The Supervisors Role Flashcards
Why is supervision at the first level very important?
The productive capacity of the enterprise is directly controlled.
What does the statement “morale cannot be legislated or induced by logical argument; neither can it be bought for a price” mean to a first line supervisor?
The supervisor should remember that people are interested in themselves and in the things that AFFECT THEM
The supervisor should conduct supervisory activities accordingly.
What is considered to be one of the basic needs of workers?
A feeling of STABILITY and SECURITY in their work.
This should be provided for them insofar as possible, because subordinates do not perform well when they are exposed to conditions which cause tension and anxiety.
Although security is a basic need of all subordinates, what single factor works best as a motivational force?
RECOGNITION for a job well done.
See #25 Subd. 2
A first line supervisor is often referred to as a “buffer.” What does this mean?
He is expected to represent management’s interests to the workers and their interests to management.
Thus, he is a BUFFER between the two forces.
This is sometimes called the AMBIVALENT ROLE of the FIRST LINE SUPERVISOR
In the long run, are the interests of management and the worker identical?
YES
The small differences between the two can ordinarily be resolved by the effective supervisor.
What factor is considered to be the strongest influence on a workers performance and morale?
His immediate supervisor
This is so because the superior exercises a strong influence upon the subordinate’s physical and social environment.
The first level supervisor is a KEY PERSON in any organization
Why is the first line supervisor in a law enforcement agency an especially important person?
Because there is a great need for TEAMWORK
The first line supervisor must provide the cohesive force which welds the working force into a well functioning, smoothly operating unit.
What is the primary factor in achieving teamwork among persons and units?
The establishment of Common Goals and Purposes
What is the first step a supervisor must take to gain the confidence and respect of his/her subordinates?
The supervisor must exemplify by his/her Personal Conduct that which he/she demands from his/her subordinates.
Should a supervisor “take a vote” with his/her subordinates before making every decision?
No.
He/she should adopt a democratic approach in directing his/her subordinates, but shoud NOT cripple himself/herself as a supervisor so that his/her subordinates will expect him/her to “take a vote” before making every decision.
When support of your staff is required in order to achieve a particular result, must staff be consulted?
YES
Note the use of the word “required”
Does an advancement into a position of authority usually require a change in philosophy?
YES
Especially in the area of human relations
Because Sergeant Mullins’ morale was high, he believed the morale of his subordinates was high.
Is this a correct assumption on the part of Sergeant Mullins?
NO
As a supervisor, Sergeant Mullins should not become tranquilized into his belief. He should recognize symptoms of low morale and take corrective action promptly whenever his position permits.
Should a first line supervisor only tell his superiors what he thinks will make them happy?
NO.
Such a practice is called “FILTERING.”
He must keep his superiors informed so that their decisions may be made on accurate information, not on partial data which has been taken out of context.
When he is in doubt as to how much detail he should pass on to them, he should resolve the doubt in favor of conveying TOO MUCH rather than TOO LITTLE.
It is said that the supervisor is “both the victim and master of double talk.” What does this mean?
The supervisor often finds it difficult to reconcile the goals of management with the goals of the employees and the sentiments of their social group. He is often torn between the loyalties he owes both.
** THE BEST INTEREST OF THE ORGANIZATION MUST PREVAIL.**
Must supervisors become higly skilled in every technical aspect of the job they supervise?
NO.
This would impose an impossible burden upon them.
However, they should have a GOOD WORKING KNOWLEDGE of the principal aspects of the job for which they are responsible.
Sergeant Mullins delegated routine tasks to subordinates in order to shed his responsibility.
Is this practice advisable
NO.
A supervisor should delegate routine tasks to subordinates, but the FINAL responsibility for getting the job done properly remains with the SUPERVISOR.
(Some writers refer to the RESPONSIBILITY of subordinates as “Accountability.”)
The supervisor should also remember that when delegating routine tasks to subordinates, he must give them sufficient AUTHORITY to match the responsibility he has imposed upon them.
(Authority to do the task must be COMMENSURATE [equal] to the responsibility for the doing of the task.)
Must a supervisor be a planner?
YES
He must be able to forecast future needs, anticipate problems and make decisions ahead of time to solve them.
Must a supervisor be a personnel officer?
YES.
He must try to assign his subordinates properly. He will place “round plugs into round holes” wherever possible because a happy worker is usually a productive one.
Employee-centered supervisors obtain better results than production-centered ones.
Must a supervisor be a trainer?
YES.
When the supervisor neglects this role he deprives himself of a means of upgrading the service and insuring that the standards of performance in the organization are maintained.
He/she must carry out this function in ALL types of settings.
He/she is also in the best position to observe training needs.
Must a supervisor try to “control” his/her subordinates properly?
YES, and in doing so he/she must keep the following factors in mind:
a) Take disciplinary action when necessary.
b) Protect subordinates from unjust punishment.
c) At the time of recruitment, when facts are in conflict, doubts should be resolved in favor of the organization.
d) Expect some mistakes from even the most able workers.
e) When punishment is necessary, it should be administered PROMPTLY (after getting the facts), without hostility or anger and never in a spirit of retribution or revenge.Promptness of discipline is desirable.
f) Know the difference between UNINTENTIONAL (“of the head”) mistakes and INTENTIONAL (“of the heart”) mistake
gDon’t expect perfection from subordinates. (The”Perfectionist” is seldom satisfied with the performance he receives from others and only causes them ANXIETY.)
Must a supervisor be a decision maker?
YES
1) And when a decision is indicated, she must make it. A BAD decision is sometimes better than none at all.
2) When the decision affects others, it should be communicated to them clearly to prevent misunderstanding and resistance.
3) Changes are often interpreted as a threat to the security of workers and they often must make new adjustments.
4) The resistance will usually be reduced if the NEED for the change is EXPLAINED. When you EXPLAIN, you will almost always be on the side of the angels.
When communicating, should the supervisor consider timing a factor?
YES.
The TIMING of a communication and the place where it takes place affect the degree of acceptance of the communication.
Even the MANNER in which the communication is given is a factor.
Subordinates resent a bad manner in giving an order more than a bad order.
Is it true that money is the single most effective motivational influence upon a worker?
NO
1) Money is a vastly overrated motivational influence because it becomes weaker and weaker as physical human needs are progressively satisfied.
2) MOTIVATION, through the process of INSPIRATION, is the most powerful influence.
Sergeant Mullins made it a practice to give his workers credit for their accomplishment.
Is such a practive desirable?
YES
RECOGNITION is a strong motivating force in people.
An effective supervisor is born with certain traits of leadership such as honorableness, courageousness and vitality.
Is this statement true?
NO.
He is NOT born with these characteristics, but he can develop them by observing the desirable traits possessed by good leaders and attempting to adopt them as his own.
Are plans developed at the lower levels of an organization more detailed than high level plans?
YES
At the lower levels, the plans MUST be more detailed since they are guides to the daily performance of operating personnel.
What are some types of police plans?
- Procedural
- Tactical
- Operational
- Auxiliary
Plans which are designed to give guidance and direction to personnel in the performace of normal police activities are called
Operational Plans
