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DIRECTING-COUNSELLING-MAINTAINING-DISCIPLINE.pptx
- 1. FUNCTION & RESPONSIBILITY OF THE SUPERVISOR CREATED BY WARDIERE INC.
- 2. 1. 2. In this session ... Directing and Counseling Maintaining Discipline
- 3. The process of instructing, guiding, counselling, motivating, and leading people in an organization to achieve the organisational goals. Directing
- 4. ” Direction is telling people what to do and seeing that they do it to the best of their ability”. Ernest Dale
- 5. Directing consists of the process and techniques utilised in issuing instructions and making certain that operations are carried on as originally planned”. Theo Haimann
- 6. Directing aims to ensure that activities of all the employees are mobilised towards the organisational goals. It is the connecting link between the functions of management, i.e., planning, organising, staffing and controlling.
- 8. • Directing Initiates action • Directing leads to integrated group activity • Directing attempts to get maximum out of individuals • Directing helps to implement changes • Directing provides stability and balance in the organisation Importance of Directing
- 9. • Maximum Individual Contribution • Harmony of Objectives • Unity of Command • Appropriateness of Direction Techniques • Managerial Communication • Strategic Use of Informal Organisation • Effective Leadership • Direct Supervision • Principle of Follow through Principles of Directing
- 10. • Supervision • Motivation • Leadership • Communication Elements of Directing
- 11. the provision of assistance and guidance in resolving personal, social, or psychological problems and difficulties, especially by a professional COUNSELING
- 12. 1. A chance to enhance your counsellor’s clinical skills 2. Help identify performance issues before they become problems 3. Help employees understand their strengths and weaknesses 4. A chance for employees to voice any concerns they may have 5. A chance for employees to 5 B e n e f i t s o f C o u n s e l l i n g S u p e r v i s i o n
- 13. As a supervisor, how can you maintain discipline in an organization?
- 14. 1. Make the workplace a pleasant area to work 2. Establish a clear code of conduct 3. Give people convenience at work 4. Informing new employees about Maintaining Discipline: Tips For Implementation
- 15. 6. Be clear about the consequences of each case of misconduct and develop a zero- tolerance policy for violations 7. Be transparent with the process of reporting a breach of conduct 8. Have a three-strikes policy in the workplace 9. Conduct leadership training and programs 10. Provide employees benefits to follow the rules 11. Remove distractions 12.Pay attention to effective communication with employees
- 17. tps://www.anthrodesk.ca/blogs/anthrodesk/ ow-to-instill-discipline-in-the-workplace REFERENC E S
- 18. I hope you can get helpful knowledge from this presentation. Good luck! THANK YOU
Editor's Notes
- Directing not only includes order and instructions by a superior to the subordinates but also includes guiding and inspiring them. It encompassed many elements like motivation, leadership, supervision, besides communication. It is a managerial function which is performed throughout the life of an organization Directing is the managerial function of guiding, inspiring, instructing, and harnessing people towards the accomplishment of the desired results. Directing includes issuing orders and instructions that are clear and complete; continuing guidance and supervision to ensure that the assigned tasks are carried out effectively and efficiently; maintaining discipline and rewarding subordinates; inspiring subordinates to work hard for the achievement of goals.
- Features or Characteristics of Directing Directing initiates action- It converts plans into action. It is the key managerial function performed by the managers. Directing is pervasive- It is pervasive as it takes place at every level of management. It takes place wherever superior-subordinate relations exist. Every manager has a subordinate who works under him and is responsible for getting things done. Directing is a continuous process- Directing is an ongoing activity. It takes place throughout the life of an organisation, irrespective of the people in the organisation. Managers give orders to their subordinates, motivate them, and guide them on a continuous basis. Directing flows from top to bottom- It flows from top to bottom through the organisational hierarchy. In directing, every manager directs his subordinates and takes instructions from his immediate boss. It is a function of a superior, i.e., the superior motivates, guides, and supervises his subordinates to achieve the organisational goals. Directing deals with people- It is concerned with the direction of human efforts towards organisational goals. It can be said that directing is a delicate function, as it deals with people, and human behaviour is complex and highly unpredictable.
- Importance of Directing The importance of directing are as follows: Directing Initiates action: Directing sets an organisation into motion, and helps other managerial functions to initiate and activate. It helps the managers to supervise, communicate, lead, guide and motivate the subordinates to achieve the organisational goals. For example, a superior guides his subordinates and explains the task, which will help the subordinates to start the work and achieve the goal. Directing leads to integrated group activity: The organisational objectives can be achieved only when individual efforts are integrated. Directing integrates employees’ efforts in such a way that every individual effort contributes to organisational performance. For example, a leader can convince his subordinates that group efforts will help to achieve organisational goals. Directing attempts to get maximum out of individuals: Directing helps superiors to realise the potential and identify the capabilities of individuals by motivating and guiding them. By using the elements of directing, i.e., supervision, motivation, leadership, and communication, the efficiency of employees can be raised. Directing helps to implement changes: Directing helps to introduce changes in an organisation. Generally, people in an organisation resist changes. Effective communication, supervision, motivation and guidance help to overcome such resistance at the workplace. For example, the introduction of a new method of doing a particular task in a factory is resisted by workers, but when managers explain the purpose, guide and provide them training and rewards, it can be easily accepted by the workers. Directing provides stability and balance in the organisation: Stability and balance are maintained in an organisation with the help of directing because it fosters cooperation and commitment amongst employees, and helps to achieve balance amongst various groups, departments, units, etc. For example, every individual has personal goals, but the managers integrate the efforts of all the individuals towards the achievement of organisational goals through guidance, motivation, supervision and communication.
- Effective directing is an art, that a superior can learn through practice. However, managers or superiors can follow some principles while directing. Maximum Individual Contribution: This principle says that the directing function should create self-confidence amongst the subordinates and motivate them so that they give their best to the organisation. Objectives of an organisation are achieved at the optimum level only when every individual in the organisation makes a maximum contribution. Therefore managers should try to elicit the maximum possible contribution from each subordinate. It is the duty of the managers to explore and find out the hidden talents of the subordinates. For example, timely rewarding the workers can motivate them to contribute maximum towards the organisation’s goals. Harmony of Objectives: This principle says that management should harmonise the individuals’ objectives with organisational objectives. Every individual joins the organisation to satisfy their needs both their physiological and psychological needs. They are expected to work for the achievement of organisational goals. They will perform their tasks better if they feel that it will satisfy their personal goals too. Therefore managers should harmonise or reconcile the personal goals of employees with the organisational goals. Unity of Command: According to this principle, each subordinate should receive orders and instructions from one superior only. If a subordinate is made accountable to two bosses simultaneously, there will be confusion, conflict, disorder and indiscipline in the organisation. Therefore, every subordinate should report to one manager only. Appropriateness of Direction Techniques: According to this the manager should use correct direction techniques to ensure the efficiency of direction. The techniques used should be suitable for subordinates, organisation and the situation. Goals can be accomplished only when an efficient direction is given. Managerial Communication: According to this, there should be a systematic flow of communication between the superiors and subordinates to achieve the goals of the organisation. A good system of communication between the superior and subordinates helps to achieve mutual understanding. Upward communication, i.e., taking feedback from the subordinates helps a manager to understand the subordinates and allows the subordinates to express their feelings. So proper feedback is needed from the subordinates. Strategic Use of Informal Organisation: Management should try to identify, understand and use informal groups to strengthen formal and official relationships to improve the effectiveness of direction. Effective Leadership: According to this principle, managers should exercise good leadership while directing the subordinates. They should act as leaders so that they can influence the activities of subordinates to achieve the goals of the organisation. As leaders, they should guide and council subordinates in their personal problems too to win the confidence and trust of their subordinates. Direct Supervision: Direction becomes more effective when there is a direct personal contact between the superior and his subordinates. Morale and commitment of employees are improved through direct contact. Therefore, direct supervision should be used wherever possible. Principle of Follow through: After issuing orders and instructions, the subordinates must be monitored. A manager should find out whether the subordinates are working properly and the problems they are facing regularly because directing is a continuous process. He should act accordingly after following through with the activities of the subordinates.
- Elements of Directing There are four elements of directing: Supervision: ‘Supervision’ is made from two words: Super and Vision. Super means over or above, and vision means overseeing employees at work. Instructing, guiding and observing the subordinates at work to ensure that they are working as per the plans and to help them in solving their problem is known as supervision. It serves as a link between workers and management and helps in improving performance. Motivation: The term ‘Motivation‘ is derived from the Latin word ‘movere’, which means to move. The process of stimulating and inspiring people at work to contribute to the best of their capabilities for the achievement of organisational goals is known as Motivation. Because of Motivation, the efforts of an individual or group are energised. Leadership: The process of influencing the behaviour of people towards the achievement of organisational goals is known as Leadership. The ability to maintain good interpersonal relations with the followers and motivate them to contribute to achieving organisational objectives is leadership. Communication: The term ‘communication’ is derived from the Latin word ‘communis’, which means common, which implies common understanding. The process of exchange of ideas, views, facts, feeling, etc., between two or more persons is known as communication. Communication acts as a basis of coordination and helps in the smooth functioning of an enterprise.
- Counseling is not discipline. Counseling makes the employee aware of the concern and provides the employee with information regarding expectations, basis and measures. The supervisor must listen to the employee’s explanation for the behavior in question, consider management options, explain what is unsatisfactory, what is expected and how to avoid recurrence and/or improve performance. Counseling may or may not be documented, at the discretion of the supervisor. Documented counseling may or may not be submitted to the employee’s personnel file, at the discretion of the supervisor. Documented counseling should confirm the concern, the operational expectation, and the time line for attainment of objectives.
- Counselling supervision provides employees with an opportunity to reflect on their work and get feedback from their supervisors. This helps them identify any areas where they need to improve their skills, such as listening or helping others explore their feelings. monitoring employees’ performance, which gives you the chance to intervene and address any issues before they become serious problems. This could involve reviewing a counsellor’s client feedback to see if there is a particular problem that needs to be addressed or looking at their own self-reviews to determine if they are meeting the organisation’s standards. his information can be particularly helpful if an employee has a certain weakness that is preventing them from meeting their goals. For example, if an employee’s goal is to conduct 10 therapy sessions per week but they are consistently falling short, then you can use this information to help them identify why it’s happening and find ways to overcome the problem. With all of the feedback flowing between you and your employees, it’s important to create a safe space where your employees are comfortable voicing any concerns or worries they may have related to their work. This could include concerns about meeting their goals, feeling unprepared to conduct certain types of therapy sessions or any other issues they may be dealing with. Counselling supervision is a two-way street, which means both you and your employees will be giving and receiving feedback. This makes it a perfect opportunity for your employees to provide suggestions for improvement for your organisation, such as suggesting that you offer workshops for new employees or that you extend therapy hours during certain times of the week. If you are open to receiving your employees’ suggestions, you are more likely to create a culture of collaboration and problem solving, which will help you improve your organisation as a whole
- #1 Make the workplace a pleasant area to work A happy, safe, and light-hearted workplace can bring productivity and positive results for the employees. The office should not be a place that threatens or pressures people. When they are happy and satisfied with how the company is treating them, it will be easier to create a productive office with well-disciplined employees. That's why it's essential to make the office a second home to the employees. #2 Establish a clear code of conduct When there is a clear code of conduct in the company, it will be easier to understand what is acceptable and not acceptable for the organization’s members. Misconducts in the workplace include fraud, falsification of documents, harassment, being under the influence of alcohol or drugs, insubordination, theft, breach of confidentiality, bribery, discrimination, conflict of interest, and assaults. Every company must have a manual, rules and code of conduct for reference. #3 Give people convenience at work When people are given their space at work, it will be convenient for them to work and be creative. As a boss, you will not like the idea of closely supervising them forever. Not all individuals are comfortable being watched all the time. They also need the space to work on their preference and their way. #4 Informing new employees about the company rules Newly-hired employees should be informed about the company’s code, so they understand the dos and don'ts. There can be updates or changes in the office’s rules and policies, which must be communicated effectively to all workers. Encourage all the employees to read and understand the manual and ask any questions for better understanding. Let them know that the HR department will always be willing to assist in consulting and answering questions. #5 Stick to the policy Disciplined is instilled effectively when the policies are implemented consistently and fairly. Managers must give equal treatment and punishment to all the organization members to avoid unfair treatment and discrimination. When the policies are implemented accordingly, employees will provide respect not only to their employers but also to the whole company
- #6 Be clear about the consequences of each case of misconduct and develop a zero-tolerance policy for violations A zero-tolerance policy can be an effective way to discipline employees. For every violation, make sure to state the consequences. Depending on how severe the misconduct, penalties can be through verbal or written writing, suspension, or termination. #7 Be transparent with the process of reporting a breach of conduct Make sure that the employees understand the process of how to report a breach of conduct. Often, it's by reporting the issue directly to the HR personnel or the manager. Prompt action and a fair investigation are needed to implement for each report. This is to ensure that the issue will not grow into bigger problems, and the right solutions will be formulated. Every employee should understand the seriousness of the issue if they fail to be transparent and fair in the workplace. Make sure that they understand the consequences when they fail to follow the company rules. #8 Have a three-strikes policy in the workplace There should be consequences for the members of the organization who refuse to follow the rules of the company. Rules are rules, and they should be followed. When an employee breaks the rules, then serious attention must be given. One effective solution is to implement a three-strikes policy. When employees are given several warnings before they can be fired, they will be able to evaluate themselves. They will also think that being disciplined is better than losing their job. #9 Conduct leadership training and programs Leaders of the organization must be informed on how they can motivate their subordinates to value and follow the rules of the company. Leadership training and programs will be a significant help. Discipline can be taught; thus, it can be learned as well. When managers show that they lead by example, their employees may follow with respect and discipline. #10 Provide employees benefits to follow the rules Employees will be more inspired and motivated when there are benefits and incentives offered if they follow the rules. Such benefits may include promotions, awards, pay incentives, and others. For instance, wearing a proper uniform in the workplace is a must. It should be included in the employee's manual. Managers can give monthly awards or prizes to employees who wear complete and proper uniforms and always look neat and present in the workplace. On the other hand, performance-related benefits must be separated from that for conduct-based incentives. #11 Remove distractions It's essential to eliminate the distractions that may hamper employees to follow the rules in the workplace. More often, the people who forget or did not follow the rules are those who are not focused on their jobs and specifications. The managers must ensure that the office is laid out correctly. Besides, the equipment and the technology they are using must be all working properly. For instance, social media sites must not be open during working hours. Often, employees’ productivity level is affected by undue time spent on social media and dealing with things not related to work. #12 Pay attention to effective communication with employees Active listening and effective communication must be ensured within the company. This will help create a disciplined office, with employees willing to follow the rules in the organization. The people in the organization should feel that they can communicate with the leaders if they have questions and other concerns that require an answer. Having a workplace with effective communication is a healthy decision to make for every business owner. Communication in the workplace must be a two-way process, both for the employees and employers.