The published articles are meant to primarily educate the students in printing to supplement their knowledge in the field of Printing. These are not simple Glossary of printing terms, but to the extent possible every term has been explained in brief so that it can be of some use to the students who appear in some sort of examinations and interviews.
I served the Printing Industry for over 40 years
in various capacities, a major part in an Security Printing Organization. In order not to waste the printing and paper related knowledge which I gained over years, I decided to keep them in public domain for the reason stated in prepara. Most of the illustrations - over 90% - have been generated by me to explain the terms suitably.
While I am not sure to what extent the published content will help, if the content is going to be of use to some one in some manner, I will be greatly satisfied.
Your views may be sent to me (
nrj_1945@yahoo.com) for my record and correction wherever needed.

TOTAL NO OF PRINTING TERMS

POSTED TILL NOVEMBER, 2012

- Over 400 terms-

Click on this line to read from 'A'

Tuesday, June 11, 2013

Cadmop - 3

3
 ......................functions of the Supervisor 
  • Do not be a task master, always be a guide : - The role of a Supervisor is not that of the authoritarian taskmaster. Supervisors are expected to guide their employees and not to micro-manage every movement of him or his activities or tasks while accomplishing the task entrusted to him. Guidance means providing direction, moral support and encouragement as required to carry out the assigned activities and tasks. Additionally, as a guide, Supervisors need to recognize the strengths and weaknesses of employees and suitably tap their strengths to improve weak areas instead of finding fault in each and every step they make. Even if some mistake is committed it should be politely pointed out  in the beginning and one should be hard only to uncorrectable employee.
  • Monitor performance :- Time to time the Supervisors should monitor the performance of the employees in a  suitable manner for smooth functioning in the organization and their progress  be evaluated in periodical intervals for  achieving the end results. Monitoring does not mean shadowing the performance activities of the employees  or to come to some conclusion instantly on his limited performance. The behavioral pattern of employees working under him will be watched and suitably monitored to higher authorities at a suitable time when the supervisor finds it difficult to handle
  • Disciplinary actions :- The first action on the erring employees will be initiated by the Supervisors when all attempts to improve his performance fails. Supervisors are required to carry out disciplinary actions with employees as and when required to ensure positive work environment. In most of the organizations Supervisors are required to review the yearly performance of all of their employees.  
  • Motivating the employees:- Supervisors are not only responsible for taking disciplinary actions alone, but will have to ensure that work unit under him  successfully achieve the targeted goals of the Organization. In this direction the most useful tool available with them is  motivating the employees working under them keeping in mind that their growth depends on the growth of the organization and the Supervisor himself. How do they motivate the employees since they have almost nil  scope in offering some sort of incentive to employees?  
 
Motivation does not mean extracting more work by offering  inducements or making one to show higher performance for giving  cash incentive, promotion etc.  Supervisors can use a number of motivational techniques some of which are:
  1. Providing positive feedback to the higher management on the achievements of individuals which should also be made known to the employee themselves.
  2. Persuading unwilling workers to work hard for achieving targeted goal  and resort to   adverse reporting only when all efforts to bring the employee on track  failed to yield the desired result.  This should also be done in full knowledge of the employee who may correct himself on knowing the facts fearing administrative action.
  3. Never rush to the higher ups reporting  petty matters and instead sort out issues at unit level to infuse confidence  in the minds of employees working under  him.  
  4. Assigning challenging task to individuals within unit work level for testing their skill and then proper reporting to higher authorities on the performance of those really skilled employees in full knowledge  of the employee himself  who may feel that some one above him is helping him in his career development
  5. Providing guidance, support and parting with  the techniques which they have learnt by (supervisors) experience over the years for better  yield
  6. Keep consulting trusted lots in hour  of crisis and when positive result is achieved out of the discussion, give credit to the employees whose valuable suggestions contributed to the cause and ensure that the fact is made known to the higher authorities in full knowledge of the employee to infuse more confidence on him.
  • Leading the team:-  What leadership qualities  are required for the Supervisor to lead the team for creating  better working  atmosphere ? :- 
 
  1. Not an yes man always to either Management or the Worker. The facts are to be conveyed to higher Management and as disciplined soldier but their advice be followed unless otherwise such advise according to the Supervisor may bring in negative result. The duty of the Supervisor is to express the true opinion, but remain a committed soldier.
  2. Displaying total commitment to the work.
  3. Strict in work, but humane in other aspects.
  4. Interacting effectively between higher management and the subordinates to sort out misgivings.
  5.  Displaying true values and belief in life to the best extent possible.
  6. Remain neither too close with workmen nor far away from them too. 
  7. Communication only on work to work basis avoiding loose talks and gossiping in work area but at the same time give impression that they are one amongst them. Never allow others to divert their true actions or attention in work.
  8. Never look everything with suspicion as many ignorant slips in performance may have genuine reasons.
  9. Always differentiate the relationship between himself and the management on one side and himself and the workers on the other side.
  10. In the event of an unfortunate incident the supervisor first open up the dialogue with the errant workers either directly or through his trusted friends to convince them that what they are doing is wrong. Till the mission to convince them failed one should not aggravate the situation to go out of hand.
...................to be continued

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