Supervisor Supervisor

Completing Robert Sutton’s survey confirmed what I’ve always known, I am not an asshole, but unfortunately I can share personal testimony about working with jerks in the past. The key to surviving such hostile work environment is professionalism and a reliable level of consistency. No one wants to risk job security so the safest path is to do nothing, until a situation implodes. This was never my stance when dealing with jerks/assholes, being in the military can be a hostile environment both on and off the battlefield so on various occasions I’ve addressed superior that were being assholes. The key to resolving such issues and keeping one’s rank is knowing the regulation and addressing the issue in a tactful manner. Constructive confrontation is both beneficial to the employee, coworker, employer, and the organization since resolving these impairment will make the work environment friendlier which increases productivity.

I am applying for entrance in certificate program in Montclair State University to gain Supervisor Advanced Certification. The purpose I am applying to this program is to move my experience in education into higher level. I am also aiming to prepare myself to serve my community as an educational supervisor. I believe that I am a good candidate due to my experience in education.

and treat it as a disciplinary matter. Not all situations in which private matters are overheard will

You contacted me on 09/03/2015 stating that the provider wanted to speak with a supervisor. You stated the reason she wanting to speak with a supervisor because she wanted someone that “could understand her”. I probed you asking if their was a language barrier or a question that you were not able to understand. You stated to me that you explain the denial and you understand her clear but she still asked to speak with someone else. I ask did she asked to speak to someone else or a supervisor and you replied a supervisor. I advise you that I would be reviewing the call and providing you with feedback.

He tends to treat minorities with disrespect by insulting them with stereotypical remarks against their ethnicity and also degrades and talks to the female employees as if they are sex objects and makes them feel lesser than men. (not intentionally)

Engage in minimal conversation in case the incident becomes more serious and something you say is later used against you.

The Department’s sergeants and other supervisors have the most influence and impact on these front-line personnel. Many of DSD’s direct supervisors are dedicated and hardworking individuals who strive to treat their employees well and support them in their daily activities. Yet our assessment revealed a number of concerns that need to be addressed by the new Sheriff and members of the command staff. Command deputies need to be more consistent in their expectations of subordinates. This will help employees better understand the Department’s priorities and what actions and behaviors they need to adopt and demonstrate in order to advance DSD goals. Direct supervisors and DSD leaders have a critical role in building morale

First: you are having a situation with another employee such as harassment or any problem where you and the employee are having some conflicts on the job, your next in command your supervisor should be notify of the issue immediately.

procedures and day to day operations and shows no respect for his subordinates. His leadership style and how to properly communicate with his staff.

The main reason an employee wants to leave a certain company is due to, the bad relationship the encounter every day with their boss.They are different types of bosses in the industry, Moreover, this video talks about a book called " 50 Bosses worse than yours, by Justin Racz" the author describe the different types of bosses we could encounter at any job, for instance;

He fully supports some staff (whether they are right or wrong) while alienating others. He asked some of his select staff to “keep an eye” on other staff members and report back to him. When issues arise between staff, he believes certain staff to be truthful and does not seek to understand both sides. (He works well with all of our African American staff and young Caucasian Women)

In the article, “How to Deal with a Difficult Boss”, by Donna Brown Hogarty, she discusses the many types of “bad” bosses. The article focuses on these specific groups: The Bully, The Workaholic, The Jellyfish, The Perfectionist, and The Aloof Boss. The topic of this essay will be that of the Perfectionist Boss. The Perfectionist Boss is described by Nancy Ahlrich, a college graduate, as someone who would appear over her shoulder and inspect her work. She states, ‘I felt belittled by his lack of confidence in me’ (99). In this article we learn that the Perfectionist Boss can be nit-picking, discouraging and someone who ‘needs to find something to worry about’, as stated by Leonard Felder. (99).

If you hear something you don’t know how to overcome, bring it to the manager’s attention and work through it together.

In earlier days, the supervisor was the person in charge of a group of towrope pullers or ditch diggers. That person was literally the “fore man,” since he was up forward of the work crew. His authority consisted mainly of chanting the “one, two, three, up” that set the pace for the rest of the workers. In Germany, the supervisor is still called a vorarbeiter (“fore worker”); in England, the term charge hand is used. Both terms suggest the lead-person origin. The term supervisor has its roots in Latin, where it means “looks over.” It was originally applied to the master of a group of artisans. Today, the supervisor’s job combines some of the talents of the “foreman” (or leader) and those of the “master” (skilled

Do not gossip, or fall in to the trap of one who does. Gossip can destroy a person and ruin their career, and is something that is easy to fall in to.