Case 1-A: Transition to Supervisor Tristan came in on the ground floor in his co

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Case 1-A: Transition to Supervisor Tristan came in on the ground floor in his company and had excelled in his position for several years when he was promoted to a supervisory position. He was excited about the increased responsibility and money, and he also enjoyed the status and respect that came with the new title. Tristan’s position was to supervise a new production department at a new plant site of his small regional company. In preparation he was ordered to attend a two-week supervisor’s training program at headquarters. As he expected, the training was focused on human resources (HR) concerns, customer satisfaction issues, and corporate quality production expectations. Because the new location was intended to showcase the company’s strength in quality manufacturing, he was allowed to recruit his own team from among the company’s statewide employee pool. Several seasoned workers, acquainted with him as a result of his time with the company, expressed interest in the startup department. Lauren was hired as the departmental administrative assistant and William was hired as the new line foreman. Tristan was elated and felt that things were moving ahead quickly enough for his superiors to be pleased with the progress he was making. He continued to fill the necessary positions. Within a month the department was ready to get going. Everyone was excited, attitudes were positive, and he was looking forward to the inaugural production run. Tristan had never held a supervisory position before, yet he knew Lauren and William were both strong employees with great work ethic. He was certain everyone he selected possessed a similar work ethic and was driven to succeed. However, this quickly proved erroneous, and when it became obvious the hoped-for production quality was nonexistent, everything became a dismal failure all at once. The department failed to produce at the expected quality level, and turmoil among the employees was widespread. During the nearly two years he was supervisor, Tristan was never able to earn the respect of his employees or experience the success in production quality envisioned by the company. In reality, many first-time supervisors earn their position by simply doing well at their job; however, without proper training, in both supervision and leadership, disappointing outcomes like Tristan’s are more common than you would imagine. Just because an employee is good, or even great, it does not mean he or she will be a great supervisor.

If you envision transitioning into a supervisory position, what can you do to ensure you don’t end up like Tristan?

What supervisory competencies should you work to develop? Why?

Which of the four management functions do you believe most supervisors need help with? Why?

The role of supervisor can be considered as a first step towards management. What are the benefits and the potential shortcomings of pursuing a management career?

Concerning the fourth question, conduct additional research on the Internet. Discuss your findings and also explain if what you discovered is similar or different to what you read in the textbook. Be sure to link to the URL address(es) of the articles you read.

PLEASE NO PLAGIARIZED ANSWERS

Explanation / Answer

Supervising some specific team in an organisation is one of the main and the most important task of maintaining the productivity as well as agency of the organisation.
If I ever faced a transition into supervisor position then I would be taking proper training of the specific department as well as I would ask a senior person in organisation for teaching about the code of conduct as well as a technique used in providing a specific department and the type of employee. Supervising is an intensive task as the learning process would be slow and I would definitely learn about the different aspect of managing the employees in an organisation and to provide extensive support to my job profile. I successfully learning Different techniques and technologies using supervising the specific type of employees I would definitely increase my level of learning and supervising for the same department.

For supervising the specific region I would be following the situation and leadership as it provides extremely well design support to the supervising structure.
Situational leadership can be defined as leadership style in which leader or a manager of an organisation uses his style to influence the development level of the company for the followers of the company he is trying to influence.
For application of situational leadership in an organisation, this is depth can be followed.
Directions and telling
By direction and instructing the company, the soul person who is making all the decisions is a leader. Institutional leadership the leader or the manager is always very involved and always supervising people as well as the services. This type of leadership is a top-down up and employees are doing what they are being instructed.
Coaching and selling
With coaching in selling style of leadership, leader is always involved in every day to day activity and the ultimate decision is always made by the leader. In this type of leadership strategy the input is always suggested by the employees before the proper implementation. This is style usually used with the an experienced employees who needs to be coached and to increase there confidence.
Participation and support
Active participation of a leader in some kind of job inside an organisation shows the characteristics of leadership organisation. In this sort of leadership style the Final Decision lies in the followers and the leader is always participating in the job. This type of leadership is used when the employees lack the confidence hence as a leader was with them their level of confidence increases.
Delegation
Delegation is a situational leadership style in which the involvement abhi leader is very less and all the decision making is totally depends on the employees or the followers. In this type of situation the employees knows what they have to perform and there is a very little supervision required.
By using the above factors ,we can easily implement the situational leadership in our projects and can enhance the overall productivity as well as efficiency of the system

A supervisor should be able to use the specific functions to ensure better efficiency as well as productivity in the organisation.

Planning

Planning is one of the most essential parts of a management system. Without a proper planning management cannot work and planning process allows an organisation to run smoothly. Planning includes defining a goal and that determining the best available strategy to achieve that goal in most efficient manner.

Organizing

Organising structure function of the company controls the overall structure of the company. The organisational structure is the main Foundation which is required to run a company. Lacking this specific function, functioning of the companies organisation would not be possible.

Staffing

Staffing function of the management is responsible for all the recruitment and the overall individual needs of the organisation. The main job of the HR department is to hire correct people for the correct positions. Staffing also provides the structure for training as well as doing promotions and the transfers.

Coordination

Coordination inside an organisation is a very essential part of Organisational Management because it ensures is all the activities are linked together and working in a sync to provide the maximum efficiency as well as productivity.
Controlling. Maintaining proper coordination inside an organisation proper functioning of an organisation is assured.

Controlling

The controlling function of management system is very essential for controlling or other function of the organisation and keeping them in structured manner. Controlling process is also required to rectify the situation or the problems that are creating obstruction in setting new standards.

All of these functions are interconnected is even one of the function are deleted from the structure then there would be no correct organisational structure remaining. Hence, for a properly functioning organisation all of the above factors are required and they should be related to each other for an efficiently working organisation.

Supervisor is one of the main Binder of the team inside your organisation. It is the one who provide guidelines and rules and regulation to the team as well as a group inside the organisation which is the most initial step of Management. As supervisor provides information about the most initial stage of the management hence it can be said that a supervisor can be considered as a first step towards management.

Benefit careers can be considered as a very risky as well as helpful career to maintain growth of an individual. If you have a proper understanding of the situation regarding the management and services you would definitely Excel this. It has endless opportunities and also offers a stable job profile which could be very beneficial for an individual maintain its productivity and efficiency towards the same job. Management jobs are basically and mostly based on the experience. As the experience increases the level of Ease and complexity of the job is decreased.

Management job requires proper skills and learning of different Tools and techniques. If an individual fails to learn about the Tools and techniques then it left you with no option as management is basically a very time consuming job.

link - http://smallbusiness.chron.com/define-supervisory-skills-2983.html

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