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14 Cards in this Set
- Front
- Back
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Definition of a supervisor |
Any individual with authority to hire, transfer, suspend, layoff, recall, promote, discharge, a sign, reward, or discipline other employees. Any individual was responsibility to direct employees or to adjust their grievances or effectively to recommend that action. |
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Rule 1 of 5 of supervision |
Get involved! Know your people, get out from behind your desk, don't be over involved, but show interest. Also, have a sense of mission, have a plan and share your vision. Have goals for effectiveness. |
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Rule 2 of 5 of supervision |
Have open channels of communication. Encourage discussion, resolve conflicts quickly, listen, remain in control, emphasize the use of the chain of command. |
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Rule 3 of 5 of supervision |
Give your people a chance to develop. Match the people to the work, be aware of the requirements and limitations of individuals, educate and train your employees. Be flexible, and welcome change. |
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Rules 4 of 5 of supervision |
Establish standards and stick to them. You must have consistently enforce the city Charter, the admin code, personal procedures, Etc. It starts with me. Look at situations objectively. I have to follow the rules if I expect my employees to follow the rules as well. |
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Rule Number 5 of 5 of supervision |
Provide feedback. Give constructive criticism, praise in public and discipline in private, don't be afraid to approach your employees, ask for their viewpoints and opinions. |
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What is delegation? |
Giving a subordinate the responsibility, Authority, and accountability to accomplish a specific task. Responsibility is the obligation to complete the task but the ultimate responsibility remains with me. Authority is the amount of influence that I give to get the task done. Authority is given in degrees, sufficient to match the responsibility and specifics. Accountability must be defined, not be limited, and there must be feedback. |
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What are the four steps in delegation? |
1. Define the task... is the task suitable for delegation? 2. Assign the TASK... choose the right person 3. Grant AUTHORITY... decide on the amount of Power To Give 4. Follow-up- give positive feedback |
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What are the seven steps in the Problem Solving Model? |
1. identify the problem 2. gather information 3. determine desired results 4. analyze and compare potential courses of action 5. develop a desired course of action 6. implement the plan 7. Monitor and evaluate the process, progress, and results, and adjust as necessary |
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What is the Project Management Model? |
The acronym, S. M. A. R. T., where
"S" means specific, meaning there is a precise outcome;
"M" means measurable, which is a defined figure to demonstrate the objective has been achieved
"A" means achievable, or realistic, given the resources
"R" means relevant, meaning directly linked to the goal, and "T" means TIME specific meaning what are the expectations of when the objectives will be achieved |
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What is the analysis assessment model? |
The acronym SWOT, where "S" means STRENGTHS, areas you do well or advantages of your organization "W" means WEAKNESSES, or areas to be improved "O" means OPPORTUNITIES-external factors that may contribute to your organization and can build up your strength "T" means THREATS... potential problems or risks caused by external factors that your organization may face |
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What is the Pareto Principle? Also known as the 80/20 rule? |
This is the law of the vital few or the principle of factor sparsity that states that for many events, roughly 80% of the effects come from 20% of the causes |
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What are the steps in counseling an employee? |
First, conduct counseling one-on-one in a private setting. Second, describe the behavior or action that is not desired. Third, describe the effect of that behavior on the job, work product, the employee, co-workers, and your organization Fourth, ask open-ended questions and allow the employee to explain their thought process Fifth, discuss alternative Solutions or options for Behavioral change Sixth, agree upon a time frame by which the change be accomplished Seventh, offer support Eighth specify consequences if the behavior continues, Ninth, refrain from personal feelings or judgment |
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What is the employee feedback model? |
The acronym CEDAR: C= clarify performance expected E= explain how I think the employee is performing D= discuss reasons for difference between expected and actual performance A= agree upon steps to fix problems R= review the outcome, this is the assessment |
