What Can A Supervisor Do?

Supervisors shoud offer effective and productive supervision to ensure that the Standards are being met to promote effective performance and underpinning skills learnt by the knowledge that promotes good practice and service

The effort-performance relationship deals with belief of the employee that increased effort will result in improved performance. The performance-reward relationship focuses on the degree to which the employee believes their improved performance will lead to a desired outcome. The rewards-personal goals relationship is the degree to which the rewards of improved performance will meet the personal desires of the employee. Throughout the case, Stacy makes it clear that she feels undervalued by Royce. The case discusses how Stacy’s department has had to deal with a number of cutbacks that have resulted in a decrease in performance and higher turnover. This has undoubtedly had a negative effect on the image of the Student Activities department, which has clearly bothered Stacy. Furthermore, Royce has acknowledged that Stacy has “managed it all,” however he has not recognized this as an accomplishment on Stacy’s part. That feeling of being undervalued has resulted in a lack of motivation on Stacy’s end. The expectancy theory explains how an employee might ask themselves “if I give maximum effort, will it be recognized in my performance appraisal?” If Stacy were to ask herself that question, her answer would be a resounding “no.” She acknowledged this by admitting to having thoughts

Good performance is rewarded through timely job promotions, special recognition and in some cases monetary rewards and incentives.

Effective supervisors gain respect without demanding it. Approachability, collaboration with colleagues, encouragement, and leading by example foster respect. Supervision relationships with mutual trust lead to supervisee's personal and professional growth.

A Performance-Based Pay system is an increasingly popular compensation method used by organizations to increase productivity. A goal for all companies is to try and remain competitive and control costs, this is a reason for performance-based pay systems becoming more popular. This type of system attempts to link compensation to performance. (Gena Richter, 2002) These systems are directly tied to organization or individual performance and are most effective when based on objective measures of quantity or quality of performance. If we wish to have a direct impact on work motivation, it must be linked directly to the performance of desired behaviors. In order for to put this type of system into place, performance evaluations must be conducted regularly , as well as training and development for those with performance that isn't quite up to par. These additional resources will be necessary for our organization if we implement a performance based pay system. (William B. Bernathy, Ph. D., 2004)

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.

This consists of things such as achievement of higher market share and profit maximisation consequently due to an individual’s performance. Processes that are used to motivate employees will affect employee’s willingness to remain with an organisation. Performance management is vital within most organisations and is seen as a crucial ingredient in motivating employees and can be explained by various motivational theories.

the effort being put into a task to try to compensate for the lower performance levels.

➢ When employees know that customers expect a particular level of performance, they’ll be more cooperative about performing at that level than if a performance standard seems to be based on a manager’s impulse.

While everyone may want to be rewarded for a job well done, everyone has different motivations that need to be taken into consideration. Everyone wants to be recognized for their performance and meeting or exceeding standards in the workplace. We have been groomed since infancy to expect a reward for meeting small achievements and major milestones, whether it was a celebratory smile from our parents for eating mashed carrots as a toddler, or walking across the stage to receive our diploma at graduation.

The components of a successful performance management system will help with defining; the plans to increase profits and the margin objectives. This includes having objectives for your individual employees, managers and anyone that contributes to the overall goals. Keeping a well-defined program will relate back to the planned and projected targets you have put in place in each entity of your company. Having a strong documented plan will also increase the trust factor within your customer base, along with your employees.

I would like to discuss supervision and the role of supervisors, more importantly successful supervisors. I located an article online titled “10 Things Successful Supervisors Do Differently”, and as from the title you guessed it the article discusses supervision and ten different and unique roles of successful supervisors. After reading the extremely informative article id like to break id down further and summaries the entire article and add my personal views to the discussion acknowledging every aspect and opinion of the content. The introduction of this article talks about how along the way there is much to be learned from supervisors both good and bad from those who aided in your career and those who have showed us exactly not what to become. Outstanding supervisors are known to impact the entire company causing a ripple effect directly and indirectly affecting others. Those manages under good supervision often follow in the footsteps and also become like their great supervisor one

The main purpose of reward within a performance management system are to retain, motivate employees and reduce turnover.

A reward is a high extrinsic motivator. The reward can be monetary, gift certificate, day off with pay, a two hour lunch, or working for two hours on anything but work. All entice performance and competition in the workplace. A gold star, being the teacher’s helper for a day, no daily

Peter Gibbons, an employee at Initech Corporation, for example, appears to tend towards performance in terms of achievement orientation (Kozlowski and Bell, n.d., p.7). For Peter, task completion is of primary importance. In other words, completing tasks is the basis of meaning he derives from his work. He reason for this orientation is the way in which the management of the company and its employees is set up. Peter operates from a basis of fear: Fear of being reprimanded by eight different bosses and fear of losing his job. There is therefore no meaning for Peter besides completing the tasks assigned to him. He completes them only to avoid unpleasant consequences, rather than to achieve the company's goals or to learn skills in order to advance in his work.