Essay On Supervisor

Self leadership through personal learning and reflection “provides a foundation for effective leadership skills” (Watson, 2004). The Canadian College of Health Leaders (CCHL) includes self leadership as one of it’s five core leadership competencies, which is defined as “The Lead Self” domain. As part of Leading Self, effective leaders must demonstrate: self awareness, managing self, developing self and demonstrating character. (CCHL, 2010).

As Clardy (2012) states, there are numerous issues that new managers or supervisors can have when starting a new job. First thing, is that the new manager or supervisor has to learn how the company or division works and operates. Second, is learning about the employees and what they do in their positions. Third, the manager or supervisor has to learn about any issues or problems that are affecting the operations.

While teaching Gary how to run the new spreadsheet program on the computer, Lois, his supervisor, put her hand on his shoulder.She probably rested her hand on his shoulder without even thinking of what she was doing, Lois was helping Gray how to get his work done properly. She was just doing her job as a supervisor that’s what I believe.

All managers are different and manage in different ways, some are effective in promoting the best, others may not be as efficient.

In any organization, the manager wears many hats. Their responsibilities go beyond just managing a group of people. On top of managing, they have to be communicators, coaches, and advocates, just to name a few of the many hats. Part of being an effective communicator includes reporting and implanting changes that may come down from upper management. Change can bring out many emotions in people, like anxiety. How a manager handles the change and implements it within their department can either make their people feel good about it, or heighten their concerns ("Managers And Supervisors: Importance And Role", 2014).

Micromanagement behavior can be very disruptive to the organization. Quite frequently the employees must take the initiative to take back their territory. Chambers (2006) gives several suggestions on how to do this. First, the employee can take the information initiative by finding out what data the manager needs to feel confident, then provide it ahead of time. The employee can also communicate progress on priority projects which illustrates awareness and timeliness. Stay clear on expectations by using a trail of memos or emails. Communication is vital as priorities shift, and it is very important to beat deadlines if possible. Exhibiting proactive behavior is key, and sometimes it may be better to ask for forgiveness than permission. This situation is where an employee can put a

Thank you for your informative response. You stated “The focus on one area of management creates neglect on the other duties which, creates a negative impact on the employees the supervisor is responsible for managing.” I agree with your statement. Focusing on one area of management can cause neglect of obligations within the business. Neglecting any obligations within an organization can have a negative impact on employees.

When it comes to working within a system and dealing with supervisors in their leadership roles, I always found them to be a little difficult at times to bear with. I have supervisor named Liv with whom work with. I first found out about her working style through other employees who have worked with her in different departments. Liv was an extreme micromanager as well as a person who would demand some of the employees to stay past their work hours for work that was her own responsibility. Interpersonal conflicts quickly arose at work with everyone feeling that this working for her is not exactly a treat. What I found interesting while researching and observing my supervisor's way of managing and working was that she was always under stress from upper management.

I had a manager that was very knowledgeable about the job. His Leadership qualities were outstanding. He could communicate well with the staff and with the clients when it came to serious matters. He had your back in any situation. The only thing he lacked was ethical skills. That was what brought tension with him and staff. In this field people take their job lightly. They would come to work fifteen minutes to thirty minutes late, having the earlier staff have to stay later than they wanted. What the manager would do instead of keeping the late staffs time where they came in late, he would set it back to the time that they should have come in and take the extra time from the staff that stayed later. Also he would commit financial fraud in that he was suppose to every Friday bring weekly spending to the clients in a certain amount ($25.00). He was supposed to bring funds to the site, give the funds to the staff, then have the staff count it. Then he was to have the client sign the verification form stating that they received a certain amount. He would come in tell the clients to let him see their wallets and he would put money in it without the staff seeing or verifying the amount. Once he would leave the clients would come to staff and say that they signed for amount that they did not receive. The manager was eventually reprimanded for the action and given the choice to either be demoted to a regular staff or be

Many organizations and establishments have philosophies in how an organization is to be functioning and which positions are necessary to execute the plan. One of the crucial positions that make the establishment function is that of a Supervisor. The term supervisor is a word with Latin roots which means “to look over,” however, a supervisor is viewed as a person who is an immediate overseer to an employee at a workplace. The supervisor is the person an employee would directly report to for any work related situation. A supervisor plays an essential part of the management team that gives an organization purpose and leadership by being responsible for employees’ progress and productivity (Bittel & Newstrom, 1992).

We’ve all had to endure the constant management of a control freak boss. At the beginning, the hand-holding was welcoming, perhaps even comforting as you learned the ropes of you new position. But now that you’re a seasoned employee, your superior’s need to keep tabs on your every task feels almost insulting. Rest assured that this behavior is not about you. It’s about insecurity. Your boss probably doesn’t feel secure in their position or may by micromanaged

McKenzy, I as well like to observe from a distance. My previous employments being an assistant manager at one job as well as a shift lead at another; I did not want to come off as if I'm micromanaging as well. The best way to do that as you stated would be watching from afar. Working one on one as well did make things seem to go smoother for me than previous coworkers. Instead of having to discuss group concerns you're able to discuss specific needs and changes without letting all employees know. It creates a friendly work environment, or so I

A good supervisor will inspire, challenge, and motivate their employees. In addition, a supervisor has the ability to stay focused and is able see the big picture. However, one could possibly argue that the best quality that a good supervisor must possess is the skill to recognize the potential in others. Nevertheless, the most important skill a supervisor must possess is the ability to help those around realize their own potential.

On the other hand; the NVP model has a very good advantage here which is that it allows

During the past ten weeks, I have strengthened my concept of what constitutes effective leadership. Importantly, it is a leadership style that maximises the contributions of followers to achieve the desired outcomes for the organisation they represent. As Nanjundeswaraswamy & Swamy (2014, p.57) explains, effective leaders need to balance the drive to achieve a task with managing relationships. Therefore, it is essential for good leadership to not only focus on the task but develop, motivate and empower team members to strive for the achievement of task goals.