Course content

• Responsibility
• My role in organization
• Personality development to enhance my
responsibility taking capability
• Concepts of dependence, independence
and interdependence
• Teamwork

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 Defining Responsibility
• The word responsibility means the
obligation to answer for actions. Often
this means answering to ones conscience.
Responsibility is also loosely used as the
recognition that in order to achieve one's
and organization’s purpose, one must act
oneself ("take responsibility") rather
than expecting others to do something).It
is also known as initiative.
 Personal Responsibility
• 99% of the failures come from people
who have the habit of making excuses." --
George Washington Carver

• Path to greatness is responsibility

Sir Winston Churchill
• Responsibility is the thing people dread most of all. Yet
it is the only thing in the world that develops us, gives
meaning to our lives .
Frank Crane
• I believe that we are solely responsible
for our choices, and we have to accept the
consequences of every deed, word, and
thought throughout our lifetime.
Elisabeth Kubler-Ross
• The day you take complete responsibility
for yourself, the day you stop making any
excuses, that's the day you start to the
top.
O. J. Simpson

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Supervision and Leadership

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 Supervision

the responsibility of sustaining worker morale;

helping the worker with job-related
discouragements and discontents;
giving workers a sense of:
– worth as professionals;
– belonging to the organization;
– security in their performance.
What has been your experience as a supervisor?
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What do supervisors do?

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 Supervisors:

Translate the policies and objectives of the into

specific work duties and timelines;
Select the jobs to be completed;
Assign workers who will complete the jobs;
Determine when the jobs will be completed;
Review whether or not the work is being
completed and up to agency standards;
Evaluate employees;
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Educate workers on the goals and objectives
Assure that employees behave in a manner to indicate
that they own the task
Resolve conflict:
– between workers;
– Between the Management and workers;

The supervisor is the bridge between Management and

worker.

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 Supervisors:

Introduce new workers to the firm and help new

workers find their place;
Act as liaison between various agencies sharing
policy and solving problems in terms of such
things as client referral.

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 Leadership and Power

What is leadership?

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 Leadership

The ability to influence the behavior of

individuals or groups.
There are two types of overall leadership: formal
and informal.

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 Formal Leaders

Individuals who occupy organizational offices or

positions which have power as part of the
position.

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 Informal Leaders

Individuals who have power with an organization

because other personal charisma or other
characteristics but do not hold an official position
of power.

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What is power?

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 Power:

The force that allows an individual the ability to

induce another person to carry out his/her
directives or any other value(s) she/he supports.

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 Five Kinds of Power:
Reward Power
Remunerative (money)
What is the response?

Or normative (a pat on the back).

What is the response?

BEWARE OF NORMATIVE COMPLIANCE!

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 Coercive Power:

The threat of harm or punishment; public

humiliation.

What is the response?

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 Legitimate Power

The power that comes from holding the position.

The source of the powers in the position (formal
power).

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 Earned Power

The power that comes from earned respect.

What happens if you have legitimate power but no

earned power?

What happens if you have earned

power but no legitimate power?
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 Expert Power

Power that comes from having special

knowledge and/or skills.

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What is a good leader?

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 A good leader and supervisor:
Fosters trust;
Builds people rather than tears them down;
Is supportive;
Is consistent;
Is caring;
Uses time wisely;
Is persistent to their goals;
Is willing to compromise;
Allows as much freedom is possible;
Is creative. 28
What kind of supervisor will you be?

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 Quality supervision requires:

Clear and specific worker objectives.

Awareness of worker’s needs.
Willingness to facilitate the step-by-step
progression of workers.
A willingness to accept the diversity of workers
including differences in viewing the role of
working, differences in motivation, differences in
interest and differences in cultural perspectives.
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What does the company expect from
supervisors?
Stay aware of the big picture
Create a productive environment for your
employees
Make decisions on your own
Implement new programs and methods
Inform your people about company policies and
procedures
Teach effectively
 The Role of the Supervisor
Setting goals
Demonstrating effective behaviors
Decision-making
Managing Change
Time Management
Communication Skills
Effective Meeting Skills
Motivation
Delegation
Training
Set personal and professional goals
Write down your goals
Discuss with your supervisor and your team
Review often
Take action to get ideas and plans
accepted
Get employee support
Convince your supervisor and senior
management
 Effective behaviors

Patience
Tolerance
Sensitivity
Empathy
Decisiveness
Sense of humor
 Decision Making

Be truly open-minded
Avoid taking sides
Recognize your own bias
Don’t let titles or prestige influence your
decisions
Avoid absolute wordings in your decisions
Questions to ask before making a
decision
Do I have enough information to make a
decision?
What would be the worst possible result if I make
that decision?
Do I need to make a decision at this time?
Am I the best person to make the decision?
 Don’t be afraid to take a risk

Make that tough decision

Believe in it and promote it
Sell it
 Before selling your decision

What information should be provided?

What medium will be the most effective?
Is my presentation phrased in language that will
gain support for the decision?
What negative responses might I receive?
When and how will I present?
What questions are likely to come up?
Sell your decisions to the following:

Immediate supervisor
Other supervisors that need to be informed
Employee affected by the decision
Employees indirectly affected
 To manage change:

Determine the method for introducing and selling

the change to your team
Break the change down into smaller steps
Create a contingency plan
Monitor the implementation of the change,
including results and behaviors
Accept and plan for the results of change
 Sell the change

1. Present the change to employees in clear and specific

language
2. Put your ideas in a positive, constructive light
3. Stress your willingness to help employees adapt
4. Ask employees how they plan to deal with it
5. If change has unintended results, be open to review
 Managing Your Time

What are some timewasters?

 How to manage your time

Prioritize your work

– Assess how you are currently spending your time
To do lists
Plan your tasks daily
Evaluate time management several times during
the day
 Communication Skills
Present one idea at a time
Keep it simple
Make it brief
Personalize it to the other person
Use the right tone of voice and body language
Get acceptance of each idea
Respond to the emotions of the person
Appreciate your listener’s concerns
Encourage listeners to express themselves
 Steps to improve listening skills

Ask questions
Concentrate – stay focused
Identify the main idea
Listen for the rationale
Listen for key words
Organize in your mind
Take notes
 Role of the Facilitator

Stay calm – don’t take sides

Keep on the agenda
Start and end the meeting on time
Encourage participation
 Praise with a reason

Mean what you say

Balance your praise
Immediately after the event
Public or private
 Criticism
Do it as quickly as you can after discovering the
problem
Limit comments to the person’s actions in this situation
Let them do some of the talking
Be considerate
Don’t mix criticism with praise
Don’t play psychiatrist
Make it private
 Effective Delegation Skills

Improves productivity
Can concentrate on supervisory responsibilities
Develops skills in others
More job satisfaction for employees
Helps evaluate people
 How to delegate better?

Clearly define what you want your employees to

do
Encourage people to learn and make their own
decisions
Don’t take an assignment back after you’ve
delegated it
How to deal with the needs of your
employees:
Be courteous, friendly and interested
Offer assistance when needed
Listen patiently
Observe their work and give them feedback
Make goals reasonable
What do employees want from their
jobs?
1. Appreciation
2. Recognition
3. Involvement with the company
4. Comfortable work environment
5. Money
 What else?

Security and stability

Social needs
Independence
 PERSONALITY
DEVELOPMENT ,
(INTEGRATED
PERSONALITY)
V A Upadhye
31 Oct 2017

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 Social Emotional

Ethica
Physical Aspects of Personality
Spiritual

Intellectual
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PHYSICAL
FOOD
EXERCISE
SLEEP
CLEANLINESS
GOOD HABITS

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 INTELLECTUAL
• FUNCTIONS OF INTELLECT

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THINK
DECIDE
REMEMBER
STUDY
GUIDE
ANALYSE
STORE
KNOWLEDGE
.
.

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EMOTIONAL

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SORROW
HAPPINESS
HATRED
LOVE
AFFECTION
ANGER
REMORSE
REPENTENCE

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SOCIAL

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• INTERPERSONAL SENSITIVITIES
• ACCEPTED SOCIAL NORMS
• ETIQUETTES
• SENSITIVE TO HUMAN
COMPULSIONS
• AWARE OF SURROUNDINGS
• NON DISCRIMINATING
• ACCEPTING UNIVERSALITY OF
HUMAN RACE

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ETHICAL AND SPIRITUAL

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• Know the difference between right and
wrong
• Stand up to it
• Accept life as it comes
• Yet strive to improve it
• Display kindness in act and deed
• Gratitude

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