The document discusses concepts of leadership, supervision, and management. It provides definitions and principles of leadership, supervision, and their differences. Leadership is defined as influencing others towards goals, while supervision focuses on daily tasks and compliance. Management is described as the process of planning, organizing, staffing, directing, and controlling an organization's resources to achieve its objectives efficiently. The key aspects of each concept and their relationships are outlined.
The document discusses the role and qualities of a supervisor. It defines a supervisor as someone primarily in charge of a section and its employees, who is responsible for production quantity and quality. A supervisor derives authority from department heads to direct employees' work and ensure tasks are completed according to instructions. Effective supervision requires leadership, motivation, and communication skills. The supervisor acts as a link between management and workers, communicating policies and opinions in both directions. To be effective, a supervisor must have technical competence, managerial qualities, leadership skills, instruction skills, human orientation, decision-making abilities, and knowledge of rules and regulations.
The document discusses the role and qualities of a supervisor. It defines a supervisor as someone primarily in charge of a section and its employees, who is responsible for production quantity and quality. A supervisor derives authority from department heads to direct employees' work and ensure tasks are completed according to instructions. Effective supervision requires leadership, motivation, and communication skills. The supervisor acts as a link between management and workers, communicating policies and opinions in both directions. To be effective, a supervisor must have technical competence, managerial qualities, leadership skills, instruction skills, human orientation, decision-making abilities, and knowledge of rules and regulations.
Supervision involves overseeing employees' work through guidance, teaching, and evaluation. It aims to help subordinates perform their tasks better by training, educating, guiding and counseling them. Supervision can be direct through face-to-face interaction or indirect using records and reports. The purposes of supervision include inspecting work, evaluating performance, promoting motivation and teamwork, and bridging gaps between personal and organizational goals. A good supervisor establishes clear performance criteria, provides feedback, encourages participation, respects subordinates, and helps staff grow in their roles.
The document discusses institutional supervision and quality assurance. It provides learning objectives for a course on supervision and quality assurance, including defining key terms and understanding the roles and responsibilities of supervisors. It also outlines assessment methods, content on the meaning and goals of supervision, functions of supervisors, factors for effective supervision, and principles and qualities of good supervision. The document emphasizes the importance of supervision in organizations and supporting the development of employees.
Nature of Supervision and its major functions.pptxArcelliJadman
This document defines supervision and discusses its nature, purpose, objectives, types and functions. Supervision involves overseeing employees' work, guiding them, and helping to ensure tasks are completed correctly. The purpose is to help subordinates perform their jobs effectively and meet objectives. There are two main types: direct supervision where the supervisor works face-to-face with employees, and indirect supervision which involves monitoring performance through records and reports. Effective supervision requires technical skills as well as strong interpersonal skills to motivate employees and resolve issues.
Managing guards involves functions such as planning, organizing, directing, coordinating, controlling, staffing, and budgeting. A successful manager should be able to communicate clearly, think broadly, and maintain integrity. As a supervisor, roles include hiring, training, discipline, motivation, and communication. Proper supervision includes inspecting subordinates' work, dealing with employees individually, and representing them to management. Training can be on-the-job or formal, and discipline should be fair and consistent to gain employees' respect. Motivation relies on supportive work environments and avoiding demotivators like belittling employees.
The document discusses concepts of leadership, supervision, and management. It provides definitions and principles of leadership, supervision, and their differences. Leadership is defined as influencing others towards goals, while supervision focuses on daily tasks and compliance. Management is described as the process of planning, organizing, staffing, directing, and controlling an organization's resources to achieve its objectives efficiently. The key aspects of each concept and their relationships are outlined.
The document discusses the role and qualities of a supervisor. It defines a supervisor as someone primarily in charge of a section and its employees, who is responsible for production quantity and quality. A supervisor derives authority from department heads to direct employees' work and ensure tasks are completed according to instructions. Effective supervision requires leadership, motivation, and communication skills. The supervisor acts as a link between management and workers, communicating policies and opinions in both directions. To be effective, a supervisor must have technical competence, managerial qualities, leadership skills, instruction skills, human orientation, decision-making abilities, and knowledge of rules and regulations.
The document discusses the role and qualities of a supervisor. It defines a supervisor as someone primarily in charge of a section and its employees, who is responsible for production quantity and quality. A supervisor derives authority from department heads to direct employees' work and ensure tasks are completed according to instructions. Effective supervision requires leadership, motivation, and communication skills. The supervisor acts as a link between management and workers, communicating policies and opinions in both directions. To be effective, a supervisor must have technical competence, managerial qualities, leadership skills, instruction skills, human orientation, decision-making abilities, and knowledge of rules and regulations.
Supervision involves overseeing employees' work through guidance, teaching, and evaluation. It aims to help subordinates perform their tasks better by training, educating, guiding and counseling them. Supervision can be direct through face-to-face interaction or indirect using records and reports. The purposes of supervision include inspecting work, evaluating performance, promoting motivation and teamwork, and bridging gaps between personal and organizational goals. A good supervisor establishes clear performance criteria, provides feedback, encourages participation, respects subordinates, and helps staff grow in their roles.
The document discusses institutional supervision and quality assurance. It provides learning objectives for a course on supervision and quality assurance, including defining key terms and understanding the roles and responsibilities of supervisors. It also outlines assessment methods, content on the meaning and goals of supervision, functions of supervisors, factors for effective supervision, and principles and qualities of good supervision. The document emphasizes the importance of supervision in organizations and supporting the development of employees.
Nature of Supervision and its major functions.pptxArcelliJadman
This document defines supervision and discusses its nature, purpose, objectives, types and functions. Supervision involves overseeing employees' work, guiding them, and helping to ensure tasks are completed correctly. The purpose is to help subordinates perform their jobs effectively and meet objectives. There are two main types: direct supervision where the supervisor works face-to-face with employees, and indirect supervision which involves monitoring performance through records and reports. Effective supervision requires technical skills as well as strong interpersonal skills to motivate employees and resolve issues.
Managing guards involves functions such as planning, organizing, directing, coordinating, controlling, staffing, and budgeting. A successful manager should be able to communicate clearly, think broadly, and maintain integrity. As a supervisor, roles include hiring, training, discipline, motivation, and communication. Proper supervision includes inspecting subordinates' work, dealing with employees individually, and representing them to management. Training can be on-the-job or formal, and discipline should be fair and consistent to gain employees' respect. Motivation relies on supportive work environments and avoiding demotivators like belittling employees.
The document discusses concepts related to directing, motivating, and supervising employees in an organization. It defines directing as the process by which managers instruct and monitor employee performance to achieve goals. Motivation refers to an individual's willingness to meet organizational requirements in the short term. Leadership is defined as guiding employees' actions towards organized efforts and objectives. Supervision involves immediate guidance and control of subordinates as they perform tasks.
This document discusses effective supervision skills for improving performance. It covers the following key points in 3 sentences:
Effective supervision involves overseeing, evaluating, and coordinating staff to improve an organization by ensuring standards and objectives are met. Proper supervision requires acquiring skills like pedagogy, evaluation, motivation, reporting, management, interaction, and analysis. The duties of supervisors include mentoring staff, improving competencies, collaborating to improve student learning, relating teaching to goals, and helping teachers with curriculum improvement.
Career development involves five stages from exploration to decline according to the document. Succession planning is the process of identifying and developing new leaders to replace those who leave or retire. It ensures business continuity. Career planning is the process of self-evaluation and planning to have a strong career path through setting goals and developing skills. It helps employees develop strategies for work-life balance by exploring options and making informed decisions. The document outlines the objectives, process, actions and suggestions for effective career development.
This document discusses supervision in management. It defines supervision as overseeing the work of others, which involves planning, allocating work, instructing subordinates, and providing guidance. Supervision has the following key characteristics: it initiates action and checks work in progress, it involves directing, instructing and inspiring subordinates, and it involves face-to-face contact between supervisors and subordinates. Supervision differs from direction in that supervision is more hands-on at the operational level and involves close guidance, while direction can occur at all levels of management. Effective supervision is needed to issue clear instructions, plan and organize work smoothly, provide feedback and guidance to improve performance, sustain worker interest, and continuously remind workers of expectations. The supervisor plays
1. Supervision involves overseeing employees' work to ensure it is done correctly and safely. It includes guiding, training, and evaluating subordinates.
2. There are two main types of supervision: direct supervision which involves face-to-face oversight, and indirect supervision which relies on records and reports.
3. The objectives of supervision are to help staff improve their skills and performance, develop individual abilities, and promote teamwork and cost-effectiveness. Supervisors evaluate employees and provide feedback to correct and improve their work.
Title: Understanding the Art and Science of Supervision: Principles, Practices, and Perspectives
Introduction:
Supervision is the cornerstone of effective leadership and management within organizations across various industries. It entails guiding and overseeing the work of individuals or teams to ensure that organizational goals are achieved efficiently and effectively. This presentation delves into the essential principles and practices of supervision, exploring its role in fostering employee development, enhancing productivity, and maintaining organizational success.
Section 1: Defining Supervision
- Definition of Supervision: Supervision is the process of overseeing, guiding, and directing individuals or teams to achieve predetermined goals and objectives.
- Key Components of Supervision: Communication, feedback, coaching, delegation, performance evaluation, and conflict resolution.
- Importance of Supervision: Facilitates employee growth and development, ensures task completion, maintains quality standards, and fosters a positive work environment.
Section 2: Principles of Effective Supervision
1. Clear Communication : Establishing open and transparent communication channels to convey expectations, provide feedback, and address concerns.
2. Leadership by Example: Leading by example to set the tone for professionalism, work ethic, and organizational values.
3. Empowerment and Delegation: Empowering employees by delegating tasks and responsibilities based on their skills and capabilities, while providing necessary support and resources.
4. Continuous Feedback and Coaching: Providing regular feedback and coaching to facilitate skill development, address performance issues, and recognize achievements.
5. Conflict Resolution and Mediation : Addressing conflicts and resolving disputes in a fair and timely manner to maintain harmony and productivity within the team.
6. Performance Evaluation and Recognition: Conducting objective performance evaluations to assess individual and team performance, and recognizing and rewarding outstanding contributions.
7. Adaptability and Flexibility : Being adaptable and flexible to respond to changing circumstances, market dynamics, and organizational needs.
8. Ethical Conduct : Upholding ethical standards and principles in all supervisory activities, including fairness, integrity, and respect for diversity.
9. Collaboration and Team Building : Fostering collaboration and teamwork among employees to promote synergy and achieve common goals.
10. Continuous Learning and Improvement : Embracing a culture of continuous learning and improvement to stay updated with industry trends, best practices, and emerging technologies.
Section 3: Supervisory Styles and Approaches
Autocratic : Authoritarian style where the supervisor makes decisions independ
This presentation includes:
MEANING OF DIRECTION
CHARACTERISTICS OF DIRECTION FUNCTION
IMPORTANCE
PRINCIPLES OF DIRECTION
TECHNIQUES OF DIRECTION
ELEMENTS OF DIRECTION
CORPORATE EXAMPLE : APPLE INC.
The document discusses the directing function of management and the role of supervisors. It defines directing as instructing, guiding, and overseeing employees to achieve goals. Directing initiates action and converts plans into performance. As the central function, directing provides benefits like initiating actions, integrating efforts, providing motivation, stability, and efficient resource utilization. The document also outlines the role of supervisors as planners, managers, guides, mediators between management and workers, inspectors, and counselors. Effective supervision helps improve performance, build relationships, and increase productivity.
The document discusses effective supervision and outlines three factors that are important for effective supervision: actions, beliefs, and character. It describes the major functions of supervisors such as managing employees, resources, and performance. Common issues that hamper effective supervision are also examined, such as relying solely on authority or problem-solving skills. The conclusion emphasizes that effective supervision aims to help employees achieve their tasks effectively and efficiently through skills, new approaches, encouragement, and correction.
This document discusses staff supervision. It defines supervision as a mutual process that fosters growth while working towards a goal. Effective supervision has three main components: administrative, educational, and supportive. Administrative supervision ensures work is performed according to policies. Educational supervision involves teaching skills and developing self-awareness. Supportive supervision enhances job performance by decreasing stress. Good supervision balances providing feedback, guidance, and addressing concerns while motivating staff. Regularly scheduled meetings allow for reviewing work, discussing learning needs, and raising issues. An effective supervisor demonstrates technical skills, leadership, responsibility, and tact. Different supervisory styles involve varying levels of structure and support.
This document discusses various types of counseling, coaching, supervision, and problem-solving techniques used in employee monitoring and development. It describes performance counseling as focusing on an employee's overall tasks and behaviors during a period, rather than just specific problems. Positive, constructive, and developmental counseling are explained as well as counselor-centered vs. employee-centered approaches. The roles, rights, and responsibilities of supervisors are outlined. Coaching, mentoring, and problem-solving methods are also summarized.
This document discusses concepts of leadership and supervision. It provides definitions of leadership from various authors that commonly describe it as influencing others towards achieving goals or objectives. Key principles of leadership discussed include self-improvement, technical proficiency, responsibility, utilizing capabilities, timely decisions, setting example, and caring for employees. Supervision is defined as overseeing and guiding employees' work. The roles of a supervisor include issuing instructions, planning work, motivating staff, and providing feedback. Differences between leadership and supervision are that leaders focus more on strategic direction and growth while supervisors focus on daily tasks and compliance.
This document discusses the concepts of delegation and empowerment in management. It begins with defining delegation as assigning specific work to individuals within an organization and giving them the authority to perform it. The document then outlines the 8-step process of delegation, highlighting selecting capable staff, providing guidance and training, and assessing communication patterns. It describes the importance of delegation in relieving managers' workloads, motivating subordinates, improving efficiency, and developing management skills. Finally, it distinguishes delegation from empowerment by noting that empowerment provides more authority and autonomy to employees to act on their own behalf within organizational values and accountability frameworks.
The document provides information about directing as a management function within an organization. It defines directing as communicating with and influencing others to achieve objectives. It discusses the importance of directing in implementing plans, motivating subordinates, and coordinating activities. Key elements of directing include communication, supervision, motivation, and leadership. Communication is described as essential for conveying information between managers and subordinates through both formal and informal channels.
Directing involves implementing plans to achieve objectives through decision making and issuing orders and instructions. It is a continuous process. There are several key steps in directing including setting responsibilities, placing jobs in an organizational pattern, issuing directions and orders, and controlling work through policies and plans. Effective directing requires supervision of employees' work, open communication, motivating employees through feedback and opportunities for growth, and demonstrating leadership through inspiration and hands-on involvement. Directing is important for strengthening an organization's operational capability by ensuring its different parts work well together to achieve goals.
Directing is a key function of management that ensures employees work efficiently and effectively to achieve organizational goals. It involves guiding, instructing, supervising, and motivating employees through leadership. Directing is critical because it activates plans by converting them into actions and performance. It also improves efficiency by helping employees maximize their potential, ensures coordination among staff, and facilitates change. Directing elements include supervision, motivation, leadership, and communication. Supervision entails overseeing employees' work through functions like planning, issuing instructions, guiding, motivating, maintaining discipline, and monitoring performance. The supervisor acts as a link between management and workers.
The document discusses supervision in organizations. It defines supervision as having several key functions: normative (monitoring standards), formative (development), and restorative (addressing impact). Supervision involves one-on-one meetings between a supervisor and supervisee to provide accountability, support development, and manage workload. Group supervision can also occur to draw on diverse expertise. Effective supervision improves outcomes for clients by developing staff skills and supporting their well-being.
Supervisor assists the production manager in planning, organizing,
directing and controlling the production activities. He helps the production
manager in implementing the plans and policies.
2.
Instructor: Supervisor instructs the workers about their jobs, duties and
responsibilities. He trains the new workers and guides them to perform their
jobs properly.
3.
Motivator: Supervisor motivates the workers to work hard and achieve higher
production targets. He uses various techniques like praise, incentives, rewards
etc. to motivate the workers.
4.
Controller: Supervisor controls and supervises the work of workers. He ensures
that workers follow rules, regulations, safety measures and
To all those social scientists whose main focus of study is organisational theory and practice, the concept of supervision is seem to mean overseeing the work of subordinates by their superiors and involves various activities, namely, superintendence, direction, guidance, control, inspection, and coordination. All these aspects constitute the main focus of this article.
chapter 7 directing class 12 business studiesPriyanka Rao
Directing involves guiding and instructing employees to complete work tasks. It is a continuous managerial process that occurs at all levels of an organization. Effective directing helps initiate action, integrate employee efforts, guide employees to reach their potential, and facilitate organizational changes. Key elements of directing include supervision, motivation, leadership, and communication. Supervision involves overseeing employee work, motivation inspires employees to achieve goals, leadership influences employees, and communication involves sharing information between managers and staff. Directing works best when managers follow principles like ensuring each employee contributes fully and objectives are harmonized.
Originally presented at XP2024 Bolzano
While agile has entered the post-mainstream age, possibly losing its mojo along the way, the rise of remote working is dealing a more severe blow than its industrialization.
In this talk we'll have a look to the cumulative effect of the constraints of a remote working environment and of the common countermeasures.
12 steps to transform your organization into the agile org you deservePierre E. NEIS
During an organizational transformation, the shift is from the previous state to an improved one. In the realm of agility, I emphasize the significance of identifying polarities. This approach helps establish a clear understanding of your objectives. I have outlined 12 incremental actions to delineate your organizational strategy.
More Related Content
Similar to Hospitality Supervision - Universitas Negeri Gorontalo
The document discusses concepts related to directing, motivating, and supervising employees in an organization. It defines directing as the process by which managers instruct and monitor employee performance to achieve goals. Motivation refers to an individual's willingness to meet organizational requirements in the short term. Leadership is defined as guiding employees' actions towards organized efforts and objectives. Supervision involves immediate guidance and control of subordinates as they perform tasks.
This document discusses effective supervision skills for improving performance. It covers the following key points in 3 sentences:
Effective supervision involves overseeing, evaluating, and coordinating staff to improve an organization by ensuring standards and objectives are met. Proper supervision requires acquiring skills like pedagogy, evaluation, motivation, reporting, management, interaction, and analysis. The duties of supervisors include mentoring staff, improving competencies, collaborating to improve student learning, relating teaching to goals, and helping teachers with curriculum improvement.
Career development involves five stages from exploration to decline according to the document. Succession planning is the process of identifying and developing new leaders to replace those who leave or retire. It ensures business continuity. Career planning is the process of self-evaluation and planning to have a strong career path through setting goals and developing skills. It helps employees develop strategies for work-life balance by exploring options and making informed decisions. The document outlines the objectives, process, actions and suggestions for effective career development.
This document discusses supervision in management. It defines supervision as overseeing the work of others, which involves planning, allocating work, instructing subordinates, and providing guidance. Supervision has the following key characteristics: it initiates action and checks work in progress, it involves directing, instructing and inspiring subordinates, and it involves face-to-face contact between supervisors and subordinates. Supervision differs from direction in that supervision is more hands-on at the operational level and involves close guidance, while direction can occur at all levels of management. Effective supervision is needed to issue clear instructions, plan and organize work smoothly, provide feedback and guidance to improve performance, sustain worker interest, and continuously remind workers of expectations. The supervisor plays
1. Supervision involves overseeing employees' work to ensure it is done correctly and safely. It includes guiding, training, and evaluating subordinates.
2. There are two main types of supervision: direct supervision which involves face-to-face oversight, and indirect supervision which relies on records and reports.
3. The objectives of supervision are to help staff improve their skills and performance, develop individual abilities, and promote teamwork and cost-effectiveness. Supervisors evaluate employees and provide feedback to correct and improve their work.
Title: Understanding the Art and Science of Supervision: Principles, Practices, and Perspectives
Introduction:
Supervision is the cornerstone of effective leadership and management within organizations across various industries. It entails guiding and overseeing the work of individuals or teams to ensure that organizational goals are achieved efficiently and effectively. This presentation delves into the essential principles and practices of supervision, exploring its role in fostering employee development, enhancing productivity, and maintaining organizational success.
Section 1: Defining Supervision
- Definition of Supervision: Supervision is the process of overseeing, guiding, and directing individuals or teams to achieve predetermined goals and objectives.
- Key Components of Supervision: Communication, feedback, coaching, delegation, performance evaluation, and conflict resolution.
- Importance of Supervision: Facilitates employee growth and development, ensures task completion, maintains quality standards, and fosters a positive work environment.
Section 2: Principles of Effective Supervision
1. Clear Communication : Establishing open and transparent communication channels to convey expectations, provide feedback, and address concerns.
2. Leadership by Example: Leading by example to set the tone for professionalism, work ethic, and organizational values.
3. Empowerment and Delegation: Empowering employees by delegating tasks and responsibilities based on their skills and capabilities, while providing necessary support and resources.
4. Continuous Feedback and Coaching: Providing regular feedback and coaching to facilitate skill development, address performance issues, and recognize achievements.
5. Conflict Resolution and Mediation : Addressing conflicts and resolving disputes in a fair and timely manner to maintain harmony and productivity within the team.
6. Performance Evaluation and Recognition: Conducting objective performance evaluations to assess individual and team performance, and recognizing and rewarding outstanding contributions.
7. Adaptability and Flexibility : Being adaptable and flexible to respond to changing circumstances, market dynamics, and organizational needs.
8. Ethical Conduct : Upholding ethical standards and principles in all supervisory activities, including fairness, integrity, and respect for diversity.
9. Collaboration and Team Building : Fostering collaboration and teamwork among employees to promote synergy and achieve common goals.
10. Continuous Learning and Improvement : Embracing a culture of continuous learning and improvement to stay updated with industry trends, best practices, and emerging technologies.
Section 3: Supervisory Styles and Approaches
Autocratic : Authoritarian style where the supervisor makes decisions independ
This presentation includes:
MEANING OF DIRECTION
CHARACTERISTICS OF DIRECTION FUNCTION
IMPORTANCE
PRINCIPLES OF DIRECTION
TECHNIQUES OF DIRECTION
ELEMENTS OF DIRECTION
CORPORATE EXAMPLE : APPLE INC.
The document discusses the directing function of management and the role of supervisors. It defines directing as instructing, guiding, and overseeing employees to achieve goals. Directing initiates action and converts plans into performance. As the central function, directing provides benefits like initiating actions, integrating efforts, providing motivation, stability, and efficient resource utilization. The document also outlines the role of supervisors as planners, managers, guides, mediators between management and workers, inspectors, and counselors. Effective supervision helps improve performance, build relationships, and increase productivity.
The document discusses effective supervision and outlines three factors that are important for effective supervision: actions, beliefs, and character. It describes the major functions of supervisors such as managing employees, resources, and performance. Common issues that hamper effective supervision are also examined, such as relying solely on authority or problem-solving skills. The conclusion emphasizes that effective supervision aims to help employees achieve their tasks effectively and efficiently through skills, new approaches, encouragement, and correction.
This document discusses staff supervision. It defines supervision as a mutual process that fosters growth while working towards a goal. Effective supervision has three main components: administrative, educational, and supportive. Administrative supervision ensures work is performed according to policies. Educational supervision involves teaching skills and developing self-awareness. Supportive supervision enhances job performance by decreasing stress. Good supervision balances providing feedback, guidance, and addressing concerns while motivating staff. Regularly scheduled meetings allow for reviewing work, discussing learning needs, and raising issues. An effective supervisor demonstrates technical skills, leadership, responsibility, and tact. Different supervisory styles involve varying levels of structure and support.
This document discusses various types of counseling, coaching, supervision, and problem-solving techniques used in employee monitoring and development. It describes performance counseling as focusing on an employee's overall tasks and behaviors during a period, rather than just specific problems. Positive, constructive, and developmental counseling are explained as well as counselor-centered vs. employee-centered approaches. The roles, rights, and responsibilities of supervisors are outlined. Coaching, mentoring, and problem-solving methods are also summarized.
This document discusses concepts of leadership and supervision. It provides definitions of leadership from various authors that commonly describe it as influencing others towards achieving goals or objectives. Key principles of leadership discussed include self-improvement, technical proficiency, responsibility, utilizing capabilities, timely decisions, setting example, and caring for employees. Supervision is defined as overseeing and guiding employees' work. The roles of a supervisor include issuing instructions, planning work, motivating staff, and providing feedback. Differences between leadership and supervision are that leaders focus more on strategic direction and growth while supervisors focus on daily tasks and compliance.
This document discusses the concepts of delegation and empowerment in management. It begins with defining delegation as assigning specific work to individuals within an organization and giving them the authority to perform it. The document then outlines the 8-step process of delegation, highlighting selecting capable staff, providing guidance and training, and assessing communication patterns. It describes the importance of delegation in relieving managers' workloads, motivating subordinates, improving efficiency, and developing management skills. Finally, it distinguishes delegation from empowerment by noting that empowerment provides more authority and autonomy to employees to act on their own behalf within organizational values and accountability frameworks.
The document provides information about directing as a management function within an organization. It defines directing as communicating with and influencing others to achieve objectives. It discusses the importance of directing in implementing plans, motivating subordinates, and coordinating activities. Key elements of directing include communication, supervision, motivation, and leadership. Communication is described as essential for conveying information between managers and subordinates through both formal and informal channels.
Directing involves implementing plans to achieve objectives through decision making and issuing orders and instructions. It is a continuous process. There are several key steps in directing including setting responsibilities, placing jobs in an organizational pattern, issuing directions and orders, and controlling work through policies and plans. Effective directing requires supervision of employees' work, open communication, motivating employees through feedback and opportunities for growth, and demonstrating leadership through inspiration and hands-on involvement. Directing is important for strengthening an organization's operational capability by ensuring its different parts work well together to achieve goals.
Directing is a key function of management that ensures employees work efficiently and effectively to achieve organizational goals. It involves guiding, instructing, supervising, and motivating employees through leadership. Directing is critical because it activates plans by converting them into actions and performance. It also improves efficiency by helping employees maximize their potential, ensures coordination among staff, and facilitates change. Directing elements include supervision, motivation, leadership, and communication. Supervision entails overseeing employees' work through functions like planning, issuing instructions, guiding, motivating, maintaining discipline, and monitoring performance. The supervisor acts as a link between management and workers.
The document discusses supervision in organizations. It defines supervision as having several key functions: normative (monitoring standards), formative (development), and restorative (addressing impact). Supervision involves one-on-one meetings between a supervisor and supervisee to provide accountability, support development, and manage workload. Group supervision can also occur to draw on diverse expertise. Effective supervision improves outcomes for clients by developing staff skills and supporting their well-being.
Supervisor assists the production manager in planning, organizing,
directing and controlling the production activities. He helps the production
manager in implementing the plans and policies.
2.
Instructor: Supervisor instructs the workers about their jobs, duties and
responsibilities. He trains the new workers and guides them to perform their
jobs properly.
3.
Motivator: Supervisor motivates the workers to work hard and achieve higher
production targets. He uses various techniques like praise, incentives, rewards
etc. to motivate the workers.
4.
Controller: Supervisor controls and supervises the work of workers. He ensures
that workers follow rules, regulations, safety measures and
To all those social scientists whose main focus of study is organisational theory and practice, the concept of supervision is seem to mean overseeing the work of subordinates by their superiors and involves various activities, namely, superintendence, direction, guidance, control, inspection, and coordination. All these aspects constitute the main focus of this article.
chapter 7 directing class 12 business studiesPriyanka Rao
Directing involves guiding and instructing employees to complete work tasks. It is a continuous managerial process that occurs at all levels of an organization. Effective directing helps initiate action, integrate employee efforts, guide employees to reach their potential, and facilitate organizational changes. Key elements of directing include supervision, motivation, leadership, and communication. Supervision involves overseeing employee work, motivation inspires employees to achieve goals, leadership influences employees, and communication involves sharing information between managers and staff. Directing works best when managers follow principles like ensuring each employee contributes fully and objectives are harmonized.
Similar to Hospitality Supervision - Universitas Negeri Gorontalo (20)
Originally presented at XP2024 Bolzano
While agile has entered the post-mainstream age, possibly losing its mojo along the way, the rise of remote working is dealing a more severe blow than its industrialization.
In this talk we'll have a look to the cumulative effect of the constraints of a remote working environment and of the common countermeasures.
12 steps to transform your organization into the agile org you deservePierre E. NEIS
During an organizational transformation, the shift is from the previous state to an improved one. In the realm of agility, I emphasize the significance of identifying polarities. This approach helps establish a clear understanding of your objectives. I have outlined 12 incremental actions to delineate your organizational strategy.
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2. Agenda
INTRODUCTION SUPERVISOR
Meaning of Supervision
What is Supervision
Supervision Functions
MANAGER & SUPERVISOR HOTEL /
WHO WILL ACT SUPERVISOR
Roles of Manager & Supervisor
3. Meaning of
Supervision
‘Supervision’ comprises two words,
namely ‘super’, that is, superior or extra,
and ‘vision’, that is, sight or perspective.
The literal meaning of the term
‘supervision’ is to ‘oversee’ or ‘to inspect
the work of other persons’. Thus,
‘supervision’ refers to an act by which
any person inspects or supervises the
work of other people, that is, whether
they are working properly or not.
4. Definitions
Supervision
3 Perspectives of Supervision :
View of emphasis on maximising
production
View of emphasis on workers’
performance and human relations
aspect
View of emphasis on the
development of the personality of
the worker
5. What is
Supervision
Supervision is direction,
guidance and control of
working force with a view
to see that they are working
according to plan and are
keeping time schedule.
7. I am Supervisor
Supervisor Level
Managerial
Level
Executive
Committee Level
General
Manager
Department
Head
Supervisor Coordinator
Department
Head
Captain
8. TO SEE, THEY ARE WORKING,
ACCORDING TO PLANS,
POLICIES, PROGRAMMES,
INSTRUCTIONS AND THE
TIME SCHEDULE,
TO GUIDE THEM AT THE WORK IF THEY ARE DOING
SOMETHING INCONSISTENT TO DIRECTIONS GIVEN
AND NEED HELP SO AS TO LET THEM ABLE TO
ACCOMPLISH THEIR ASSIGNED TASK, AND
TO GIVE THEM DIRECTIONS TO GET THE
WORK DONE, IF NECESSARY
Supervision is the function of assuring that the work is being done in
accordance with the plan and instruction;
SUPERVISION
FUNCTIONS
9. Functions
1. Help his/her workers to develop their innate
qualities to improve their performance
2. Help his/her subordinates to adjust to their
job requirements and to develop.
3. Make the workers loyal towards their
organisation
4. Provide expertise, skills, knowledge and
experience to make workers learn without
fear and hesitation.
5. Encourage free communication
10. Functions
6. Develop employee potential to an extent
where they need no supervision
7. Cooperate with other supervisors
8. Prove a good link between the management
and workers
9. Solve personal problems of his/her
subordinates to the extent possible
10. Maintain discipline
11. Functions
11. Correct the mistakes of his/her subordinates
12. Explore new fields of knowledge
13. Introduce new, useful and scientific methods
of production and administration
14. Have a clear understanding about his/her plan
of action
15. Know his/her job, duties, responsibilities,
authority, accountability and so on
This Photo by Unknown Author is licensed under CC BY-NC
12. Functions
16. Divide responsibilities and duties to his/her
subordinates rationally and scientifically
17. Listen and look into the grievance of his/her
subordinates
18. Delegate authority and win their confidence.
This Photo by Unknown Author is licensed under CC BY-NC
14. Roles
1. As a Key Man in the
Management
2. Person in the Middle
3. Supervisor as the
Marginal Man
4. Supervisor as
Another Worker
5. Supervisor as a
Human Relations
Specialist
1. Source of : Keith Davis – Supervision/https://www.economicsdiscussion.net/management/supervision-meaning/31921
15. Factors
Describing the
Performance
of the Best
Supervisor
Favourable
Work Climate
Personal
Maturity and
Sensitiveness
Human
Relations
Specialist
Technical Job
Knowledge
Self-
Development
and
Subordinate
Development
Knowledge
and Execution
of Company
Plans and
Policies
'Pengawasan' terdiri dari dua kata, yaitu 'super', yaitu superior atau ekstra, dan 'vision', yaitu penglihatan atau perspektif.
Arti harfiah dari istilah 'pengawasan' adalah 'mengawasi' atau 'memeriksa pekerjaan orang lain'. Jadi, 'pengawasan' mengacu pada tindakan di mana setiap orang memeriksa atau mengawasi pekerjaan orang lain, yaitu apakah mereka bekerja dengan baik atau tidak.
Kita dapat membagi definisi pengawasan menjadi tiga kategori tergantung pada penekanan yang diberikan pada aspek tertentu:
Dari sudut pandang penekanan pada pemaksimalan produksi – Definisi berikut di bawah kategori ini mengaitkan pengawasan dengan keluaran, yaitu, karena keterampilan, keahlian dan pengalaman mereka, dll., penyelia membantu bawahan mereka untuk meningkatkan keluaran mereka baik dari segi kuantitas dan kualitas. Dengan demikian, pengawasan mengandung arti membimbing dan menjaga pekerjaan bawahan untuk memastikan bahwa pekerjaan dilakukan sesuai dengan norma-norma yang ditetapkan untuk tujuan tersebut. Dengan cara ini, tujuan utama seorang supervisor adalah membantu memaksimalkan produksi baik dari segi kualitas maupun kuantitas.
Dari sudut pandang penekanan pada kinerja pekerja dan aspek hubungan manusia – Dalam kategori ini, kami memasukkan definisi-definisi yang menekankan pada aspek kinerja pekerja dan hubungan manusia, dan yang menerima pekerja sebagai bagian dari sistem sosial . Jadi, menurut pandangan ini, supervisi adalah proses dimana seorang supervisor membantu orang yang disupervisi untuk menyesuaikan diri dengan pekerjaannya, untuk mengembangkan semangat tim dan untuk memikul tanggung jawab yang lebih besar lagi.
Dari sudut pandang penekanan pada pengembangan kepribadian pekerja – Dalam kategori ini termasuk definisi-definisi yang menekankan pada pengembangan kepribadian pekerja. Menurut para ahli yang berpandangan demikian, supervisi adalah tindakan ‘membimbing para pekerja untuk mengembangkan diri mereka dengan sebaik-baiknya’.
Pengawasan adalah pengarahan, bimbingan dan pengendalian tenaga kerja dengan maksud agar mereka bekerja sesuai rencana dan tepat waktu.
Menurut Toft Hartley Act, 1947 (USA), 'Supervisor adalah mereka yang memiliki wewenang untuk melakukan penilaian independen dalam mempekerjakan, memberhentikan, mendisiplinkan, memberi penghargaan, dan mengambil tindakan lain yang serupa sehubungan dengan karyawan'
Pengawasan adalah pengarahan, bimbingan dan pengendalian tenaga kerja dengan maksud agar mereka bekerja sesuai rencana dan tepat waktu.
(1) Untuk melihat, mereka bekerja, sesuai dengan rencana, kebijakan, program, instruksi dan jadwal waktu,
(2) Untuk membimbing mereka di tempat kerja jika mereka melakukan sesuatu yang tidak sesuai dengan arahan yang diberikan dan membutuhkan bantuan sehingga mereka dapat menyelesaikan tugas yang diberikan, dan
(3) Untuk memberi mereka arahan untuk menyelesaikan pekerjaan, jika perlu.
Peran supervisor memberi tahu kita sedikit tentang aspek pengawasan yang luas atau faktor-faktor yang mengatur kinerja pengawasan yang efektif.
Penelitian tentang kinerja supervisor telah menunjukkan faktor-faktor berikut yang menggambarkan kinerja supervisor terbaik.
Arti penting dari supervisi dapat dijelaskan sebagai berikut:
1. Penerbitan Perintah dan Instruksi
Para pekerja membutuhkan bimbingan supervisor di setiap langkah. Dia menghilangkan keraguan mereka dan memberi tahu mereka metode yang tepat untuk melakukan pekerjaan. Seorang bawahan dapat memberikan kinerja yang lebih baik ketika dia mengetahui pekerjaan yang seharusnya dia lakukan.
2. Perencanaan dan Pengorganisasian Pekerjaan:
Seorang atasan bertindak sebagai perencana dan pemandu bagi bawahannya. Jadwal kerja disiapkan untuk memastikan aliran kerja yang merata dan stabil. Supervisor menetapkan target produksi untuk pekerja dan menentukan metode dan prosedur untuk melakukan pekerjaan.
3. Penting di Semua Level: Pengawasan berarti mengawasi dan mengawasi bawahan. Waktu yang dicurahkan oleh manajemen puncak untuk supervisi hanya 20% sedangkan supervisor (atau mandor atau supervisor atau superintendent atau section officer) mencurahkan sekitar 80% waktunya untuk supervisi. Manajemen puncak mengawasi manajer sedangkan supervisor mengawasi pekerja. Pengawasan di garis depan atau garis tembak paling penting karena pekerjaan sebenarnya dilakukan di tingkat itu.
4. Hubungan Penting antara Pekerja dan Manajemen:
Seorang supervisor adalah perwakilan dari manajemen dan merupakan sosok yang sangat penting dari sudut pandang pekerja. Dia mengkomunikasikan kebijakan manajemen kepada pekerja (komunikasi ke bawah) dan juga memberikan umpan balik kepada manajemen tentang apa yang terjadi di tingkat terendah (komunikasi ke atas).
5. Memotivasi Bawahan: Seorang supervisor adalah seorang pemimpin di anak tangga terbawah dari tangga manajemen. Dia berfungsi sebagai teman, filsuf dan panduan bagi para pekerja. Dia mengilhami kerja tim dan memastikan kerja sama yang maksimal dari para karyawan. Dialah yang dapat membantu dalam mendapatkan pemanfaatan tenaga kerja yang optimal.
6. Umpan balik untuk Pekerja: Seorang supervisor membandingkan kinerja aktual pekerja dengan standar yang ditetapkan dan mengidentifikasi kelemahan pekerja dan menyarankan tindakan korektif untuk mengatasinya. Dengan cara ini, pekerja dapat meningkatkan kinerja mereka di masa depan
7. Penugasan Kerja yang Tepat
Seorang supervisor membuat pengaturan sistematis kegiatan dan sumber daya untuk kelompoknya. Dia memberikan pekerjaan kepada setiap pekerja dan mendelegasikan wewenang kepada pekerja. Pekerja merasa frustrasi ketika pekerjaan yang dilakukan oleh mereka tidak diatur dengan baik. Beberapa pekerja mungkin duduk diam sementara yang lain mungkin terbebani jika pekerjaan tidak ditugaskan dengan benar
Seorang supervisor adalah figur kunci dalam organisasi karena dia membuat keputusan, mengontrol pekerjaan dan menginterpretasikan kebijakan manajemen kepada para pekerja. Dia mewakili manajemen kepada para pekerja. Oleh karena itu, manajemen dinilai sebagaimana dia dinilai oleh pekerja. Ia juga merupakan figur utama dalam menyelesaikan pekerjaan. Namun, pada kenyataannya, ia kurang dari seorang tokoh kunci.
Menurut pandangan ini, seorang supervisor harus bekerja di antara dua kekuatan, yaitu manajemen dan pekerja. Di satu sisi, manajemen memiliki banyak harapan yang berorientasi teknis dan produksi darinya, dan di sisi lain, para pekerja juga memiliki banyak harapan yang berorientasi pada penghargaan darinya.
Menurut konsep sosiologis ini, supervisor dilibatkan dalam kegiatan utama dan pengaruh yang mempengaruhi departemennya atau dia hanya berada di pinggiran.
Menurut pandangan ini, seorang supervisor seperti seorang pekerja yang tidak memiliki otoritas dan merasa bukan bagian dari manajemen. Hanya sebutannya saja yang diubah.
Menurut pandangan ini, seorang supervisor dianggap sebagai spesialis hubungan manusia yang menjaga sisi operasi manusia
Iklim Kerja yang Menguntungkan:
Supervisor terbaik menciptakan dan mempertahankan standar kinerja tinggi di bawah suasana kerja yang menyenangkan. Dia berorientasi pada tujuan dan berusaha untuk mencapai hasil yang diharapkan dengan mengadopsi jenis kepemimpinan yang tepat untuk menginspirasi kepercayaan dan disiplin sukarela dari orang-orangnya. Iklim kerja yang kondusif dapat menjamin penerimaan wewenangnya secara sukarela dari bawahannya sehingga kepatuhan dan loyalitas dapat dengan mudah diperoleh dari p
pekerja.
(2) Kedewasaan dan Kepekaan Pribadi:
Supervisor terbaik memperoleh kedewasaan pribadi dan stabilitas emosional serta empati, yaitu kepekaan terhadap perasaan orang lain dan kapasitas untuk memahami perasaan dan emosi mereka yang bekerja di bawah komandonya. Dia mengembangkan bakat untuk mengatakan hal yang benar pada waktu yang tepat, tidak kehilangan kendali bahkan di bawah tekanan atau ketegangan dan menunjukkan selera humor yang baik.
(3) Spesialis Hubungan Manusia:
Supervisor terbaik adalah praktisi psikologi industri. Dia mengakui perbedaan individu serta mentalitas kelompok dan menjaga hubungan interpersonal yang harmonis. Sebagai pemimpin bagiannya, ia harus memanfaatkan emosi, sentimen, dan sikap manusia untuk produktivitas maksimum tanpa mengorbankan kepuasan karyawan.
Dalam praktiknya dia harus berkompromi dan memastikan produktivitas yang dapat diterima dan moral yang dapat diterima atau kepuasan karyawan.
Pengawas bagian produktivitas tinggi mengakui bahwa produktivitas dicapai oleh orang-orang dan bukan hanya dengan prosedur, kebijakan dan kontrol.
Dengan kata lain, pendekatan yang berpusat pada karyawan dalam pengawasan tidak perlu menyiratkan kurangnya perhatian tentang produktivitas. Seorang supervisor yang berorientasi pada produksi cenderung mengawasi secara ketat, yaitu dalam hal prosedur dan jadwal khusus yang harus diikuti daripada dalam hal tujuan yang ingin dicapai melalui kerja tim. Penelitian telah membuktikan bahwa pengawasan umum yang diadopsi oleh supervisor yang berpusat pada karyawan dapat memiliki produktivitas yang jauh lebih tinggi. Artinya, hubungan antarmanusia memainkan peran penting dalam produktivitas. Penyelia terbaik mencoba mempertimbangkan kekuatan dan kelemahan setiap orang dan bagaimana pria bekerja sama sebelum dia membuat tugas pekerjaan apa pun. Bila memungkinkan, penyelia menugaskan seseorang pekerjaan yang paling disukainya.
(4) Pengetahuan Pekerjaan Teknis:
Supervisor terbaik adalah yang berkompeten secara teknis. Dia memiliki pengetahuan dan informasi yang cukup untuk memahami masalah teknis dengan cepat dan untuk merancang solusi terbaik yang bisa diterapkan. Dia menyelesaikan pekerjaan dengan mudah.
(5) Pengembangan Diri dan Pengembangan Bawahan:
Supervisor yang efektif sangat tertarik pada pengembangan sumber daya manusia. Dia memberikan penekanan yang sama pada pertumbuhan pribadinya serta pada pertumbuhan bawahannya. Dia mencoba membuat penugasan pekerjaan menjadi menarik dan menantang bagi bawahannya. Tugas yang bertujuan menciptakan minat dan vitalitas dalam pekerjaan dan menawarkan kepuasan kerja kepada karyawan. Pekerjaan yang menantang membantu kemajuan bawahan.
(6) Pengetahuan dan Pelaksanaan Rencana dan Kebijakan Perusahaan:
Penyelia terbaik mengetahui sepenuhnya rencana dan kebijakan manajemen dan dia menjalankannya secara menyeluruh. Dia juga mengikuti perubahan kebijakan dan prosedur perusahaan dan memberikan informasi lengkap tentang perubahan tersebut kepada bawahannya.