Summary
This essay will discuss the role of a supervisor in managing workers in a particular circumstance and explain the best response tactics. It is crucial because it will be used to instruct aspiring managers on how to handle challenging and delicate situations. The essay will outline the fundamental issue at hand, the objectives that will be set to address it, the best techniques, the feedback that will be given, potential negative consequences, and strategies to mitigate them. In addition, it will discuss how to handle any apparent issues that will arise and any official actions the supervisor may take.
Case Scenario Analysis
Pablo, an inventory clerk for 15 years, is now under the supervisor’s supervision due to an internal reorganization. The manager thinks Pablo thinks he is smarter than everyone else and generally disdains the other department members. Pablo taking longer than necessary to complete parts runs and missing work on the last two Fridays are additional examples.
The supervisor must evaluate the situation because Susan’s output from Press 3 is below her output quota, which is the main issue in this scenario. The manager must identify the problem area, determine whether Pablo was at fault, and take appropriate corrective action (McLarty et al., 2021). Additionally, the manager must watch out for Pablo’s compliance with labor laws regarding the amount of overtime he is permitted to work and whether he will be disciplined for any missed or late work, while considering the potential effects on his sense of worth.
The supervisor aims to assess the situation and develop a solution that respects labor laws while recognizing Pablo’s effort and dedication to his job. The key to solving the problem is objectively analyzing the circumstances and enhancing communication between Pablo and the supervisor. Both parties should get together and talk about the practical components, those that need improvement, and potential solutions (Jolly et al., 2020). This will make it possible for a successful outcome without endangering Pablo or Susan’s output.
Feedback
Feedback on Pablo’s positive and negative performance should be given to help him improve and commend him for a job well done. This positive reinforcement could be paired with constructive criticism to help Pablo become more effective at his job. It is essential to remember that the feedback procedure should be carried out in a positive, nonjudgmental manner to ensure the employee feels valued and respected.
Employees might be reluctant to provide feedback if the positive feedback process is not done correctly, creating tense and hostile work environments. Pablo might not be motivated to work if his opinions are not taken seriously or if he feels unsupported. To lessen this, Pablo needs to feel respected and appreciated, and his boss needs to provide assistance and direction (Zhang, 2020). One can foster trust and understanding by understanding Pablo’s situation and putting oneself in his shoes.
Addressing and Anticipating the Arguments and Formal Actions
Pablo will likely argue that he is working hard and that the lengthy assembly process and his late arrival for personal reasons are to blame for the delay. Addressing these arguments requires a calm and professional demeanor while emphasizing that everyone must adhere to the policy (Maryani et al., 2021). If Pablo does not improve, formal action, such as a warning or suspension, can be taken; however, finding a solution that benefits both parties should be a priority.
A supervisor’s responsibility is to ensure that every company employee works diligently and effectively while being sensitive to their feelings and unique circumstances. The objective is to reach the best result for both parties without undermining Pablo’s effort and commitment. When deciding on the best course of action, one should consider the underlying issue, objectives, models or approaches, feedback, possible adverse effects, anticipated arguments, and formal actions. These things will ensure that Pablo and the department get the best results.
References
Hongal, P., & Kinange, U. (2020). A study on talent management and its impact on organization performance-an empirical review. International Journal of Engineering and Management Research, 10 (1). Web.
Jolly, P. M., Kong, D. T., & Kim, K. Y. (2020). Social support at work: An integrative review. Journal of Organizational Behavior, 42(2), 229–251. Web.
Maryani, Y., Entang, M., & Tukiran, M. (2021). The Relationship between work motivation, work discipline and employee performance at the regional secretariat of Bogor city. International Journal of Social and Management Studies, 2(2), 1–16.
McLarty, B. D., Muldoon, J., Quade, M., & King, R. A. (2021). Your boss is the problem and solution: How supervisor-induced hindrance stressors and LMX influence employee job neglect and subsequent performance. Journal of Business Research, 130, 308–317. Web.
Zhang, R. (2020). An examination of the relationship between hotel employees’ use of upward influence tactics and supervisor rating of employee promotability. Journal of Human Resources in Hospitality & Tourism, 1–23. Web.