Wednesday, January 18, 2012

The Role and Responsibilities of a Supervisor

Introduction

Supervising is like parenting. These are two of the most leading jobs any one can do, but few habitancy are adequately prepared or trained to do them. Most habitancy learn by trial and error with varying degrees of success. But both jobs are far too leading to be left to occasion and the good news is that you can learn with some help and guidance how to be victorious in them. This report will help you to be a more effective and effective supervisor.

Online Voice Changer

Supervisor's Role

The Role and Responsibilities of a Supervisor

ProTunes I Am T-Pain Mic - Gold Best

Rate This Product :


ProTunes I Am T-Pain Mic - Gold Feature

  • Sing to your favorite tracks, freestyle over exclusive beats, and upload beats from your computer to the mic
  • Record, save and share online with friends
  • This product does not utilize the Auto-Tune technology owned by Antares Audio Technologies
  • Patent pending

ProTunes I Am T-Pain Mic - Gold Overview

Experience the pop culture phenomenon of the TPain Effect with the I Am TPain Mic. Transform your voice into TPains style of singing with a press of a button. Sing to your favorite tracks, freestyle over exclusive beats, and upload beats from your computer to the mic. Record, save and share online with friends.I Am TPain Microphone, White and SilverIncludes 3 original beats produced by Young Fyre for Nappy Boy ProductionsoClose Your Eyes DosoGet Ya Bolly OnoNew School 3Record/playback featureso3+ minutes of recording timeoBuilt in USBoDownload and share onlineoBuilt in speakeroMP3 compatibleMade of plasticIncludes software to download and share onlineRequires 3 AAA batteries (included)Dimensions 3L x 3W x 9H


Customer Reviews




*** Product Information and Prices Stored: Jan 18, 2012 14:14:29

In one sentence, write down what you think your main role as a supervisor is.
A role is a main activity or two that you are expensed with undertaking

The answers could be:
· Provide leadership and collaborative direction to my staff;

· To be a team leader

· To ensure my staff have the human and physical resources to undertake their work in an effective manner
Supervisor's Responsibilities

Learning Activity

What are your main supervisory responsibilities in your present job?
List them on a detach piece of paper (you should have 8 to 12). It is sometimes easier to think of these under two main headings: (a) job linked and (b) habitancy related.
Once you have a list, then rank them in order of importance.
When you have completed this activity, look at the examples other examples of supervisory responsibilities in case,granted by the author.

Job Related

· Cost Control

· Equipment

· Goals

· Materials

· Plans

· Procedures

· Productivity

· Quality

· Standards

· Training

People Related

· Coaching

· Communicating

· Delegating

· Disciplining

· Leadership

· Managing yourself

· Motivating

· Supervising others

Learning Activity:

Current Obstacles & Challenges
What obstacles do you personally face now that makes it difficult for you to fulfil some of these responsibilities? They may stem (1) from you, (2) from your unit or (3) the society as a whole. List then and then rank them in order of importance:

New Ways of Supervising

Over the years, the role of a supervisor has changed significantly from being a top down, autocratic order-giver to a team leader, coach and motivator.

· from ordering to asking; and consulting.

· from telling to listening and request questions.

· from policing to coaching.

· from each man for himself to teamwork.

· from fear to mutual respect.

This change has come about, not because habitancy are becoming "soft-hearted," but because it is now very clear that habitancy are more effective if they are happy, motivated and upbeat. This takes place in an employee-friendly environment. The change is one of enlightened self-interest on the part of managers who determine what training is approved for their supervisors. They know that happy employees are effective employees.
Review and discuss about briefly the following chart "Leadership Styles"

Guidelines for Supervisory Behaviour

Without having a clear idea of what is approved behaviour for a supervisory, you are likely to model your behaviour after some role model in your life: a parent, a teacher, a boss. This could be good; but it could be disastrous if any of these habitancy is dictatorial and demanding, or weak and indecisive.

A major advantage of this supervisory training agenda is that it provides you with guidelines about what is approved supervisory behaviour, and what is not. It also provides you with the skills to bring about this behavioural change. Once you know this, you will be more inescapable in what you do, as you won't be wondering either you are taking the right action. Also, if you train with other people, you will all learn the same skill set and you will be able to help each other in the time to come when challenges arise.

Supervisor's Self-Assessment Survey

The Self-Assessment of Supervisory Knowledge, Skills and Attitudes peruse below may look formidable but it effectively outlines the areas that you need to at last scholar in order to become an outstanding supervisor. Don't be dismayed, you don't have to scholar all these areas in a month or two. It will take time and you will need to systematically work away at one or two areas at a time.

Most supervisors get promoted because they are "good on the job." They are hard working, productive. Hopefully, they are also loyal to the firm and a good team player. While this is a good start to being a good supervisor, there are other skills they need to institute in terms of leadership: how to inspire, motivate, coach, delegate, discipline, plan, team-build etc. This is what this agenda is about.

Self-Assessment peruse Directions

Read through the list below without marking it up, then the second time around, Put a Yes, No or Maybe to report what you think your skill or knowledge level is. This will give you a good idea where your strengths and weaknesses are

Supervisor's Self-Assessment Survey

Leadership

I have a clear comprehension of the Company's goals and objectives

I understand how my role fits into the goals of the Company

I have a clear foresight of the objectives of my area

I characterize the firm and area goals to the habitancy under my administration (my team) on a quarterly basis

I give frequent feedback to the habitancy in my team to encourage their development and the achievement of their goals and objectives

I recognize and celebrate the successes of those in my team

I feel that the habitancy in the firm are our most leading assets

I believe that I treat others as I would like to be treated myself

I consciously work at setting an example of effective leadership

I am actively working on developing a inescapable self-image

My own enthusiasm is increasing the desire of my team to do better

Goal-setting

I have a written annual plan and personal execution goals which have been agreed upon by me and the man to whom I report

I work with my team usually to help them set Smart goals that withhold their workplace development

I break down my annual goals into shorter-term goals

I characterize the improve of my goals regularly

I have a method for measuring and holding track of my goal achievement

I ensure that the members of my team know on a quarterly basis the status of the Company's goal achievement

My goals for myself as a Foreman and for my team tie into the Company's goals

I set goals that stretch and challenge me

I accomplish a high proportion of the goals I set

I enjoy challenges, and see them as opportunities for growth

Personal Productivity

I clearly understand my priorities

I spend only a small quantum of my time in crisis management

I delegate work to others in an effective manner

My area of accountability runs smoothly when I am not there

I accept personal accountability when I make a mistake

I ensure that meetings I run have a clear agenda and start and end on time

I plan my work in improve and work the plan

I rarely procrastinate or leave things to the last minute

I keep others informed, in advance, when I cannot meet their deadlines

Motivating Others

I give feedback on a timely basis

I know the habitancy on my team well sufficient to understand what is leading to them

I believe in the abilities of habitancy on my team and characterize my reliance in them

I contribute (or am instrumental in obtaining) training for the habitancy on my team that they need to institute the skills critical to do their job well

I ensure clear goals and expectations are set with those habitancy who report to me

Morale in my group (team) is high

I all the time share prestige for success

I ensure that habitancy on my team are clear about what their responsibilities are

I ask questions and encourage habitancy to find out answers to their concerns

I listen to the ideas of others

I am flexible in how things get done, providing the results are satisfactory

When things go wrong, I inquire what I could have done differently. I share responsibility.

Coaching for Success

I coach my habitancy to help them accomplish success in what they do

I contribute one-on-one sessions with each man who reports to me

I ensure that while coaching sessions the other person(s) talk more than I do

I unmistakably listen to understand the concerns of others

I help others to be self-aware of the areas in which they deed to heighten or develop

I withhold the goals set by individuals on my team

I help members of my team to be accountable for their goals and performance

I deal openly, constructively and instantly with any negative execution issues

I encourage and ask for feedback on my own execution from my team

Communications and construction Relationships

I listen to understand the other person's perspective before I give mine

I all the time wait until others have ended talking before I speak; I don't interrupt

I spend time planning leading communications, written or oral

I institute strong firm relationships with the habitancy on my team as well as with suppliers and customers

When habitancy bring to my concentration my own negative execution issues, I answer in a non-defensive manner

I speak calmly to people, not raising my voice, regardless of the issue at hand

If I have an issue with someone, I all the time deal directly with them, I do not talk behind their back

I peruse others' non-verbal transportation to collate how they are unmistakably feeling

I pronounce an open mind in most discussions

I seek and consider other people's opinions

Dealing with execution Issues

I deal with execution issues on a timely basis

I allow others to by comparison their viewpoint before advent to a conclusion

I see dealing with negative issues as an occasion to train and institute people

I make sure that clear expectations are set and agreed upon with the personel after a execution issue discussion

I am willing to accept that my perception of an issue may not all the time be right

I avoid argument, accusation and sarcasm

I encourage others on my team to be open about their mistakes so that we can make corrections and learn

Team construction and Synergy

I see my position as Foreman as being a team leader and that those I supervise are all members of my team

I ensure that my team and it's members have clear goals and expectations

I am willing to delegate accountability to team members

I give quarterly feedback to the members of my team; not just about negative issues but I also usually tell members of my team when them have performed well

Others see me as a team player

I consequent through on commitments I make to team members

The results of team efforts are shared with members of the team (e.g. I do not take all the prestige for my team's successes)

I actively promote team spirit and inescapable interpersonal relationships among the members of my team

As team leader, I move instantly to discourage behaviour by individual(s) in my team when such behaviour has a negative impact on team-building (e.g. "turf wars," "inner circles," "behind-back gossip" etc.

Managing Stress

I am aware of what causes me stress on the job and I carry on those situations

I notice when team members are under stress and help them to deal with the situation

I discuss my concerns and problems with the man to whom I report

I do not take my work problems home, nor do I bring my home problems to work

I use small amounts of stress as a motivator

I enjoy most of the work I do

I strive to pronounce a good balance between my workplace life and my home life

I eat a balanced diet

I practice regularly

Enhancing time to come Results

I am continually upgrading my skills

I am aware of areas I need to improve

I ask guidance from habitancy with more experience

I admit when I do not know something

I invest time in training or coaching others

I spend time weekly to study or read

I ask others usually how they think I could improve

That is the end of this report which I hope you have found helpful and informative.

Do check out my website too although it is not directly linked to this subject, you may also find it interesting
http://www.ehomebiz.org

The Role and Responsibilities of a SupervisorHow to Change the Lock/Unlock Sound on the iPhone(3G) Video Clips. Duration : 9.02 Mins.


This is a tutorial in response to a question I received from one of my viewers/subscribers. Thank you for asking the great question malhonette, I hope this helps. How to Jailbreak: www.youtube.com Check out my blog: thefreshprince1313.blogspot.com

Tags: thefreshprince1313, the, fresh, prince, 13, video, turorial, how, to, chage, unlock, lock, sound, customize, jailbreak, iphone, 3g, white, black, 8gb, 16gb, help, hint, tip, trick, response, apple, original, intro, beat, beatmaker, griffin, vaja, otterbox, speck, mygearstore, itunes, innocase, Richard, solo, mophie, gelaskins, decal, girl, uniqueskins, hack, switcheasy, contour

No comments:

Post a Comment