resolution, it is crucial for the supervisor to listen to both sides in order to ensure fairness when handling supervisee-related issues. A positive working relationship between employees and supervisors can help safeguard their respective jobs. Conducting regular performance appraisals is also essential in enhancing employees' skills development.

It is the responsibility of the supervisor to ensure smooth running of the company's economic system for mutual benefit of employees and the organization. This can facilitate potential salary hikes and other compensation forms that would aid in overall growth.