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 .

1. 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

2. textbook. Be sure to link to the URL address(es) of the articles you read.
PLEASE NO PLAGIARIZED ANSWERS
Solution
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

3. 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.

4. 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