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The Role and Responsibilities of a Supervisor

IntroductionSupervising is like know on a regular basis the status of the
parenting. These are two of the most Company's goal achievementMy goals for
important jobs any one can do, but few myself as a Foreman and for my team tie
people are adequately prepared or trained into the Company's goals
to do them. Most people learn by trial I set goals that stretch and challenge
and error with varying degrees of me
success. But both jobs are far too I achieve a high proportion of the goals
important to be left to chance and the I set
good news is that you can learn with some I enjoy challenges, and see them as
help and guidance how to be successful in opportunities for growthPersonal
them. This article will help you to be a Productivity
more effective and efficient I clearly understand my priorities
supervisor.Supervisor's RoleIn one I spend only a small portion of my time
sentence, write down what you think your in crisis management
main role as a supervisor is. I delegate work to others in an
A role is a main activity or two that effective mannerMy area of responsibility
you are charged with undertakingThe runs smoothly when I am not there
answers could be: I accept personal responsibility when I
· Provide leadership and collaborative make a mistake
direction to my staff; I ensure that meetings I run have a
· To be a team leader clear agenda and start and finish on time
· To ensure my staff have the human I plan my work in advance and work the
and physical resources to undertake their plan
work in an efficient manner I rarely procrastinate or leave things
Supervisor's ResponsibilitiesLearning to the last minute
ActivityWhat are your main supervisory I keep others informed, in advance, when
responsibilities in your present job? I cannot meet their deadlinesMotivating
List them on a separate piece of paper OthersI give feedback on a timely basis
(you should have 8 to 12). It is I know the people on my team well enough
sometimes easier to think of these under to understand what is important to them
two main headings: (a) job related and I believe in the abilities of people on
(b) people related. my team and communicate my confidence in
Once you have a list, then rank them in themI provide (or am instrumental in
order of importance. obtaining) training for the people on my
When you have completed this activity, team that they need to develop the skills
look at the examples other examples of necessary to do their job well
supervisory responsibilities provided by I ensure clear goals and expectations
the author.Job Related are set with those people who report to
· Cost Control meMorale in my department (team) is high
· Equipment I always share credit for success
· Goals I ensure that people on my team are
· Materials clear about what their responsibilities
· Plans are
· Procedures I ask questions and encourage people to
· Productivity find out answers to their concerns
· Quality I listen to the ideas of others
· Standards I am flexible in how things get done,
· TrainingPeople Related providing the results are
· Coaching satisfactoryWhen things go wrong, I
· Communicating question what I could have done
· Delegating differently. I share
· Disciplining responsibility.Coaching for Success
· Leadership I coach my people to help them achieve
· Managing yourself success in what they do
· Motivating I provide one-on-one sessions with each
· Supervising othersLearning person who reports to me
Activity:Current Obstacles & Challenges I ensure that during coaching sessions
What obstacles do you personally face the other person(s) talk more than I do
now that makes it difficult for you to I really listen to understand the
fulfil some of these responsibilities? concerns of others
They may stem (1) from you, (2) from your I help others to be self-aware of the
unit or (3) the organization as a whole. areas in which they deed to improve or
List then and then rank them in order of develop
importance:New Ways of SupervisingOver I support the goals set by individuals
the years, the role of a supervisor has on my team
changed significantly from being a top I help members of my team to be
down, autocratic order-giver to a team accountable for their goals and
leader, coach and motivator. performance
· from ordering to asking; and I deal openly, constructively and
consulting. promptly with any negative performance
· from telling to listening and asking issues
questions. I encourage and ask for feedback on my
· from policing to coaching. own performance from my
· from each person for himself to teamCommunications and Building
teamwork. RelationshipsI listen to understand the
· from fear to mutual respect.This other person's perspective before I give
change has come about, not because people mine
are becoming "soft-hearted," but because I always wait until others have finished
it is now very clear that people are more talking before I speak; I don't interrupt
productive if they are happy, motivated I spend time planning important
and upbeat. This takes place in an communications, written or oral
employee-friendly environment. The change I develop strong business relationships
is one of enlightened self-interest on with the people on my team as well as
the part of managers who decide what with suppliers and customersWhen people
training is appropriate for their bring to my attention my own negative
supervisors. They know that happy performance issues, I respond in a
employees are productive employees. non-defensive manner
Review and discuss about briefly the I speak calmly to people, not raising my
following chart "Leadership voice, regardless of the issue at handIf
Styles"Guidelines for Supervisory I have an issue with someone, I always
BehaviourWithout having a clear idea of deal directly with them, I do not talk
what is acceptable behaviour for a behind their back
supervisory, you are likely to model your I observe others' non-verbal
behaviour after some role model in your communication to assess how they are
life: a parent, a teacher, a boss. This really feeling
could be good; but it could be disastrous I maintain an open mind in most
if any of these people is dictatorial discussions
and demanding, or weak and indecisive.A I seek and consider other people's
major benefit of this supervisory opinionsDealing with Performance Issues
training program is that it provides you I deal with performance issues on a
with guidelines about what is acceptable timely basis
supervisory behaviour, and what is not. I allow others to explain their
It also provides you with the skills to viewpoint before coming to a conclusion
bring about this behavioural change. Once I see dealing with negative issues as an
you know this, you will be more confident opportunity to train and develop people
in what you do, as you won't be wondering I make sure that clear expectations are
whether you are taking the right action. set and agreed upon with the individual
Also, if you train with other people, you after a performance issue discussion
will all learn the same skill set and you I am willing to accept that my
will be able to help each other in the perception of an issue may not always be
future when challenges arise.Supervisor's right
Self-Assessment SurveyThe Self-Assessment I avoid argument, accusation and sarcasm
of Supervisory Knowledge, Skills and I encourage others on my team to be open
Attitudes survey below may look about their mistakes so that we can make
formidable but it effectively outlines corrections and learnTeam Building and
the areas that you need to eventually SynergyI see my position as Foreman as
master in order to become an outstanding being a team leader and that those I
supervisor. Don't be dismayed, you don't supervise are all members of my team
have to master all these areas in a month I ensure that my team and it's members
or two. It will take time and you will have clear goals and expectations
need to systematically work away at one I am willing to delegate responsibility
or two areas at a time.Most supervisors to team members
get promoted because they are "good on I give regular feedback to the members
the job." They are hard working, of my team; not just about negative
productive. Hopefully, they are also issues but I also regularly tell members
loyal to the company and a good team of my team when them have performed
player. While this is a good start to wellOthers see me as a team player
being a good supervisor, there are other I follow through on commitments I make
skills they need to develop in terms of to team members
leadership: how to inspire, motivate, The results of team efforts are shared
coach, delegate, discipline, plan, with members of the team (e.g. I do not
team-build etc. This is what this program take all the credit for my team's
is about.Self-Assessment Survey successes)
DirectionsRead through the list below I actively promote team spirit and
without marking it up, then the second positive interpersonal relationships
time around, Put a YES, NO or MAYBE to amongst the members of my team
record what you think your skill or As team leader, I move promptly to
knowledge level is. This will give you a discourage behaviour by individual(s) in
good idea where your strengths and my team when such behaviour has a
weaknesses areSupervisor's negative impact on team-building (e.g.
Self-Assessment SurveyLeadershipI have a "turf wars," "inner circles,"
clear understanding of the Company's "behind-back gossip" etc.Managing StressI
goals and objectives am aware of what causes me stress on the
I understand how my role fits into the job and I manage those situations
goals of the Company I notice when team members are under
I have a clear vision of the objectives stress and help them to deal with the
of my area situation
I communicate the Company and area goals I discuss my concerns and problems with
to the people under my supervision (my the person to whom I report
team) on a regular basis I do not take my work problems home, nor
I give frequent feedback to the people do I bring my home problems to work
in my team to encourage their development I use small amounts of stress as a
and the achievement of their goals and motivator
objectives I enjoy most of the work I do
I recognize and celebrate the successes I strive to maintain a good balance
of those in my team between my workplace life and my home
I feel that the people in the Company life
are our most important assets I eat a balanced diet
I believe that I treat others as I would I exercise regularlyEnhancing Future
like to be treated myself Results
I consciously work at setting an example I am continually upgrading my skills
of effective leadership I am aware of areas I need to improve
I am actively working on developing a I ask advice from people with more
positive self-image experience
My own enthusiasm is increasing the I admit when I do not know something
desire of my team to do I invest time in training or coaching
betterGoal-settingI have a written annual others
plan and personal performance goals which I spend time weekly to study or read
have been agreed upon by me and the I ask others regularly how they think I
person to whom I report could improveThat is the conclusion of
I work with my team regularly to help this article which I hope you have found
them set SMART goals that support their helpful and informative.Do check out my
workplace development website too although it is not directly
I break down my annual goals into related to this subject, you may also
shorter-term goals find it interesting
I review the progress of my goals Brooke, Ph.D is a retired university
regularly senior administrator, an adult educator,
I have a method for measuring and corporate traininer and recruiter,
keeping track of my goal achievement published author.
I ensure that the members of my team




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