A Brief Note On Inefficient Supervision Is A Quiet Enemy Of An Organization ( Groysberg And Slind, 2012 )

Inability to communicate clearly can be a serious limitation for a supervisor. A supervisor who cannot motivate and inspire others fails to get the job done well and in time. A bad supervisor is a poor listener. A poor supervisor is often disorganized and incapable of making sound choices.

As mentioned above the unequal division of responsibility within department due to lack of job design also results in a bad coordination within the organization. Examples of instance referred to in the case of Duplox would be the interdependence between the TSS and FSM teams; the sales department and the TSS’s, where the sales team don’t put much weight on the argument by the TSS’s that improper installation can cause higher repair and service cost. This not only creates discontentment between department but also affects the bonuses the Directors and managers gain based on the TSS’s productivity which is either met or exceed the past year. High- involvement managerial strategy the supervisor no longer would be the primary controller and evaluator instead would be the facilitator. They would help remove barriers to adequate performance and provide resources and assistance to subordinates to perform efficiently and allow decisions to be made at the lowest possible levels in the organization. The overall leadership style is participative or democratic in nature.

Supervision theories and practices began emerging as soon as counsellors started to train other counsellors (Bernard & Goodyear, 2009). Several different theoretical models have developed to clarify and support counselling supervision. The focus of early models of supervision had generally been based on counselling theories (such as Cognitive Behavioural Therapy, Adlerian or client-centred), but these orientation-specific models have begun to be challenged as supervision has many characteristics that are different to counselling. Competency as a counsellor does not automatically translate into competency as a supervisor, and when supervisee/supervisor orientations differ, conflicts may arise (Falender &

Poor communication between management – when the management didn’t communication with their employees it cause then to have low motivation, low loyalty, and high turnover because most of the employees didn’t know what to do or how to do it.

Ineffective communication can be devastating to a department within an organization. This usually occurs when managers do not meet with staff regularly to check in or update staff of new occurrences. Even if the manager does follow through with regular meetings the manager must abide by the three “C’s” rule of communicating with clarity, completion, and conciseness (Juneja, 2011).

A company can’t succeed without the people who get up and go to work every day and do their best to make that company a successful one. It takes more than one person to make a company succeed and that is why not only bosses but employees play a big role in maintaining a company. The way employees are treated is what keeps them enjoying their job, coming to work every day, putting their effort into their job, and providing good customer service. It is important to not only provide excellent customer service to whose entering a company, but to the employees as well. When customers are treated bad by those who are employed at a company then the customer tends to avoid that company and use other resources where they can get the help they need and are able to communicate with people who are helpful and respectful. This goes hand and hand with the way bosses treat their employees because like customers, employees who feel like they are being disrespected and not getter the proper help and training, they begin to not enjoy their job. When you do not enjoy your job and are being treated bad that shows up in the way you do your work. Employees may get that “I do not care attitude” or the bad attitudes from their bosses can rub off on the employees as well. Employees look up to their bosses because someday that could be the employee in the higher position.

authors do not intend to illustrate either effective or ineffective handling of a managerial situation. The authors may have disguised

In addition, Craig fails to use his managerial position to delegate second level tasks to others, who are capable of handling those tasks. By focusing on second level tasks, Craig loses time and effort that could have been used to accomplish important tasks. When individuals at work focus only on what is urgent rather than what is important, organizational problems such as poor delegation which was previously mentioned, poor organization at work, and weak organizational hierarchy tend to occur. In this case, poor delegation of tasks makes it difficult to organize work activities within the company. Poor organization makes people less efficient and less effective. Less efficient and less effective individuals lead to weak organizational hierarchy. A weak organizational hierarchy can lead to a decrease in the overall productivity of the company.

Leadership changed all the time which make it difficult to keep up with policies and regulations. Also, there was turnover for managers.

If managers cannot adapt a leadership style when required then staff will become unengaged and have low morale. Not recognising their own role in the organisation or the vision of organisation and where it wants to be.

In addition, ineffective management is also a problem category. To begin with, the span of management is out of control. In order to maximize the efficiency, the managers need to think about how many staff that they are able to supervise directly. Johnson, the director of the camp, was directly responsible for managing the whole super staff. The efficiency of management would decline. Moreover, Cameron was the only employee in program director part of the super staff team, and it was difficult for only one person to develop the entire program.

Unreasonable deadlines or extreme time pressure, sometimes management can give employees numerous works in the morning and want it back by the end of the day. You can get so overwhelm because of the time pressure you become stress and can make mistake that can cause the company.

Problem employees inevitably surface in most workplaces and sometimes employers need to counsel their employees and on occasions employers must discipline the employee. In an organization top-management often formulate the standards that supervisors must use when they have to deal with problem employees. A supervisor must have the skills required to organize, staff, lead, and control which includes the ability and talent required to deal with problem employees.

Throughout history there have been many successful companies as well as companies that have been a debacle. The success of the company has to do with the management and how it executes its strategy. If the management is ineffective, the company will most likely fail; however, if the company has good management it is more likely to prosper. There are many responsibilities that a manager must complete, chief among them are the four functions of management are planning, organizing, leading, and controlling (PowerPoint). In order for the company to be successful the management must fulfill all four functions. In some case not all four functions are met to expectation, with the results that the company to be not as successful as it could be if they

2009 pg 111) It can stifle creativity, be unnecessarily time wasting causing a loss of confidence and moral in the employee or workforce (Roberts, G. 2009) This type of manager can be overly domineering and controlling, creating a more stressful work atmosphere. The positive attributes are that is shows the manager is passionate about the company’s success, is focused and determined with good attention to detail. (Fina, M 2009 111) Managers with little faith in their employees’ abilities instil uncertainty causing the employee to have low expectations of themselves, ‘fearing the worst’ from their manager and overall inhibiting the growth and potential of individual. (Bhote, K. 2003 pg 69)