Motivation is usually regarded as one of the most crucial elements of excellent performance, especially when there is pressure to perform, and the department’s morale is low. There is a poor reward system that includes motivation and promotion. A motivated employee is an individual who is ready to perform for the benefit of the company (Marek, 2018). It is possible that the previous supervisor failed to encourage the staff under him to work hard hence leading to his failure. An excellent supervisor must care for the employees and treat them as valuable assets in the business and not the other way around where the subjects take care of the leader (Nunes et al., 2018).
Generally, depraved leadership traits may lead to poor employee performance and consequently decreased production. This paper seeks to explore how supervisors can address various issues affecting an organization to enhance productivity using several case scenarios.
To deal with the pressure towards performance and low morale, I will be more of a theory Y manager than a theory X manager. A theory Y leader is an individual who encourages and motivates employees to approach their work with minimum supervision (Malek et al., 2018). On the other hand, a theory X leader is a person who thrives on penalties, heightened supervision, and external rewards. Employees need more of a colleague than a supervisor when they are in their work to enhance an innovative and creative environment (Marek, 2018).
Therefore, employees should not have to ask for permission to create quality but instead take full responsibility for their actions. I will introduce a sound reward system to boost employee motivation. Those who work hard and smart will be recognized and awarded to become more motivated, and others can follow their steps. A robust reward system can help fix the problem of low morale and poor performance.
Employee lateness and calling in sick frequently is also a serious issue that affects performance excellence among employees. Various understandable situations may cause unpunctuality, but frequent incidences will always be a threat to a business. In tackling this particular problem, I will have a conversation with the employee to establish what leads to such behaviors. Knowing the reasons will help me formulate various strategies, such as shifting people to different organization departments. In making the decision, I will similarly seek to know if they will be comfortable in their new departments. Alternatively, I can also consider changing the time they are supposed to report to work.
Absenteeism is an act that cannot be entertained at any business or organization. Calling in sick frequently is a suspicious trait that needs to be quickly resolved. As the interim supervisor, I would inquire about this particular employee’s (Mr. Jude) medical report and, without any favor, to ensure both the company and the employee benefit. Mr. Jude could be making excuses to create time for his business outside the company, thereby affecting its normal operations. If Mr. Jude is guilty of absconding duty, I would recommend to the management for the immediate termination of Mr. Jude’s contract with the company. Therefore, it will be appropriate if the functions are assigned to an individual who is ready to dedicate his time.
Adapting to New Technology
Adapting to new technology is always a problem, especially for older workers in an organization. As the supervisor, I will dedicate my time to knowing the kind of difficulties that Mr. Dan (an old employee) is facing regarding technology. Therefore, I will find time in my busy schedule to visit Mr. Dan’s station to confirm if indeed the equipment he is using is that technical or whether he is just slow. The reason for his delayed promotion may be probably due to the way he uses the machine, making it difficult for his supervisor to reward him with a higher position. In case there is a challenge, I will request the management to train him rather than relieving him of his duty because of the immense experience he has in various organizational areas.
Otherwise, the company will lose a valuable individual who can offer advice to other younger workers in company operations. In addition to the training, I would motivate Mr. Dan by promising to recommend his promotion if he manages to improve his speed at least when using the machines. As a senior employee, he deserves a higher position to influence better outcomes. However, if he fails to improve after the training, the best decision will be to lay him off with a good retirement package.
Reporting Late to Work
Candidates with super sharp and hardworking traits are some of the qualities which employers consider during job interviews. An individual that is meticulous and knowledgeable at the same time is capable of presenting creative and innovative solutions at the workplace. In tackling Mary’s issue (a single mother), I would suggest to the management to provide a transport allowance to all workers to ensure that they report early to work. The approach will be critical in enhancing Mary’s performance as well as the other workers and also reduce time wastage.
When employees leave early from their workplace, the production level decreases, including the profits gained. For Mary (a worker), who has a problem with childcare, I would try to put her in a shift, which does not affect her childcare. The strategy will be beneficial to both her and the organization, especially in improving productivity. A virtuous leader should be able and ready to empower employees such as Mary, who show interest in growing and progressing upward in the company (Nunes et al., 2018).
Thus, in such a scenario, I would focus on relating to Mary at a personal level to know her suggestions to tackle the problem. Listening to her will help me to create a democratic work-based environment where she feels appreciated as a hardworking mother that is dedicated to the growth of the business. In return, Mary will be more productive and even be willing to share her ideas on how to make the environment conducive for all mothers in the company.
In conclusion, an organization that is committed to codes of conduct such as intolerance to absenteeism, excellent communication between employees and their supervisors is most likely to prosper. From this case, it is essential for the management always to consider the welfare of all the staff to avoid constant complaints, which may affect the overall business sustainability. Organizations must also institute frequent training of employees to ensure they are acquainted with the industry’s latest technological advancement skills. Company leaders should also equip department supervisors with skills on how to deal with staff complaints instead of waiting for them to reach the top managers.
Malek, K., Kline, S. F., & DiPietro, R. (2018). The impact of manager training on employee turnover intentions. Journal of Hospitality and Tourism Insights, 1(3), 203–219. Web.
Marek, A. (2018). Adjusting the employee management process to key organisational values. The Central European Review of Economics and Management, 2(4), 111–126. Web.
Nunes, A. P., Richmond, M. K., Pampel, F. C., & Wood, R. C. (2018). The effect of employee assistance services on reductions in employee absenteeism. Journal of Business and Psychology, 33(6), 699–709. Web.