In every organization, there should be a leader who will guide his employees in accordance to the issued set of rules and regulations as the framework of checks and balances for the effectiveness of the operation. The most important key personnel in an organization is the supervisor. He becomes the main channel of all communications from his subordinates up to the higher management. He oversees the health condition of his employees. He always alert of finding ways of improving their working condition. He handles conflict within the organization and solve them. He guides his subordinates to know the different levels of handling the job and exerts more effort to let them know more.
His main function is to keep close watch of his employees' performance of their corresponding duties and responsibilities. He sees to it that all things are operating effectively on certain condition. Any lapses has to be corrected by calling the attention of the erring personnel of his inability to carry-out his assigned job.
Aside from those mentioned above, he also have some administrative function of preparing and submitting the required reports for his superiors information. He issues instruction to his subordinates of any new development for their guidance. This information dissemination is important for the employees to act in accordance with the demand of the job. He has a tasks to know all government regulations and comply with the issued restrictions under specific guidelines that he should abide.
He monitors employees' responsibilities and see to it that the operational standards are meet. He is responsible in training and retraining of personnel. Any complaints arising from day to day operation, will be handled properly.
He screens, interviews all qualified candidates for hiring. For those already being hired, he trains, motivates and orient employees in improving efficiency and good performance of their work.
A periodic appraisal of employees recommended for promotion to higher position by increasing their corresponding salary. He will initiates regular training programs for the purpose of upgrading their knowledge and efficiency for greater effectiveness. He expects his employees to accomplish more by helping them to manage their time to avoid delays and missed deadlines in processing, billing, lay-outing and reporting.
He will not delegates everything to the same employee. He spreads the function among employees to develop a better skills and abilities.
Being a supervisor is not an easy task. The success of the business lies to the people selected by the higher management who are very competent and has varied skills and thorough experiences to run the business with trust and confidence otherwise it becomes a total failure.
Sunday, May 17, 2009
FAILURE IN LEADERSHIP
There were many reasons why a chosen leader failed in his good management. His focus was out-of-range. His method was different and not applicable to the call of time. He was not resourceful to put everything in order.
An efficient leadership has the ability to organize and knows all the details of his function. He has a thorough knowledge to do anything as required by him. Being a leader he has the right to change plan favorable to a certain circumstances. He is willing to give attention to any emergency. If the leader has the inability to organize things in order, or leaving the problem at hand, then he showed his inefficiency.
Unwillingness to do extra function as occasion demands by not rendering a just and humble cooperation to do a certain services to help his subordinates to complete the task in a reasonable time is a failed leadership. A true leader set examples to his employees how to share an extra efforts for the benefit of all. Failure of one is a failure of many. A strong foundation of leadership can only be attain if everybody are willing to sacrifice and cooperate to hit a certain objectives.
Knowing too much without applying what he knows is not a good leadership. If he is hesitant to use his knowledge to whatever reasons for the improvement of his department is not a wise choice. He must be open-minded and willing to share whatever good ideas he has to help solve a problem at hand.
Many leaders were afraid that their position be taken by others. What they did is to limit the sharing of knowledge to avoid being in competition for higher position.
He will not give chances to others to improve their lives, position and efficiency of their function. He don't want to delegate a certain responsibility where he excelled that might be a threat to his position.
A good leader give no boundaries to support his employees to be trained more for the purpose of self-improvement. He gives attention to many things at one time. He will not take advantage to use the ability of others to enrich himself instead of earning it by his own effort, dedication and sacrifice. He is willing to increase the efficiency of others and expecting them to do more with greater result even without his aid. But a leader who limits his support is not a good leadership and bound to fail.
A good leader should be more perceptive. The scope of his ability was unlimited. He can create plans, methods and ways for his subordinates to do it efficiently and effectively. If a leader lacks an imagination to do things right is a failed leadership.
There were others who were very selfish. He wanted his subordinates to work in his behalf and get the honor to himself. Selfishness often result to resentment from subordinates and lead to misunderstanding, confusion and disagreement within the organization. Subordinates will limit their effort, cooperation and efficiency as a sign of protest to their leader who only think of himself in his favor.
A temperamental leader often lead to mistrust among his subordinates. The employees always afraid that everything they did will not pass to the taste and requirements of their leader. Believing that their performance were below his expectation, they can no longer concentrate to give a good result in their work due to too much worries that any failure to do it correctly will mean a threat to their job and the possibility of losing it.
A leader of questionable character lost the trust given to him by the higher management. Lack of loyalty from subordinates will follow.
These are only parcel of the many reasons of a failed ladership. A leader who will not give importance to whatever mentioned here will not succeed. And if it fails, many jobs will be lost and many employees will be affected.
An efficient leadership has the ability to organize and knows all the details of his function. He has a thorough knowledge to do anything as required by him. Being a leader he has the right to change plan favorable to a certain circumstances. He is willing to give attention to any emergency. If the leader has the inability to organize things in order, or leaving the problem at hand, then he showed his inefficiency.
Unwillingness to do extra function as occasion demands by not rendering a just and humble cooperation to do a certain services to help his subordinates to complete the task in a reasonable time is a failed leadership. A true leader set examples to his employees how to share an extra efforts for the benefit of all. Failure of one is a failure of many. A strong foundation of leadership can only be attain if everybody are willing to sacrifice and cooperate to hit a certain objectives.
Knowing too much without applying what he knows is not a good leadership. If he is hesitant to use his knowledge to whatever reasons for the improvement of his department is not a wise choice. He must be open-minded and willing to share whatever good ideas he has to help solve a problem at hand.
Many leaders were afraid that their position be taken by others. What they did is to limit the sharing of knowledge to avoid being in competition for higher position.
He will not give chances to others to improve their lives, position and efficiency of their function. He don't want to delegate a certain responsibility where he excelled that might be a threat to his position.
A good leader give no boundaries to support his employees to be trained more for the purpose of self-improvement. He gives attention to many things at one time. He will not take advantage to use the ability of others to enrich himself instead of earning it by his own effort, dedication and sacrifice. He is willing to increase the efficiency of others and expecting them to do more with greater result even without his aid. But a leader who limits his support is not a good leadership and bound to fail.
A good leader should be more perceptive. The scope of his ability was unlimited. He can create plans, methods and ways for his subordinates to do it efficiently and effectively. If a leader lacks an imagination to do things right is a failed leadership.
There were others who were very selfish. He wanted his subordinates to work in his behalf and get the honor to himself. Selfishness often result to resentment from subordinates and lead to misunderstanding, confusion and disagreement within the organization. Subordinates will limit their effort, cooperation and efficiency as a sign of protest to their leader who only think of himself in his favor.
A temperamental leader often lead to mistrust among his subordinates. The employees always afraid that everything they did will not pass to the taste and requirements of their leader. Believing that their performance were below his expectation, they can no longer concentrate to give a good result in their work due to too much worries that any failure to do it correctly will mean a threat to their job and the possibility of losing it.
A leader of questionable character lost the trust given to him by the higher management. Lack of loyalty from subordinates will follow.
These are only parcel of the many reasons of a failed ladership. A leader who will not give importance to whatever mentioned here will not succeed. And if it fails, many jobs will be lost and many employees will be affected.
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