MGT274 Week Three Lecture

1. MGT274 Basic Supervision
Week Two
Course Overview
Chapters 1 & 2 Review and Discussion

2. Course
Schedule:
What’s
Ahead

3. Management Theories:
The Traditional Model
 Most people do not like to work
 Most people will avoid work if at all possible
 What people do is less important than what they earn for doing it
 Few people want or can handle work that requires creativity or self-direction
Discussion:
 Is this (still) true?

4. Management Theories:
The Traditional Model
 Changed quickly as productivity increased, and fewer workers were needed to
achieve the same results
 Workers began demanding job security over short-term, minor wage increases

5. Management Theories:
The Human Relations Model
 Workers want to feel important, valued, and useful
 Workers want to belong and to be recognized as individuals
 Social needs more important than money
Thoughts:
 Boredom/repetitiveness actually reduces motivation
 Social contact helps create and sustain motivation
 Accept management authority because
 Treated with consideration
 Allowed to influence how tasks should be accomplished

6. Management Theories:
The Human Resources Model
Managers have two assumptions about their employees:
1. Theory X – Overly Pessimistic (Traditional View)
1. Most people do not like to work, and will avoid whenever possible
2. Theory Y – Overly Optimistic
1. People actually do want to work, and under the right conditions drive a great deal of
satisfaction from work

7. Management Theories:
The Human Resources Model
Theory X
Management = Something you do to people, not with
them
“Where going to do it my way. Understand?”
“It had better be on my desk by the end of the day…or
else!’
People are inherently lazy

8. Management Theories:
The Human Resources Model
 Theory Y
Management as the “nice-guy/gal” idea
Employees have feelings
Careful not to disturb tranquility and sense of self-worth
People basically want to do a good job
“Uh, there’s a little problem with your report; none of the
numbers are correct. Now, don’t take this personally, but we
need to consider our alternatives for taking a more careful
look at these figures in the future”.

9. Management Theories:
The Human Resources Model
 The Ideal Compromise
 Don’t have to be tough all the time
 Nice guy/gal often finishes first
 If things are going well – okay to step back and let them work
 Inspire employees to do their best
 “Win” together

10. Management Theories:
Recognizing The Importance of Employees
 Recognize The Importance of Employees
 Understand That Not All Workers Are the Same
 Trust Employees
 Energize Employees
 Empower Employees
 Support Employees
 Communication with Employees
 Learn from Employees

11. Give/Tell/Teach
 Give a “man” a fish…
 Teach a “man” to fish…
Let’s discuss the difference

12. Functions for the Modern Supervisor:
Employment Laws
 https://webapps.dol.gov/elaws/elg
 Hourly Wage https://webapps.dol.gov/elaws/elg/minwage.htm
 Child Labor https://webapps.dol.gov/elaws/elg/childlbr.htm
 Safety/Health https://webapps.dol.gov/elaws/elg/osha.htm
 Benefits/Compensation https://webapps.dol.gov/elaws/elg/erisa.htm

13. Functions for the Modern Supervisor:
Employment Laws
Equal Employment Opportunity Commission (EEOC)
 Title VII of the 1964 Civil Rights Act
 Prohibits discrimination based on an individuals sex, race, color,
religion, and national origin
 Hiring, promotion, pay raise, work schedules, training schedules, and
discipline
 Bona Fide Occupational Qualification (BFOQ)
What does this mean?

14. Functions for the Modern Supervisor:
Employment Laws
 Americans with Disabilities Act (ADA)
Title 1 – illegal to discriminate against people with disabilities in
all employment and employment-related issues.
“Any individual who has a physical or mental impairment that
substantially limits one or more major activities, has a record of
such impairment, or is regarded as having such impairment.
Reasonable Accommodation

15. Functions for the Modern Supervisor:
Employment Laws
 Age Discrimination in Employment Act (ADEA) of 1967
40+
 Equal Pay Act (1963)
Gender equality
 Immigration Reform and Control Act (IRCA) – 1986
Illegal to knowingly hire/employ illegal immigrants
 State and Local Employment Laws

16. S.M.A.R.T. Goals Assignment
 Develop ten (10) SMART goals.
 Five (5) short-term
 Three (3) medium-term
 Two (2) long-term SMART goals.
Due week four (4)

17. Functions for the Modern Supervisor:
Sexual Harassment Laws
 SkillSoft – Room 248