A good supervisor knows the weaknesses and strengths of their employees, accepting of ideas, encouraging, and cares about the team and the work. Crummy supervisors may be highly skilled in their job, but often lack the personnel management aspect of the job. These supervisors tend to get things done through intimidation rather than inspiration which another difference between the good and bad supervisors. This does not mean that a good supervisor is pleasant and has a “bleeding heart” for their employees, and a crummy supervisor is one who is overly critical and demanding. A good supervisor can possess all the traits of a crummy one.
Such a person is supportive and understands the real strong professional traits of each of his or her subordinate,They listen to what staff have to say, not only listens, but actually cares about implementing good ideas, They encourage personal interaction, and cares not just about the work completed but also about the team in general. “Bad” bosses may be highly competent in the latest theories regarding their field of work, but it is the skill to manage personnel, to inspire rather than to enforce, which makes yet another difference between the good and the bad boss. Even though it is important for a manager to care about the tasks his or her team must accomplish, a good manager will always consider the capabilities and skills of his or her team first. Instead of blatantly demanding results without regarding how people in the team feel. This does not mean that a good boss is one who is nice and tender to his or her subordinates, and a bad boss is one who demands too much from them.
The PsyCap assessment has helped me realize my strengths and weaknesses as an employee and how I can improve my less strong assets. It is a proactive approach to reflect on my weaker sides by generating on some personal strategies to improve productivity and to face work difficulties with agility and more optimistic outlook. It is a simple evaluative measure and yet it has outstanding effects on bringing hope for any employee (whether skillful, talented or not). It focuses on certain attributes that justifiably bring meaningful assessment factors. Furthermore, employers, managers and human resource officers can use the PsyCap in assigning compatible tasks and conduct training seminars to improve the level of PsyCap of their employees.
Working in an environment where employees do not fear being fired for making a mistake, but know that they have the space and the resources to learn from those mistakes to improve themselves is a recipe for a committed and productive workforce (Wilson, 2008). Ms. Stewart effectively utilizes feedback, coaching and positive reinforcement in the case
Also people or the culture in the company was close minded or ignorant and they didn’t wanted to move to this approach. Many people in the company viewed the PMO and the project management overall as a pure formality or something that stands in the way of doing "real work" such as programming, networking, manufacturing, assembling and other stuff. Second approach, called PMO light was more focused on a small group of people who were not formally connected with the PMO. Nelson preferred this model at the beginning. He said, "If I had no constraints I would like to be able to bring on the team of people consisting of project analysts, as well as managers, very quickly.
His duties are exclusively to Nordstrom. RT 11. Mr. Patel is contracted by Nordstrom and has a special relation exclusively with them. His relationship does not give him responsibility over Marshals property; rather, there exist other guards who are vested with that responsibility. Therefore Mr. Patel's only special relationship with a Riverside business is through Nordstrom Though authorized contractual responsibility can be given to non-employees to protect a business's property, Mr. Patel was given no responsibility.
Everyone wants an employer who has a good trait. Employers with good traits that will train their employees are more eager and happy to complete the tasks given. Compared to employers with bad traits, will make employees feel stressed and ill at ease in completing their job. Grounded along the situation collapsed, we can pick up that Boss A act as a democratic leadership. He is very friendly and also fair-minded.
The tattoos that employees have create no effect on their work performance. For example, in the article “Tattoos May Be The Next Great Generational Divide,” Ed Milnes states, “Body art/ modification says nothing about the content of the person.” (“Tattoos May Be”). The quote shows that tattoos on a body do not change the way that he or she thinks or does things. Tattoos are not mind altering like drugs and alcohol. Altogether, even if an employee has tattoos, he or she is still able to complete the job as effectively as those without tattoos.
Therefore, a manager or a CEO with a good character would make the right decisions that would be most beneficial for the company and everyone else. A leader who has a strong character will ensure that everything is done fairly. They would set the tone for other employees to follow. It is not a simplistic guideline for judging one’s ethics either. If a person has good ethics, they should excel in all areas despite the situation they are placed in.
People may prefer the ability to be told what to do next. The autocratic leadership style may be very effective when times are stressful or when there is an emergency. This type of leadership limits debates and arguments. It allows employees to have one task, and that is to work, which could mean that employees master their tasks and become proficient enough to lift up the company. Other advantages of Autocratic leadership style include the following (Maseti and Gumede, 2011:1481): • Authoritative Leaders possess total control, • There is improved work output, efficiency and effectiveness due to intensive inspection, • Authoritative style helps improve competitiveness in logistics and operations, • There is fast decision making due to one centre of