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supervision concepts skill

Questions and Answers of Supervision Concepts Skill

Make a list of the characteristics of leadership and building effective teams that that Wexner has used to make his companies effective.? K-526
To what extent do you believe that Wexner’s companies have empowered employees to be the best they can be?? K-526
After reading the Critical Incident and your online findings, would you want to work for Wexner and one of his companies? Why or why not?? K-526
Go online, and read about Wexner and The Limited Brands. After reading the chapters in Part 2, it should be apparent that managers must find ways to help themselves and their employees continuously
What recommendations would you make to Crawford to help all team members understand reasonable accommodation for employees that are protected under ADA?? K-526
Go online and review the Americans With Disabilities Act Amendment Act(ADAAA), Neely v. Public Service Enterprise Group Inc., 5th Cir., No.12-51074, and see other recent court decisions regarding
If you were Crawford, what would you do? Why?? K-526
What are the issues in this critical incident?? K-526
Why is it important for Crawford to identify the issues that distract from group cohesiveness?? K-526
Every work group has its own personality. Discuss how a group’s personality influences its ability to be productive?? K-526
Every supervisor needs to find ways to become more effective. Write a twoparagraph paper indicating some suggestions you have for Corey to improve his supervisory effectiveness.? K-526
In previous parts of the text we talked about the essentials for effective supervision.Do you think Corey is an effective supervisor? Why or why not?? K-526
If you were Mary Sue, what would you do? Please consider alternatives.? K-526
Why did Mary Sue resent her supervisor performing some of her job duties?? K-526
Why would Corey have continued to do some of Mary Sue’s job duties even after their initial discussion?? K-526
Should a supervisor like Corey do the work of an employee to assist the em-ployee or reduce his or her workload? Discuss.? K-526
What do you need to do to hone your skills, knowledge, and abilities to help you find a “great job”?? K-526
Would you like to work for a company like Luxor? Why and why not?? K-526
Discipline should be directed against the act and not against the person. Does the group believe that disciplinary action is warranted? Why? Why not?. LO5
Evaluate the techniques that Donnie Sanchez used that led to his being offered the job at Luxor. How might you use the same “techniques” for finding the best job for you?? K-526
As you reflect on Donnie Sanchez’s remark, “Is he making this up or are there really companies like”, do the research to find the “Best Companies to Work For,” and the reasons they are on
Based upon your experiences in the workplace and your reading of the chapters in Part 3, what advice would you have for Larry to help him enable his employees to be the best they can be?? K-526
Once Larry has selected his staff, what type of training is needed to get them to work together as an effective team?? K-526
Develop a plan to help Larry staff the store. (Please consider all the aspects discussed in Chapter 3 and in Part 3 of the text.)? K-526
Wander a local Wal-Mart store and look at the type of jobs that employees are doing.Would any of those jobs be appropriate for the new store Larry will be managing?What kind of skills does an
If you were a member of the hospital’s Board of Directors and you became aware of these allegations, what would you do to intervene?? K-526
If Mary Grant’s job performance is not negatively affected by her personal life and the same is true for CEO Roy Mitchell, should Mike Schott and other administrators become involved in this
How can consensual relationships with subordinates become devastating for an organization?? K-526
Go online to see how many sexual harassment suits were filed in the United States last year. How many of them involve allegations of egregious behavior at the top management levels? Similarly, major
What, if anything, should Michael Schott do? Why?? K-526
What are the potential implications of CEO Mitchell’s alleged behavior? K-526
Why might disciplinary or corrective action be difficult for the supervisor?. LO5
Collaboratively, write a one-page paper explaining how this Team Skill-Builder increased your knowledge of the difficulties of changing undesirable behaviors via positive discipline.. LO5
Based on your readings in this chapter, what suggestions would you make to Rita? P9658
Food for thought questions:a. What do you think about Rita Sheldon’s strategy for performance appraisal?b. What would be the advantages and disadvantages of having several colleagues answer the
Work together with three other students on this activity. Using the Internet, each student should find one current article that deals with getting employees to be the best they can be. Share your
Before beginning this activity, carefully reread this chapter’s opening You Make the Call! P9658
Write a one-page paper explaining how this exercise increased your working knowledge of coping with the behaviors of this person who makes life difficult for other? P9658
Based on your findings, what suggestions would you make to John Peters on how to deal with Wilma? P9658
Using the Internet, find at least three sources for how to deal with people who are scatterbrained. Carefully review each site for suggestions on how to deal with this type of person. P9658
Read the following statement from John Peters, an accounting department supervisor for the Citizens National Bank:Wilma is a real dingbat. Everybody loves her, but she is scatterbrained. She forgets
Reflect on the evaluation experience. Was it easy or difficult to rate the applications with only the available information? What would have made the evaluation experience more valuable to you? After
Rank your three choices in order of preference by listing each application and writing a 100- to 200-word review of each. P9658
As you review the limited information on the applications, evaluate your first impressions of each relative to the following criteria:a. Available featuresb. Ease of understandingc. Ease of use by
Visit the web sites of at least three performance appraisal software applications and view the video tour, demonstration or screenshots of the software. Examples of such software include the
What about the worst teacher you ever had? Did you take action to try to improve his or her performance? Why or why not? P9658
How hard was it for you write that letter of praise? Why do you suppose that some managers find it difficult to give praise? P9658
Have you ever written that best teacher a letter or sent him or her a note of thanks? If not, write that teacher a letter or send an e-mail, thanking the teacher for the great job he or she did. P9658
If your instructor informed you that you will be responsible for conducting the next class meeting in his or her absence, what tactics and techniques that you observed in your best teacher might help
Think of the best teacher you have ever known. Make a list of his or her strengths. Should these become standard for all teachers? Why or why not? P9658
In a one- to two-page paper, summarize your findings and describe circumstances and supervisor actions that contribute to positive employee morale and development. P9658
Select two persons who are currently employed full-time.Ask each of them the following questions:a. Have you ever had a performance appraisal that has had a positive effect on your morale or
If so, what strategies and tactics can I put in place to engage fully and consciously, putting my biases aside? (See Figure 12.7 on page 443.) P9658
Considering my answers to these questions, am I approaching this person in a way that is unfairly influenced by my own biased perspective? P9658
What do I imagine are this person’s values, dreams, and aspirations? Is this what I imagine, or what he or she has told me? P9658
Are there cultural, gender, religious, or lifestyle differences between us? Are the differences influencing how I am acting toward this person? P9658
Are there differences in style or opinion between me and the person I am working with? If so, are they wrong, or just different? Are these differences influencing how I am acting toward this person?
Does this person or their situation remind me of someone else? Is that association applicable to this situation? P9658
What part of my own agenda is being served by the decisions I am making? P9658
What kind of biases have I experienced myself? How have those experiences affected me? P9658
Explain the following statement: “Wage increases should be based solely on performance measures.” How does the supervisor develop clear guidelines for determining who gets a raise and how much
What are the advantages and disadvantages of promotion based on seniority?
What are the benefits and challenges of a promotionfrom-within policy? P9658
Outline a coaching program for an employee who exhibits unsatisfactory behaviors. How will your program meet the needs of both the organization and the employee? P9658
Describe the major components of an appraisal meeting.What are some of the challenges that can arise during this type of meeting? P9658
What are some of the challenges involved in measuring and documenting employee performance? P9658
What are the characteristics of effective performance feedback? P9658
What are the benefits and drawbacks of using peer ratings, 360-degree evaluations, or an employee self-rating approach? P9658
What are some of the factors most frequently included on employee performance appraisal forms? Why should most performance appraisal forms include space for supervisors to write comments about the
What are the major purposes of a performance management system? How do appraising, coaching, promoting, and compensating employees fit into the system? P9658
The supervisor’s staffing function includes making certain that a department’s employees are compensated properly. Many compensation considerations are not within the direct domain of a
Most employees want to improve and advance in the organization. Promotion from within is a widely practiced personnel policy that is beneficial to the organization and to employee morale. Supervisors
Supervisors should serve as coaches in the conduct of their daily activities. During the performance appraisal process, supervisors should provide employees with information, instruction, and
Although the appraisal meeting may be trying, the entire employee performance appraisal system is of no use if the meeting is ignored or is carried out improperly. The supervisor should begin by
Appraisal forms may vary in format and approach, but they should allow supervisors to identify the outstanding aspects of the employee’s work, specify performance areas that need improvement, and
Supervisors ideally spend time each day providing performance feedback to employees. As stressed throughout the chapter, there is no substitute for daily feedback on performance.Most organizations
Performance management consists of all those things a supervisor must do to enable an employee to achieve organizational objectives. As illustrated in Figure 12.1, the supervisor establishes goals
What will you do if performance does not improve? P9658
How will you reward and reinforce improvement? P9658
What follow-up measures will you use and how will you measure improvements? P9658
Does the employee fully understand the consequences if unacceptable performance continues? P9658
Have you provided information, instruction, and suggestions? P9658
Have you and the employee mutually agreed on a course of action (e.g., set specic objectives and a timetable, developed improvement plans, and identied training programs)? P9658
Have you considered alternative courses of action? P9658
What do you do when performance is decient? P9658
What happens when the employee does the job well? P9658
Could the employee do the job if his or her life depended on it? (If not, training is necessary.) P9658
Does the employee know how to do the job? P9658
Are there barriers beyond the employee’s control that in uence current performance? P9658
Does the employee know what is expected (standards of performance)? P9658
Does the employee understand that his or her performance needs improvement? P9658
Is it worth your time and effort to help the employee improve? P9658
Have you identied specic areas of performance that need improvement? P9658
If an employee is appealing our termination decision, do we have adequate documentation to support the decision? P9658
This behavior has happened before. Does the employee need additional coaching, or is the behavior serious enough for disciplinary action? P9658
What training do employees need? P9658
Who, if anyone, needs training? P9658
What should be the raise differential between employees? P9658
Who should get merit raises this year? P9658
Who should be promoted to department supervisor when the incumbent retires? P9658

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