Case Study on Supervisors Behavior Analysis
Order ID:89JHGSJE83839 Style:APA/MLA/Harvard/Chicago Pages:5-10 Instructions:
175 Case Study on Supervisors Behavior Analysis
Student’s Name
Institution Affiliation
1.What were Baker’s intentions in the conversation with Rennalls? Were they fulfilled or not, and why?
2.Was Baker alert to nonverbal signals? What did both Baker and Rennalls communicate to one another by nonverbal means?
3.How did Baker’s view of himself affect the impression he formed of Rennalls?
4.What kind of interpersonal relationship had existed between Baker and Rennalls prior to the conversation described in the case? Was the conversation consistent or inconsistent with that relationship?
5.What, if anything, could Baker or Rennalls have done before, during, or after the conversation to improve the situation?
6.How would you characterize the personality attributes of Baker and Rennalls?
7.Referring to Chapter 3 “Perceptions and Attributions” (Links to an external site.)Links to an external site., what perceptual errors and attributions are evident?
Introduction
Most of the supervisors are never directly involved in the organization duties, but the fact remains that they play a very significant role in the company. In that case, their decision and attitudes substantially affect the company’s growth. As much as the employees are the ones in charge of performing the duties, it is the supervisor’s responsibility to make sure they are well instructed, monitored, guided as well as motivated (Mosley Jr, et, al. 2014). The company mostly relies upon the supervisor, who is supposed to ensure the company plans and goals are well established and met on time by the responsible employees. All organizations are therefore required to make sure their supervisors are well equipped to best perform in their positions. This can be done by first ensuring the supervisor behavior is positive to inspire, bring about team development as well as have the right attitudes towards their commitments.
Supervisors are always contemplating on the company’s performance and employees relationships. In most cases, employees working in teams tend to outperform the individual ones especially in meeting deadlines, pressurized situations or better yet where multiple skills are needed. Unlike in the ancient days, the business world has taken a turn around in the way things are done. With the technology and more competition out there, a company needs to have more aggressive and conversant supervisors leading their employees as the struggling in having a lasting team is real. For there to be a solid team, today’s supervisors are required to establish excellent leadership skills, as most of the employees are now educated, and some have experience with other companies. Apart from education level supervisors ought to make sure their judgment is trusted by their juniors to have them work effectively even in their absence. This can be done by making sure they keep on studying and be well trained through workshops and seminars on polished leadership skills. Supervisors need to have a workable relationship with all their staff; there is a lot of employee poaching thus the reason to be up to date on what ways to communicate to the employees and motivate them to share their worries and achievements(Mosley Jr, et, al. 2014). Also get to know each staff strengths and weaknesses to match them well in teams. It is also essential to incorporate them in decision making rather than just delegating tasks.
Today’s supervisor should have the ability to help and build the employees relationship amongst themselves. This is an essential aspect for people who are working together ought to be cooperating, communicating well, and trusting each other. It is an excellent way of avoiding conflict, and in any case, they arise one should consider both sides and be just. Having done all this backing up the teams is essential through motivating them to work together, trust each other, and have a friendly competition between themselves. Have incentives and also engaging them so often in meetings, taking time to know each members contribution and so one. Another critical aspect to consider is setting up values and goal for these teams with the help of the members. When this is in place, a supervisor can be assured of a great team, and less worry as team building is their central role.
With great workers, the need to retain them is what is most significant for continuous growth in business. Some of the ways to do this are through motivating and making sure these team members are satisfied. This can be done by paying them on it, giving rewards for work well done, paying for workshops to equip them more, making sure their benefits are paid out as agreed and so forth (Gambardella, et, al. 2015). By doing these, the employees are with no doubt convinced of their importance to the company thus making them stick and also be more productive.
Caribbean Bauxite Company Limited is a well-run organization for it to have succeeded to this level and also manage to have other branches. For an employee to hand over their position in such an orderly manner there must have been a good relationship between him and the management. Baker’s attitude is one of a kind to be even thoughtful of how to engage with his successor; at times whenever a promotion comes; it’s easy to have someone focus more on their new job that what they are leaving behind. His positive attitude to make sure Caribbean Bauxite thrived is an indication of him having been more of a contributor and not only a receiver. When driven by good attitude within, its outright reflects on the outside even without having to be watched. Employees end up pondering on every action they undertake with or with no supervision. Insert question 1 in this paragraph
Going through Baker and Rennalls meeting, one can directly see the right attitude Baker approaches the situation in. He recognizes Rennalls as a younger person but goes right ahead to encourage him and even offer some personal experiences to him. Not every employee would be willing to share their secret of success as some would want to be remembered and needed once they are gone. Baker’s attitude is that of having the best interest of the company at heart and seeing what he leaves behind thrive, even more; he is not intimidated by Rennalls age or achievements. He feels he has done his part and now it’s time to venture in a new position, from the way he talks to Rennalls John is happy to have worked there. The only attitude that affects this whole interview is the way Baker refers to the Barracania, this affects Rennalls response to the job position negatively. It is, therefore, necessary to consider other employees emotion whenever given a chance to lead them.
On the other hand, it would be right to say an employee’s attitude makes them choose to stick even when they have other opportunities. Rennalls was willing to continue working for the company even when he knew he would get an opportunity at the government. Mainly it is what one feels, believe and the opinion they have regarding the company they work for that forms their attitude and mostly end up shaping their behaviors in one way or the other (Jaramillo, et, al. 2011). Question 2 and 5 here
As much as the attitude plays a vital role in an employee’s behavior so are their emotions which primarily have a significant impact on their decision making and even job performance. After Rennalls thought about his meeting with Baker, we see him making a harsh decision of also resigning from his current position leave alone accepting the new job. In his memo, he calls himself a poor Barracanian, showing how broken he is not to even remember his father’s status at that moment. He feels insulted and from the way he responds his team spirit is undoubtedly broken to the extent of resigning. To show how emotionally hurt he is, the memo even explains the discussion he had with the father, and he makes it clear how proud he is of where he comes from. To him, that organization is not a place for any of his fellow Barracanian.
Personality can be said to be who a person is as it affects all features of someone’s performance. It does affect one’s performance and the way they relate to people making it hard for some personality to suit in certain jobs. A character also contributes in the way someone perceives others which can affect their behavior towards them. Looking at John Baker he had no issue with Rennalls performance, age and so on, the only problem was the fact that he was a Barracanian. That made him believe he was not worth the position as he was not good enough, he did not take time to understand him as a person, but he classified him as a Barracanian.
Values make a part of someone as they affect individual and most importantly how they tend to behave towards other people. Looking at how employees carry themselves around and their attitude towards colleagues and clients one can be able to tell their values. A good example is how Rennells defended the Barracanian, he did not talk for himself, but he made a decision based on who he was. That’s an indication of how much he valued his background to even resign from his job to prove Baker’s point to be wrong and unjust. If he never appreciated his culture, he would have spoken for himself or even used the power he had from his father’s influence to get the position, but that was not the case. Question 6 here
Team development is an essential aspect of any organization; the process taken makes a significant impact to the employees as well as the employer (Avolio, et, al. 1996). It is at the forming stage that all members have a platform of knowing each other and the project to be carried out. Here every member ought to be very careful in listening to what each other interest, background, values and even experiences are to avoid conflicting with them. In the storming process, decisions are made and actions while it’s where the members get to know if indeed they can work with each other. Norming now graduates them to unity and focuses on achieving their goals as one; individualism is no longer seen at this point. Performing stage becomes even better as members now know each other and trusts each other to work well with and attain their goals. Finally, the team adjourns and celebrates the success or maybe learns from mistakes. With all these stages taking place the employees are molded to fit the organization better and also relate well to each other. Question 7 here, needs to address what perceptual errors and attributions were evident in their meeting.
Performance management is a significant procedure for the organizations to carry; even with the costs incurred it helps the employees as well as the bosses. It is through the performance management that the organization can recognize the need for training and improvement in management when need be (Gerrish, E. 2016). Performance management also gives a company a chance to plan on developing their employees when they recognize any weaknesses or challenges the workers go through. Better yet the brighter side of it all is when the employees get to be rewarded and known for their excellent work. For any organization to develop there must be effective communication which enables the managers to perform their duties even with other departments. Employees need to be communicated to on what is expected of them while they also communicate their ideas and grievances. Effective communication makes sure planning is done, motivating is achieved, there is easy organizing and controlling becomes possible.
175 Case Study on Supervisors Behavior Analysis
Student’s Name
Institution Affiliation
1.What were Baker’s intentions in the conversation with Rennalls? Were they fulfilled or not, and why?
2.Was Baker alert to nonverbal signals? What did both Baker and Rennalls communicate to one another by nonverbal means?
3.How did Baker’s view of himself affect the impression he formed of Rennalls?
4.What kind of interpersonal relationship had existed between Baker and Rennalls prior to the conversation described in the case? Was the conversation consistent or inconsistent with that relationship?
5.What, if anything, could Baker or Rennalls have done before, during, or after the conversation to improve the situation?
6.How would you characterize the personality attributes of Baker and Rennalls?
7.Referring to Chapter 3 “Perceptions and Attributions” (Links to an external site.)Links to an external site., what perceptual errors and attributions are evident?
Introduction
Most of the supervisors are never directly involved in the organization duties, but the fact remains that they play a very significant role in the company. In that case, their decision and attitudes substantially affect the company’s growth. As much as the employees are the ones in charge of performing the duties, it is the supervisor’s responsibility to make sure they are well instructed, monitored, guided as well as motivated (Mosley Jr, et, al. 2014). The company mostly relies upon the supervisor, who is supposed to ensure the company plans and goals are well established and met on time by the responsible employees. All organizations are therefore required to make sure their supervisors are well equipped to best perform in their positions. This can be done by first ensuring the supervisor behavior is positive to inspire, bring about team development as well as have the right attitudes towards their commitments.
Supervisors are always contemplating on the company’s performance and employees relationships. In most cases, employees working in teams tend to outperform the individual ones especially in meeting deadlines, pressurized situations or better yet where multiple skills are needed. Unlike in the ancient days, the business world has taken a turn around in the way things are done. With the technology and more competition out there, a company needs to have more aggressive and conversant supervisors leading their employees as the struggling in having a lasting team is real. For there to be a solid team, today’s supervisors are required to establish excellent leadership skills, as most of the employees are now educated, and some have experience with other companies. Apart from education level supervisors ought to make sure their judgment is trusted by their juniors to have them work effectively even in their absence. This can be done by making sure they keep on studying and be well trained through workshops and seminars on polished leadership skills. Supervisors need to have a workable relationship with all their staff; there is a lot of employee poaching thus the reason to be up to date on what ways to communicate to the employees and motivate them to share their worries and achievements(Mosley Jr, et, al. 2014). Also get to know each staff strengths and weaknesses to match them well in teams. It is also essential to incorporate them in decision making rather than just delegating tasks.
Today’s supervisor should have the ability to help and build the employees relationship amongst themselves. This is an essential aspect for people who are working together ought to be cooperating, communicating well, and trusting each other. It is an excellent way of avoiding conflict, and in any case, they arise one should consider both sides and be just. Having done all this backing up the teams is essential through motivating them to work together, trust each other, and have a friendly competition between themselves. Have incentives and also engaging them so often in meetings, taking time to know each members contribution and so one. Another critical aspect to consider is setting up values and goal for these teams with the help of the members. When this is in place, a supervisor can be assured of a great team, and less worry as team building is their central role.
With great workers, the need to retain them is what is most significant for continuous growth in business. Some of the ways to do this are through motivating and making sure these team members are satisfied. This can be done by paying them on it, giving rewards for work well done, paying for workshops to equip them more, making sure their benefits are paid out as agreed and so forth (Gambardella, et, al. 2015). By doing these, the employees are with no doubt convinced of their importance to the company thus making them stick and also be more productive.
Caribbean Bauxite Company Limited is a well-run organization for it to have succeeded to this level and also manage to have other branches. For an employee to hand over their position in such an orderly manner there must have been a good relationship between him and the management. Baker’s attitude is one of a kind to be even thoughtful of how to engage with his successor; at times whenever a promotion comes; it’s easy to have someone focus more on their new job that what they are leaving behind. His positive attitude to make sure Caribbean Bauxite thrived is an indication of him having been more of a contributor and not only a receiver. When driven by good attitude within, its outright reflects on the outside even without having to be watched. Employees end up pondering on every action they undertake with or with no supervision. Insert question 1 in this paragraph
Going through Baker and Rennalls meeting, one can directly see the right attitude Baker approaches the situation in. He recognizes Rennalls as a younger person but goes right ahead to encourage him and even offer some personal experiences to him. Not every employee would be willing to share their secret of success as some would want to be remembered and needed once they are gone. Baker’s attitude is that of having the best interest of the company at heart and seeing what he leaves behind thrive, even more; he is not intimidated by Rennalls age or achievements. He feels he has done his part and now it’s time to venture in a new position, from the way he talks to Rennalls John is happy to have worked there. The only attitude that affects this whole interview is the way Baker refers to the Barracania, this affects Rennalls response to the job position negatively. It is, therefore, necessary to consider other employees emotion whenever given a chance to lead them.
On the other hand, it would be right to say an employee’s attitude makes them choose to stick even when they have other opportunities. Rennalls was willing to continue working for the company even when he knew he would get an opportunity at the government. Mainly it is what one feels, believe and the opinion they have regarding the company they work for that forms their attitude and mostly end up shaping their behaviors in one way or the other (Jaramillo, et, al. 2011). Question 2 and 5 here
As much as the attitude plays a vital role in an employee’s behavior so are their emotions which primarily have a significant impact on their decision making and even job performance. After Rennalls thought about his meeting with Baker, we see him making a harsh decision of also resigning from his current position leave alone accepting the new job. In his memo, he calls himself a poor Barracanian, showing how broken he is not to even remember his father’s status at that moment. He feels insulted and from the way he responds his team spirit is undoubtedly broken to the extent of resigning. To show how emotionally hurt he is, the memo even explains the discussion he had with the father, and he makes it clear how proud he is of where he comes from. To him, that organization is not a place for any of his fellow Barracanian.
Personality can be said to be who a person is as it affects all features of someone’s performance. It does affect one’s performance and the way they relate to people making it hard for some personality to suit in certain jobs. A character also contributes in the way someone perceives others which can affect their behavior towards them. Looking at John Baker he had no issue with Rennalls performance, age and so on, the only problem was the fact that he was a Barracanian. That made him believe he was not worth the position as he was not good enough, he did not take time to understand him as a person, but he classified him as a Barracanian.
Values make a part of someone as they affect individual and most importantly how they tend to behave towards other people. Looking at how employees carry themselves around and their attitude towards colleagues and clients one can be able to tell their values. A good example is how Rennells defended the Barracanian, he did not talk for himself, but he made a decision based on who he was. That’s an indication of how much he valued his background to even resign from his job to prove Baker’s point to be wrong and unjust. If he never appreciated his culture, he would have spoken for himself or even used the power he had from his father’s influence to get the position, but that was not the case. Question 6 here
Team development is an essential aspect of any organization; the process taken makes a significant impact to the employees as well as the employer (Avolio, et, al. 1996). It is at the forming stage that all members have a platform of knowing each other and the project to be carried out. Here every member ought to be very careful in listening to what each other interest, background, values and even experiences are to avoid conflicting with them. In the storming process, decisions are made and actions while it’s where the members get to know if indeed they can work with each other. Norming now graduates them to unity and focuses on achieving their goals as one; individualism is no longer seen at this point. Performing stage becomes even better as members now know each other and trusts each other to work well with and attain their goals. Finally, the team adjourns and celebrates the success or maybe learns from mistakes. With all these stages taking place the employees are molded to fit the organization better and also relate well to each other. Question 7 here, needs to address what perceptual errors and attributions were evident in their meeting.
Performance management is a significant procedure for the organizations to carry; even with the costs incurred it helps the employees as well as the bosses. It is through the performance management that the organization can recognize the need for training and improvement in management when need be (Gerrish, E. 2016). Performance management also gives a company a chance to plan on developing their employees when they recognize any weaknesses or challenges the workers go through. Better yet the brighter side of it all is when the employees get to be rewarded and known for their excellent work. For any organization to develop there must be effective communication which enables the managers to perform their duties even with other departments. Employees need to be communicated to on what is expected of them while they also communicate their ideas and grievances. Effective communication makes sure planning is done, motivating is achieved, there is easy organizing and controlling becomes possible.
175 Case Study on Supervisors Behavior Analysis
Student’s Name
Institution Affiliation
1.What were Baker’s intentions in the conversation with Rennalls? Were they fulfilled or not, and why?
2.Was Baker alert to nonverbal signals? What did both Baker and Rennalls communicate to one another by nonverbal means?
3.How did Baker’s view of himself affect the impression he formed of Rennalls?
4.What kind of interpersonal relationship had existed between Baker and Rennalls prior to the conversation described in the case? Was the conversation consistent or inconsistent with that relationship?
5.What, if anything, could Baker or Rennalls have done before, during, or after the conversation to improve the situation?
6.How would you characterize the personality attributes of Baker and Rennalls?
7.Referring to Chapter 3 “Perceptions and Attributions” (Links to an external site.)Links to an external site., what perceptual errors and attributions are evident?
Introduction
Most of the supervisors are never directly involved in the organization duties, but the fact remains that they play a very significant role in the company. In that case, their decision and attitudes substantially affect the company’s growth. As much as the employees are the ones in charge of performing the duties, it is the supervisor’s responsibility to make sure they are well instructed, monitored, guided as well as motivated (Mosley Jr, et, al. 2014). The company mostly relies upon the supervisor, who is supposed to ensure the company plans and goals are well established and met on time by the responsible employees. All organizations are therefore required to make sure their supervisors are well equipped to best perform in their positions. This can be done by first ensuring the supervisor behavior is positive to inspire, bring about team development as well as have the right attitudes towards their commitments.
Supervisors are always contemplating on the company’s performance and employees relationships. In most cases, employees working in teams tend to outperform the individual ones especially in meeting deadlines, pressurized situations or better yet where multiple skills are needed. Unlike in the ancient days, the business world has taken a turn around in the way things are done. With the technology and more competition out there, a company needs to have more aggressive and conversant supervisors leading their employees as the struggling in having a lasting team is real. For there to be a solid team, today’s supervisors are required to establish excellent leadership skills, as most of the employees are now educated, and some have experience with other companies. Apart from education level supervisors ought to make sure their judgment is trusted by their juniors to have them work effectively even in their absence. This can be done by making sure they keep on studying and be well trained through workshops and seminars on polished leadership skills. Supervisors need to have a workable relationship with all their staff; there is a lot of employee poaching thus the reason to be up to date on what ways to communicate to the employees and motivate them to share their worries and achievements(Mosley Jr, et, al. 2014). Also get to know each staff strengths and weaknesses to match them well in teams. It is also essential to incorporate them in decision making rather than just delegating tasks.
Today’s supervisor should have the ability to help and build the employees relationship amongst themselves. This is an essential aspect for people who are working together ought to be cooperating, communicating well, and trusting each other. It is an excellent way of avoiding conflict, and in any case, they arise one should consider both sides and be just. Having done all this backing up the teams is essential through motivating them to work together, trust each other, and have a friendly competition between themselves. Have incentives and also engaging them so often in meetings, taking time to know each members contribution and so one. Another critical aspect to consider is setting up values and goal for these teams with the help of the members. When this is in place, a supervisor can be assured of a great team, and less worry as team building is their central role.
With great workers, the need to retain them is what is most significant for continuous growth in business. Some of the ways to do this are through motivating and making sure these team members are satisfied. This can be done by paying them on it, giving rewards for work well done, paying for workshops to equip them more, making sure their benefits are paid out as agreed and so forth (Gambardella, et, al. 2015). By doing these, the employees are with no doubt convinced of their importance to the company thus making them stick and also be more productive.
Caribbean Bauxite Company Limited is a well-run organization for it to have succeeded to this level and also manage to have other branches. For an employee to hand over their position in such an orderly manner there must have been a good relationship between him and the management. Baker’s attitude is one of a kind to be even thoughtful of how to engage with his successor; at times whenever a promotion comes; it’s easy to have someone focus more on their new job that what they are leaving behind. His positive attitude to make sure Caribbean Bauxite thrived is an indication of him having been more of a contributor and not only a receiver. When driven by good attitude within, its outright reflects on the outside even without having to be watched. Employees end up pondering on every action they undertake with or with no supervision. Insert question 1 in this paragraph
Going through Baker and Rennalls meeting, one can directly see the right attitude Baker approaches the situation in. He recognizes Rennalls as a younger person but goes right ahead to encourage him and even offer some personal experiences to him. Not every employee would be willing to share their secret of success as some would want to be remembered and needed once they are gone. Baker’s attitude is that of having the best interest of the company at heart and seeing what he leaves behind thrive, even more; he is not intimidated by Rennalls age or achievements. He feels he has done his part and now it’s time to venture in a new position, from the way he talks to Rennalls John is happy to have worked there. The only attitude that affects this whole interview is the way Baker refers to the Barracania, this affects Rennalls response to the job position negatively. It is, therefore, necessary to consider other employees emotion whenever given a chance to lead them.
On the other hand, it would be right to say an employee’s attitude makes them choose to stick even when they have other opportunities. Rennalls was willing to continue working for the company even when he knew he would get an opportunity at the government. Mainly it is what one feels, believe and the opinion they have regarding the company they work for that forms their attitude and mostly end up shaping their behaviors in one way or the other (Jaramillo, et, al. 2011). Question 2 and 5 here
As much as the attitude plays a vital role in an employee’s behavior so are their emotions which primarily have a significant impact on their decision making and even job performance. After Rennalls thought about his meeting with Baker, we see him making a harsh decision of also resigning from his current position leave alone accepting the new job. In his memo, he calls himself a poor Barracanian, showing how broken he is not to even remember his father’s status at that moment. He feels insulted and from the way he responds his team spirit is undoubtedly broken to the extent of resigning. To show how emotionally hurt he is, the memo even explains the discussion he had with the father, and he makes it clear how proud he is of where he comes from. To him, that organization is not a place for any of his fellow Barracanian.
Personality can be said to be who a person is as it affects all features of someone’s performance. It does affect one’s performance and the way they relate to people making it hard for some personality to suit in certain jobs. A character also contributes in the way someone perceives others which can affect their behavior towards them. Looking at John Baker he had no issue with Rennalls performance, age and so on, the only problem was the fact that he was a Barracanian. That made him believe he was not worth the position as he was not good enough, he did not take time to understand him as a person, but he classified him as a Barracanian.
Values make a part of someone as they affect individual and most importantly how they tend to behave towards other people. Looking at how employees carry themselves around and their attitude towards colleagues and clients one can be able to tell their values. A good example is how Rennells defended the Barracanian, he did not talk for himself, but he made a decision based on who he was. That’s an indication of how much he valued his background to even resign from his job to prove Baker’s point to be wrong and unjust. If he never appreciated his culture, he would have spoken for himself or even used the power he had from his father’s influence to get the position, but that was not the case. Question 6 here
Team development is an essential aspect of any organization; the process taken makes a significant impact to the employees as well as the employer (Avolio, et, al. 1996). It is at the forming stage that all members have a platform of knowing each other and the project to be carried out. Here every member ought to be very careful in listening to what each other interest, background, values and even experiences are to avoid conflicting with them. In the storming process, decisions are made and actions while it’s where the members get to know if indeed they can work with each other. Norming now graduates them to unity and focuses on achieving their goals as one; individualism is no longer seen at this point. Performing stage becomes even better as members now know each other and trusts each other to work well with and attain their goals. Finally, the team adjourns and celebrates the success or maybe learns from mistakes. With all these stages taking place the employees are molded to fit the organization better and also relate well to each other. Question 7 here, needs to address what perceptual errors and attributions were evident in their meeting.
Performance management is a significant procedure for the organizations to carry; even with the costs incurred it helps the employees as well as the bosses. It is through the performance management that the organization can recognize the need for training and improvement in management when need be (Gerrish, E. 2016). Performance management also gives a company a chance to plan on developing their employees when they recognize any weaknesses or challenges the workers go through. Better yet the brighter side of it all is when the employees get to be rewarded and known for their excellent work. For any organization to develop there must be effective communication which enables the managers to perform their duties even with other departments. Employees need to be communicated to on what is expected of them while they also communicate their ideas and grievances. Effective communication makes sure planning is done, motivating is achieved, there is easy organizing and controlling becomes possible.
175 Case Study on Supervisors Behavior Analysis
Student’s Name
Institution Affiliation
1.What were Baker’s intentions in the conversation with Rennalls? Were they fulfilled or not, and why?
2.Was Baker alert to nonverbal signals? What did both Baker and Rennalls communicate to one another by nonverbal means?
3.How did Baker’s view of himself affect the impression he formed of Rennalls?
4.What kind of interpersonal relationship had existed between Baker and Rennalls prior to the conversation described in the case? Was the conversation consistent or inconsistent with that relationship?
5.What, if anything, could Baker or Rennalls have done before, during, or after the conversation to improve the situation?
6.How would you characterize the personality attributes of Baker and Rennalls?
7.Referring to Chapter 3 “Perceptions and Attributions” (Links to an external site.)Links to an external site., what perceptual errors and attributions are evident?
Introduction
Most of the supervisors are never directly involved in the organization duties, but the fact remains that they play a very significant role in the company. In that case, their decision and attitudes substantially affect the company’s growth. As much as the employees are the ones in charge of performing the duties, it is the supervisor’s responsibility to make sure they are well instructed, monitored, guided as well as motivated (Mosley Jr, et, al. 2014). The company mostly relies upon the supervisor, who is supposed to ensure the company plans and goals are well established and met on time by the responsible employees. All organizations are therefore required to make sure their supervisors are well equipped to best perform in their positions. This can be done by first ensuring the supervisor behavior is positive to inspire, bring about team development as well as have the right attitudes towards their commitments.
Supervisors are always contemplating on the company’s performance and employees relationships. In most cases, employees working in teams tend to outperform the individual ones especially in meeting deadlines, pressurized situations or better yet where multiple skills are needed. Unlike in the ancient days, the business world has taken a turn around in the way things are done. With the technology and more competition out there, a company needs to have more aggressive and conversant supervisors leading their employees as the struggling in having a lasting team is real. For there to be a solid team, today’s supervisors are required to establish excellent leadership skills, as most of the employees are now educated, and some have experience with other companies. Apart from education level supervisors ought to make sure their judgment is trusted by their juniors to have them work effectively even in their absence. This can be done by making sure they keep on studying and be well trained through workshops and seminars on polished leadership skills. Supervisors need to have a workable relationship with all their staff; there is a lot of employee poaching thus the reason to be up to date on what ways to communicate to the employees and motivate them to share their worries and achievements(Mosley Jr, et, al. 2014). Also get to know each staff strengths and weaknesses to match them well in teams. It is also essential to incorporate them in decision making rather than just delegating tasks.
Today’s supervisor should have the ability to help and build the employees relationship amongst themselves. This is an essential aspect for people who are working together ought to be cooperating, communicating well, and trusting each other. It is an excellent way of avoiding conflict, and in any case, they arise one should consider both sides and be just. Having done all this backing up the teams is essential through motivating them to work together, trust each other, and have a friendly competition between themselves. Have incentives and also engaging them so often in meetings, taking time to know each members contribution and so one. Another critical aspect to consider is setting up values and goal for these teams with the help of the members. When this is in place, a supervisor can be assured of a great team, and less worry as team building is their central role.
With great workers, the need to retain them is what is most significant for continuous growth in business. Some of the ways to do this are through motivating and making sure these team members are satisfied. This can be done by paying them on it, giving rewards for work well done, paying for workshops to equip them more, making sure their benefits are paid out as agreed and so forth (Gambardella, et, al. 2015). By doing these, the employees are with no doubt convinced of their importance to the company thus making them stick and also be more productive.
Caribbean Bauxite Company Limited is a well-run organization for it to have succeeded to this level and also manage to have other branches. For an employee to hand over their position in such an orderly manner there must have been a good relationship between him and the management. Baker’s attitude is one of a kind to be even thoughtful of how to engage with his successor; at times whenever a promotion comes; it’s easy to have someone focus more on their new job that what they are leaving behind. His positive attitude to make sure Caribbean Bauxite thrived is an indication of him having been more of a contributor and not only a receiver. When driven by good attitude within, its outright reflects on the outside even without having to be watched. Employees end up pondering on every action they undertake with or with no supervision. Insert question 1 in this paragraph
Going through Baker and Rennalls meeting, one can directly see the right attitude Baker approaches the situation in. He recognizes Rennalls as a younger person but goes right ahead to encourage him and even offer some personal experiences to him. Not every employee would be willing to share their secret of success as some would want to be remembered and needed once they are gone. Baker’s attitude is that of having the best interest of the company at heart and seeing what he leaves behind thrive, even more; he is not intimidated by Rennalls age or achievements. He feels he has done his part and now it’s time to venture in a new position, from the way he talks to Rennalls John is happy to have worked there. The only attitude that affects this whole interview is the way Baker refers to the Barracania, this affects Rennalls response to the job position negatively. It is, therefore, necessary to consider other employees emotion whenever given a chance to lead them.
On the other hand, it would be right to say an employee’s attitude makes them choose to stick even when they have other opportunities. Rennalls was willing to continue working for the company even when he knew he would get an opportunity at the government. Mainly it is what one feels, believe and the opinion they have regarding the company they work for that forms their attitude and mostly end up shaping their behaviors in one way or the other (Jaramillo, et, al. 2011). Question 2 and 5 here
As much as the attitude plays a vital role in an employee’s behavior so are their emotions which primarily have a significant impact on their decision making and even job performance. After Rennalls thought about his meeting with Baker, we see him making a harsh decision of also resigning from his current position leave alone accepting the new job. In his memo, he calls himself a poor Barracanian, showing how broken he is not to even remember his father’s status at that moment. He feels insulted and from the way he responds his team spirit is undoubtedly broken to the extent of resigning. To show how emotionally hurt he is, the memo even explains the discussion he had with the father, and he makes it clear how proud he is of where he comes from. To him, that organization is not a place for any of his fellow Barracanian.
Personality can be said to be who a person is as it affects all features of someone’s performance. It does affect one’s performance and the way they relate to people making it hard for some personality to suit in certain jobs. A character also contributes in the way someone perceives others which can affect their behavior towards them. Looking at John Baker he had no issue with Rennalls performance, age and so on, the only problem was the fact that he was a Barracanian. That made him believe he was not worth the position as he was not good enough, he did not take time to understand him as a person, but he classified him as a Barracanian.
Values make a part of someone as they affect individual and most importantly how they tend to behave towards other people. Looking at how employees carry themselves around and their attitude towards colleagues and clients one can be able to tell their values. A good example is how Rennells defended the Barracanian, he did not talk for himself, but he made a decision based on who he was. That’s an indication of how much he valued his background to even resign from his job to prove Baker’s point to be wrong and unjust. If he never appreciated his culture, he would have spoken for himself or even used the power he had from his father’s influence to get the position, but that was not the case. Question 6 here
Team development is an essential aspect of any organization; the process taken makes a significant impact to the employees as well as the employer (Avolio, et, al. 1996). It is at the forming stage that all members have a platform of knowing each other and the project to be carried out. Here every member ought to be very careful in listening to what each other interest, background, values and even experiences are to avoid conflicting with them. In the storming process, decisions are made and actions while it’s where the members get to know if indeed they can work with each other. Norming now graduates them to unity and focuses on achieving their goals as one; individualism is no longer seen at this point. Performing stage becomes even better as members now know each other and trusts each other to work well with and attain their goals. Finally, the team adjourns and celebrates the success or maybe learns from mistakes. With all these stages taking place the employees are molded to fit the organization better and also relate well to each other. Question 7 here, needs to address what perceptual errors and attributions were evident in their meeting.
Performance management is a significant procedure for the organizations to carry; even with the costs incurred it helps the employees as well as the bosses. It is through the performance management that the organization can recognize the need for training and improvement in management when need be (Gerrish, E. 2016). Performance management also gives a company a chance to plan on developing their employees when they recognize any weaknesses or challenges the workers go through. Better yet the brighter side of it all is when the employees get to be rewarded and known for their excellent work. For any organization to develop there must be effective communication which enables the managers to perform their duties even with other departments. Employees need to be communicated to on what is expected of them while they also communicate their ideas and grievances. Effective communication makes sure planning is done, motivating is achieved, there is easy organizing and controlling becomes possible.
Case Study on Supervisors Behavior Analysis
RUBRIC
Excellent Quality
95-100%
Introduction 45-41 points
The background and significance of the problem and a clear statement of the research purpose is provided. The search history is mentioned.
Literature Support
91-84 points
The background and significance of the problem and a clear statement of the research purpose is provided. The search history is mentioned.
Methodology
58-53 points
Content is well-organized with headings for each slide and bulleted lists to group related material as needed. Use of font, color, graphics, effects, etc. to enhance readability and presentation content is excellent. Length requirements of 10 slides/pages or less is met.
Average Score
50-85%
40-38 points
More depth/detail for the background and significance is needed, or the research detail is not clear. No search history information is provided.
83-76 points
Review of relevant theoretical literature is evident, but there is little integration of studies into concepts related to problem. Review is partially focused and organized. Supporting and opposing research are included. Summary of information presented is included. Conclusion may not contain a biblical integration.
52-49 points
Content is somewhat organized, but no structure is apparent. The use of font, color, graphics, effects, etc. is occasionally detracting to the presentation content. Length requirements may not be met.
Poor Quality
0-45%
37-1 points
The background and/or significance are missing. No search history information is provided.
75-1 points
Review of relevant theoretical literature is evident, but there is no integration of studies into concepts related to problem. Review is partially focused and organized. Supporting and opposing research are not included in the summary of information presented. Conclusion does not contain a biblical integration.
48-1 points
There is no clear or logical organizational structure. No logical sequence is apparent. The use of font, color, graphics, effects etc. is often detracting to the presentation content. Length requirements may not be met
You Can Also Place the Order at www.collegepaper.us/orders/ordernow or www.crucialessay.com/orders/ordernow Case Study on Supervisors Behavior Analysis