Supervising is a lost art. Most companies just take the person who is the best at doing whatever job is involved and make that person the supervisor, without any additional training. Actually, that person doing the job best probably is a technically oriented or thing-oriented person, whereas supervisors need to be people-oriented. Of course, some person fit both categories.
Each organization, no matter how small, needs a standard orientation for supervisors to make certain that they understand all the policies of the company. This is a good time for the boss to sit down with the about-to-be supervisors and the reason behind them. Then, the supervisors need some outside training in personal communication, and they need to understand that they represent the management to the people, not the people to the management. By the same token, they have to be sensitive to the needs and problems of individuals.
Supervisor also need training on how to schedule and to manage programs. The supervisor carries out the orders and instructions of the manager. First-line supervisors are almost always the hardest to get to change because they are very sensitive to management’s desires and they want to make sure management is serious about something before they will go along with it.
Sum up what you’ve learned from the text. Add your viewpoint on the role of a supervisor in personnel evaluation and development.
TEXT VI. MOTIVATION. PROMOTIONS
AND PROFIT SHARING
What is motivation?
How should people be motivated?
How often should evaluations be conducted?
What is the role of promotion in developing people and the company?
In what way should people be motivated?
What example does the writer give as a negative way of promoting people?
Why is profit an sharing an effective way of motivation?
How is it to be carried out?
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