| Papers [1-15] of 92 :: [Page 1 of 7] | | Go to page : 1 2 3 4 5 6 7 —> | Search results on "SUPERVISOR ROLES": |
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Managerial Roles and Skills, 2004.
This paper discusses managerial roles and skills common to supervisors and managers.
675 words (approx. 2.7 pages), 2 sources, APA, $ 23.95
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Abstract
This paper defines the skills required for business leadership, including communication skills and other interpersonal skills.. The author outlines the various roles played by supervisors and managers. The paper cites the theories of Richard Boyatzis.
From the Paper
"Richard Boyatzis more than ... years ago identified the basic competencies required for effective supervision or management. Among those competencies, Boyatzis included excellent communication skills, the ability to work well with others, a high level of motivation and positive self-esteem, accurate self-assessment, logical thinking ability and the ability to use power effectively in such tasks as planning, organizing, controlling, motivating and coordinating .While countless books on managerial and supervisory skills and competencies since Boyatzis' ... year-old classic "The Competent Manager" was published and while terminology and buzzwords ... "
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The Characteristics of Effective Supervisors, 2002.
Discusses the characters or qualities an effective supervisor or manager should possess.
1,157 words (approx. 4.6 pages), 4 sources, MLA, $ 39.95
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Abstract
This paper discusses how supervisors should have various qualities in order to be effective or increase their effectiveness. The writer explains how these characters will add value to their performance by efficiently managing their teams. It shows how, following these characters of an effective supervisor, new as well as experienced supervisors can improve their performance while improving the productivity of their organization.
From the Paper
"Most of people feel an added prestige being selected for a supervisory position. They have a feeling of progress, additional power within the company, and the increase in salary, that management has recognized their potential capability. Some people look at the supervisor's job as an easy way to make a living. They assume supervisors are commanding authority giving orders and letting others do the hard work. They think the supervisor is sitting behind a desk, chatting, watching other people doing work, attending meetings and conferences, and enjoying special privileges. In fact their job is not so easy as it seems. He may be facing many problems and situations that normal worker may have never seen."
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Best Practices Manual for Supervisors, 2007.
This paper provides a supervisors' manual for best business practices to follow in any work environment.
3,725 words (approx. 14.9 pages), 3 sources, APA, $ 102.95
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Abstract
In this paper, the writer presents a manual written as a final project for a management class. The writer notes that the "best practices" manual is appropriate for supervisors to use in basically any work environment. The writer discusses orientation, training, productivity, motivation, performance, conflict and employee relations. In this work, the writer stresses the importance of good communication. The writer concludes that good lines of communication between the supervisor and employees can eliminate many potential workplace problems. Further, the writer notes that establishing and maintaining these lines of communication should be an important part of the supervisors' focuses.
Outline:
Demonstrating Communication Skills
Verbal Communication
Written Communication
Determining Effective Orientation and Training Methods
Orientation Methods
Training Methods
Improving Productivity for Teams
Cost and Inventory Control
Motivating Employees
Conducting Performance Appraisals
The Benefits of Performance Appraisals
Resolving Conflict
The Effects of Conflict
Internal and External Conflict Management
Improving Employee Relations
Communication
From the Paper
"A supervisor must institute a fair and adequate cost reduction program in order to realize the required results. When costs in specific areas are over budget, a supervisor must investigate the cause of the cost overages and determine how to effectively bring these costs down. After these areas are identified, ideas must be generated to reduce these costs and these ideas must be implemented and followed up on. A way to determine or measure the actual savings is to compare previous months or years costs to present day and the budget. Cost reduction programs require constant monitoring and revision in order to remain effective. As companies grow, costs change and without consistent monitoring a company can miss an area in which costs are increasing without a comparable rise in productivity levels."
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Worker to Supervisor, 2002.
A look at the isuues concerning the promotion from being a worker to a supervisor.
1,150 words (approx. 4.6 pages), 5 sources, $ 44.95
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Abstract
This paper analyzes the difficulties of going from worker to supervisor. It will take into account the various factors that turn promotion into a cumbersome detail that most workers are left to deal with apart from the conflicts that they need to resolve with colleagues. Not only this but it will focus on how the difficulties from a promotion are the result of previously held biases.
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The Health Care Supervisor and Employee Laws, 2004.
A discussion of employment issues concerning the health care supervisor, with an emphasis on nursing.
2,799 words (approx. 11.2 pages), 7 sources, MLA, $ 83.95
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Abstract
This paper examines how research makes it clear that there is a gender imbalance in health care represented by the greatest bulk of health care employees, nurses. It looks at how, although many aspects of supervisory behavior in the health care field are mandated by HIPAA rules and wage and hour laws, others are not. It discusses how affirmative action laws, while they nominally mean any minority must be cultivated, seem to have escaped notice in that large, nursing segment of the health care field, despite an increasing embrace at the physician level. Supervision in the field remains a minefield of conflicting societal expectations and legal requirements. It sheds light on five major areas of concern for health care supervisors, indicates where solutions may be found, when solutions are available, and what needs still to be investigated where they are not.
Outline
Introduction
Background
Affirmative Action
National Labor Relations Act and Unionization
National Labor Relations Act and HIPAA
Wage and Hour Issues
Sexual Harassment
From the Paper
"Healthcare is one of the few industries that adds tens of thousands of workers almost each month, despite the fact that this growth has slowed slightly from the early and mid-1990s. The transition in the healthcare system from one in which healthcare was financed on a delivery-of-care basis to health maintenance, in an attempt to cut healthcare consumers? costs, has also had the effect of limiting the growth of both jobs and income in healthcare professions. Healthcare workers experienced smaller gains in employment opportunities and earnings in the late 1990s, especially compared to the same factors in the 1980s. Despite this, the healthcare field continues to be a major source of new jobs in the United States."
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Employee-Supervisor Dispute, 2001.
This paper describes an example of an employee-supervisor dispute on the basis of gender.
975 words (approx. 3.9 pages), 3 sources, MLA, $ 34.95
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Abstract
This paper discusses the refusal of one company to promote a female employee to the supervisor position after promising to do so. It includes the background of the dispute, its resolution, the effectiveness of the resolution and its outcome and finally an analysis of the conflict resolution process. Several issues are discussed such as employee gender, management policies, human relations, compensation and more.
From the Paper
"The dispute occurring is between an employee and a supervisor. The employee has worked for the company for three years, working towards a position as a supervisor. This was noted in their performance review and was also incorporated into their work plan. The employee both worked and completed studies in business to assist them in gaining the expected promotion. After three years, the promotion became available. The employee was told by their supervisor that they would not be getting the promotion but that somebody else would be hired from outside of the organization. The position was advertised and a new person recruited. The employee enquired as to why they would not be considered for the position but was given no direct answer. Their employment record had no problems so the employee was left to assume that the only reason for their not getting the promotion was their gender, being that all other supervisors in the company were male, including their boss and that they were female."
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Supervisor's Roles, 1996.
Examines tasks of goal-setting, planning, organizing, delegating, establishing interpersonal relationships, appraising & motivating.
3,600 words (approx. 14.4 pages), 10 sources, $ 127.95
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From the Paper
"There are eight basic areas of supervision which all supervisors must engage in, regardless of their position in an organization. These areas include goal-setting, planning, organizing, delegating, establishing interpersonal relationships, performance appraisals, motivating workers and helping employees develop on a professional basis.
There is no "right" way to approach any of these areas, but there are some key concepts which can be used to help supervisors be more effective. In fact, each of these areas contributes to the others, with the corporate culture being one of the most important considerations since the work environment ultimately determines what the supervisor can and cannot accomplish."
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Supervisors: The Key to Diversity in the Workplace, 2002.
Research into the effects of managerial attitudes on absenteeism rates among workers.
4,500 words (approx. 18.0 pages), 8 sources, MLA, $ 117.95
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Abstract
This paper examines research which assumes that a leader who promotes a diverse work place will receive more rewards in both increased production and decreased absenteeism. The paper outlines the history of civil rights and the early understandings of industrial psychologists that management attitudes have a profound effect on the work place.
From the Paper
"The period after the Civil War heralded an unprecedented time of industrial growth and development. What was a time of success and security for some was a time of despair for others. Labor laws and industrial jobs at the turn of the century were designed with the average white male in mind. Women and minorities did not belong here, according to period perceptions and ideals. However, it was not long before women and minorities became necessary in the work force to supply to extra labor that a growing labor movement needed to continue. These new workers were admitted to the workforce, however, until recently they often received lower pay and were the subjects of harassment and cruelty in the workforce. Women and minorities added considerable wealth to the workforce, but had a long road to acceptance."
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Evaluation in Counseling Supervision, 2006.
A look at the role of the supervisor in the counseling supervision process and the relationship between the supervisor and the supervisee.
2,202 words (approx. 8.8 pages), 19 sources, APA, $ 68.95
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Abstract
This paper cites a number of different expert opinions on the role of the supervisor in the counseling process. The paper uses these expert opinions to explain the role of the supervisor and the relationship that might exist between the supervisor and the trainee. The paper also discusses the damage that can occur as a result of nondisclosure of relevant case material by supervisees, such as diminished treatment quality or increased liability risk of supervisors. Additionally, the paper discusses eight supervisory themes and issues that tend to recur in group supervisor supervision and suggests intervention strategies to address them.
From the Paper
"Gundrun (1991) stated that supervision means that trainees are confronted with old patterns of relating to authority figures. In the trainees' unconscious minds, supervisors play the roles of parents, teachers, or other authority figures. Especially in the early supervisory process, supervisors may be identified with parental figures. We may assume that the supervisory situation is evocative of the supervisees' relationship with authority figures, independent of the role supervisors may play in reality. For example, supervisors can act more as teachers of psychotherapy with a patient-centered approach, giving didactic comments about the patients and recommendations on technique or in a more supervisee-oriented approach, they can focus on the supervisees' experiences with their patients and supervisors, by exploring attitudes rather than teach techniques. A third approach supervisors could use would be two combining or alternating the patient-centered and supervisee-oriented approaches according to the demands of the situation."
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Women in Shakespeare's Tragedies, 2008.
A proposal for a project to study the representation of women in Shakespeare's "Romeo and Juliet" and "Othello".
940 words (approx. 3.8 pages), 34 sources, MLA, $ 33.95
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Abstract
This paper explains that the project will be a detailed analysis of two works by William Shakespeare, "Othello" and "Romeo and Juliet", focusing primarily on the feminist and philosophical elements of the two plays, as well as the significance of the historical context in which they were written. The author points out that feminists, who are preoccupied with the commentary being made in Shakespeare's plays concerning women, question whether his representations of women truly reflect reality. The paper includes an outline of the method by which the project will be completed.
Table of Contents:
Project Overview
Subject to be Studied
Intended Outcomes
Learning Objectives
Detailed Work Plan
Project Outline
Method
Literary Resources
On-Line Resources
Faculty Supervisor's Role
Proposed Timetable
From the Paper
"The project proposes to examine the genius of Shakespeare as a dramatist who possessed a deep psychological understanding of women and who usually was able to anticipate a feminist perspective on women's issues and roles. Being a male author during the Elizabethan period, Shakespeare exhibited profound insights into the psyche of his female characters. Desdemona is unafraid to confront her father and is fascinated by the violent aspect of life yet she is also incapable of taking any real action to resolve her situation."
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The Over-Filled McNugget Boxes, 2005.
This paper discusses the McDonald's staff person's scandal and the supervisor who caught him.
900 words (approx. 3.6 pages), 1 source, $ 35.95
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Abstract
This paper is a short case study of a McDonald's staff person who is caught over-filling food boxes by his supervisor. In this paper, the supervisor's actions are reviewed and interpreted to determine what mistakes were made in her handling of the situation and the paper makes suggestions of what she might have done differently. The paper states that the errors made by the supervisor are specific to that role and required to be a successful supervisor.
From the Paper
"After working at McDonalds for five months in the back, as well as taking order from customers, Ayden has earned a good reputation. He had been told by his supervisor that he had a great attitude, and that it was obvious he was highly motivated to succeed in this position. Ayden was proud of his achievements and wanted to become the next employee of the month. One day while working in the back, Ayden saw some friends place an order."
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Perceptions of Clinical Supervision, 2005.
A look at helpful and unhelpful behaviours of supervisors and their trainees.
1,312 words (approx. 5.2 pages), 11 sources, MLA, $ 44.95
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Abstract
Clinical supervision is noted to be the 'cornerstone' of psychological training and support. This paper examines how it is a reflection upon the psychotherapeutic practice of trainee psychologists and involves the establishment of a symbiotic relationship, which is focused towards the trainee's development as a professional. It looks at how clinical supervision is an integrated process in which numerous relationships exist and overlap: that of the supervisor and the supervisee, the supervisee and the client and the supervisor's support within the relationship between the supervisee and the client.
From the Paper
"Helpful aspects sought after by supervisees within the supervisory process, have been noted as a positive and supportive relationship, involving teaching, support and feedback; and thus ultimately allowing supervisee's to enhance their clinical competence (Cushway & Knibbs, 2004). From a supervisory point of view, however, helpful behaviour has been noted as giving feedback to supervisees, monitoring their behaviour during the therapeutic process and providing contingent consequences for such behaviours (Worthington & Roehlke, 1979). Such inconsistency within the concept of 'high-functioning' clinical supervision between supervisors and their supervisees demonstrates the ease of incongruence between perceived effectiveness within the supervisory relationship. "
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Police Officers Stressors and Supervision, 2008.
A research analysis and comparison of police officers' internal stressors and their supervisors' perceptions of those stressors.
2,812 words (approx. 11.2 pages), 34 sources, APA, $ 83.95
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Abstract
This paper studies and compares, through survey inquiries, police officers' perceived stressors and supervisors' perceptions of those stressors. The analysis of the data prioritizes officers' perceived internal stressors and then compares the rank order of these stressors from both an officer group and a supervisor group. The paper presents the research design and the conclusions of the study.
Table of Contents:
Outline
Background of the Problem
Purpose Statement
Research Questions
Hypothesis
Theoretical Framework
Scope of the Study
Limitations
Delimitations
Conclusion
From the Paper
"An additional factor which must be considered is the stage of the career of any participant in the survey. A good deal of testing has been done concerning police applicants. Speilberger, Westberry, Grier and Greenfield (1981) studied only individuals who had left police departments, which in many instances marked the end of their police careers. The focus group survey will need to give due consideration to whether or not an individual officer's responses reflect the stage of the development of his or her own career, and the individual's perceived prospects for the future of his or her career."
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Training Personnel in International Peacekeeping, 2007.
An analysis of positive training frameworks for training personnel in international peacekeeping functions.
6,297 words (approx. 25.2 pages), 24 sources, APA, $ 146.95
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Abstract
This paper discusses the role of policing and suggests that it is one of the most important roles of national governments. The paper focuses on how to train personnel in international peacekeeping functions. More specifically, the paper aims to provide several training frameworks that consider efficiency, cultural disparity of volunteers and customer-orientation.
Table of Contents:
Abstract
Basic Communication, Conflict Resolution, and Negotiation Skills
Communication
Conflict Resolution and Grievance
Negotiating Skills
Techniques of Motivation
Training Received
On Career Development
On Wages and Benefits
Individual Decision-Making and Group Behavior
Importance of Collaboration in Organizations
Importance of Competition in Organizations
Leadership Training for Supervisors in These Organizations
Conclusion
From the Paper
"The civilian police officer is usually on the front lines, making sure that peace is kept, both internationally and nationally. Training for the CP has emerged as ineffective and not useful as times have changed. Terrorists do not care how they kill or maim, as long as their message gets out. The CP must apply all new challenges and solutions based on their training. Training is key when the CP arrives first on the scene to assess damage and try to control it. Training within the organization should not be influenced by cultural disparities or different mind-sets. Each person brings with them a set of core values, but if applied correctly, these values can be an asset to the CP after the officer has gone through training. However, because the training for the CP is not yet complete because of new and interesting challenges they face daily (i.e. terrorism), that training has to evolve daily."
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Occupational Socialization and Organization Change, 2006.
This paper defines and examines the relationship between occupational socialization to organization change in corporate America.
2,842 words (approx. 11.4 pages), 14 sources, APA, $ 84.95
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Abstract
This paper defines organizational socialization as the process through which individuals are transformed from outsiders to participating, effective members of organizations. While organizational change is defined more simply as either down-sizing or reengineering within the corporation, which both constitute the same radical corporate transformation within a business or corporation. The writer of this paper contends that the success of today's organization depends on unleashing and maximizing the talents of its workforce. The overall purpose of both occupational socialization and organization change is to help managers and supervisors achieve better results by identifying when and how to be participative. It is based on the premises that participative management and leadership practices are essential to building commitment. This paper details the various scenarios which require businesses to make drastic cutbacks or structural changes in the set up of the company as well as the reactions from both management and the workforce. Some of the more positive reasons for a company to change are in a shift of how to do business, manage complexity as well as the ability to transcend existing inertia and become more effectively competitive. Some of the more negative effects of change are that it can distract from the basic company goal, changing just to increase team spirit. The writer of this paper discusses several models in organizational socialization methods, including the Schein method which dictates that socialization to higher levels of management includes socialization to more central roles and influence within the organization.
Table of Contents:
What is Occupational Socialization?
Organizational Socialization Techniques
What is Organizational Change?
What Are the More Positive and Negative Aspects of Organizational Change?
What Happens When a Company Decides to Change?
How Does Occupational and or Organizational Socialization Affect Organizational Change?
Occupational Socialization Footnotes and Bibliography
Bibliography
From the Paper
"Some formal socialization techniques include orientation programs, new employee training, and employee handbooks and for on going socialization, job rotation. On the other hand informal socialization may include on-the-job training from a supervisor or coworkers, word of mouth and upending or transformational experiences. One of the better known organizational socialization models is Schein's which states that socialization to higher level of management includes socialization to more central roles and influence in the organization. One informal method of doing this is through personal mentoring. The Schein method describes that some of psychosocial functions of mentoring include role modeling, acceptance and confirmation and friendships."
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