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    Best Practices Manual for Supervisors

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    Compile the following sections of a best practices manual for new supervisors. Your overall contributions to the manual should cite a minimum of three sources.

    The six supervisory responsibilities to which you will contribute best practices are as follows:

    1. Demonstrating Communication Skills
    2. Determining Effective Orientation and Training Methods
    3. Improving Productivity for Teams
    4. Conducting Performance Appraisals
    5. Resolving Conflict
    6. Improving Employee Relations

    * Follow APA formatting guidelines for this paper.

    © BrainMass Inc. brainmass.com October 1, 2020, 10:04 pm ad1c9bdddf

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    The six supervisory responsibilities to which you will contribute best practices are as follows:

    1. Demonstrating Communication Skills
    2. Determining Effective Orientation and Training Methods
    3. Improving Productivity for Teams
    4. Conducting Performance Appraisals
    5. Resolving Conflict
    6. Improving Employee Relations

    1. Demonstrating Communication Skills

    Communication is a two-way process by which information is passed between emitters and receivers. There are three important issues:
    1) Communication involves transmission and reception of messages. It uses symbols to create messages.
    2) Communication involves people where one party transmits message and the other receive the message.
    3) It is a process as it is active, continuous, reciprocal and dynamic.
    (K, Aswathappa)

    Organization comprise of individuals from different cultures and backgrounds. Hence there will be differences in perception, task completion and attitudes on disclosure. (Bibikova & Kotelnikov, 2005) These differences make communication more challenging. Therefore, the interpersonal skills of the members will assist in the effectiveness of the team. For instance, if members of the team work well together, they can then draw upon the strengths of each other to meet the common goals of the organization. However, if a team member would refuse to comprise or negotiate then it can hinder the group's progress. It can hinder their progress in the decision making process, development of goals within the team, and implementing of success solutions to the tasks assigned.

    Culture bias among employees.
    When confronted with a new team or group and faced with certain cues as to how to behave, individuals rely on the behavior that has been learned from their own culture (Thomas, J., 1999). Some of the characteristics of this mechanism can be damaging if it is used as standards without being pro-actively named or chosen by the group. This can be damaging because it marginalizes people outside of the dominant culture.
    Employees and management need to be trained to understand the cultural bias of each team member and their impact on mutual perceptions. Behaviors and communication style fail in some cultures: Thus identifying approaches to address cultural gaps that could lead to misunderstandings will be an important step to reduce the communication gap.

    Gender differences:
    There can be some differences which may be due to:

    ? Balancing marital and or family life and career
    ? Lack of mentors
    ? Isolation and loneliness
    ? Constant awareness of being a woman in a man's world
    ? Lack of access to male networks
    ? Having to prove ones worth to others
    ? Having to compete with male counterparts
    ? Being looked over for promotions
    ? Receiving less pay for the same jobs performed

    The major reasons of ineffective communication can be due to:

    1. Vague Message
    When sender is not clear in defining the communication that can be understood by the receiver than it leads to ineffective communication

    2. Message Overload
    Message must be structured in simple manner. There must not be any overload.

    3. Bad Perception

    Perception is a receiver's understanding of the information the emitter has offered.
    Our Perceptions are the mental images of the external world. They are stored in our brains as our view point, experience, feelings and emotions. Thus perceptions are central to the process of communication. It helps to know others.

    Hence according to me knowing about the perception of the other person is critical in communicating with him. This will help us in becoming more effective in communication as we will be able to gain insight about the other person. This has to be understood by each of the team members.

    4. Ineffective Listening

    This can also lead to the ineffective communication. One has to be patient until the speaker completes his argument for correct interpretation of the message. One should avoid the prejudging of the intention of the speaker to understand the real intended meaning.

    http://www3.uakron.edu/witt/flm/chap7.htm as retrieved on 8 Sep 2006 09:05:13 GMT.

    Hence as a team we have to take care of the above points in order to improve our communication. We will use email, intranet, and mobile and above all right perception about each other. The communication has to be timely to avoid any communication gap. At the times of emergency mobile phones and personal meeting will be done.

    Other references:
    Gupta Archana, Human resource management
    Human Resources Magazine. (2005, October 3). Cultural diversity, IBM style. Retrieved September 2, 2005, from ISP Host Web Site: http://http://www.humanresourcesmagazine.com.au/articles/74/0C021774.asp?Type=60&Category=903
    Schermehorn, J. R. (2005). Organizational Behavior (9th ed.). Hoboken, NJ: Judy Joseph.
    ? http://www.negotiationskills.com/qapercept.html as retrieved on 12 Sep 2006 23:02:42 GMT.
    ? . Business Communication by M. Chaturvedi

    2. Determining Effective Orientation and Training Methods
    Script for orientating
    An organization's base rests on management's philosophy, values and goals. We will orient our new employees about the aforesaid things.
    Our Values are:

    ? Patient Orientation

    ? Discipline

    ? Quality

    ? Great Place to Work

    ? Results Orientation

    Training Proposal

    Training programmes should enhance performance and enrich the contributions of the workforce. The ultimate goal of training is to develop appropriate talent in the workforce internally. Improvement in Performance

    Training will be an important aid to managers for developing themselves as well as their subordinates. It is not a substitute for development on the job, which comes from doing, experiencing, observing, giving and receiving feedback and coaching. Research has shown that 80% of a person's development takes place on the job. However, training can contribute the vital 20% that makes the difference. Training can bring about an improvement in a person's:
    Thereby raising his potential to perform better on the job. The training program will be as follows and it will be led by the instructor:

    Phase 1:
    Pre-training. This may also be called the preparation phase. The process starts with an understanding of the situation requiring more effective behavior. An organization's concerns before training lie mainly in four areas: Clarifying the precise objectives of training and the use the organization expects to make of the participants after training; selection of suitable participants; building favorable expectations and motivation in the participants prior to the training; and planning for any changes that improved task performance will require in addition to training.

    Phase 2: Training

    During the course of the training, participants focus their attention on the new impressions that seem useful, stimulating and engaging. There is no guarantee that the participants will in fact learn what they have chosen. But the main purpose remains: participants explore in a training situation what interests them, and a training institution's basic task is to provide the necessary opportunities. Our focus will be to develop those skills which are discussed earlier.
    This is the "follow up" phase. When training per se concludes, the situation changes. When the participants return back to work from the training, a process of adjustment begins for everyone involved. The newly learned skills undergo modification to fit the work situation. Participants may find their organizations offering encouragement to use the training and also support for continuing contact with the training institution.

    Training will vary according to employer and area of specialization. However, most graduate entrants are likely to undergo a programme of on-the-job training and development, which may involve short, residential courses. Each employer will provide a programme of training for each new intake of employees. Technical areas covered may include:

    * Human resource information systems
    * Quality management
    * Product knowledge

    More general skills areas in which new entrants may receive training include:

    * Team skills
    * Communication skills;
    * Project management.

    However, most graduate entrants are likely to undergo a programme of on-the-job training and development, which may involve short, residential courses. The program is as follows:

    1) Employees should have one month after entering the position:
    Training will be regarding team skills, human resource information system

    2. A narrative describing the training the employee should have one year after entering the position
    Training will be regarding Quality Management

    3. A narrative describing the training the employee should have to advance to the next position according to the development map
    Training will be regarding Project Management, advance management skills.

    Method of Training
    There will be a combination of online training, instructor and self training. After completion certification will be given.

    Entire project has been useful to understand the staffing process. This starts from finding the ...

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