Managing people is always difficult. Especially since there are so many different personalities out there making supervising trickier. It is still up to the supervisor or manager to motivate each one, even with the diverse personality’s issue. The style of leadership used in an operation depends on that type of trade and business in that operation. Each style of leadership has certain guidelines and a set of possible pros and cons.
When I come into work sometimes a lot of stuff is missing or not put away in the right place or just not cleaned properly that is something I would like to change. 2. How do you presently respond (i.e. what do you think, feel, and do in that situation)? When I give myself too much work to do and not slow down I end up stressing myself out because it is hard to finish the task by a certain time cause of having so many jobs going on at the one time.
Although, Gary is an accomplished project engineer, the transition from employee to manager is not as easy as he thought. Supervising a team, understanding the working dynamic of your team, and knowing how communicate with your team is a project managers skill. Throughout the scenario below Gary failed to make the right decision, lead his team, and communicate with is customer, superiors, and team. We discuss the Gary’s Situation, the project, the project issues, what Gary did right and what he did wrong and finally, what I do differently. The Situation On 2 December, Project Manager Gary Allison indentified a technical specification error on the Orion Project.
1.2. Analyse potential barriers to professional development There is multiple conditions that can lead the individual not to develop professionally, such as: Time management/busy schedule– organizing the day is something that is required due to the fact that the workload can be quite high and intense I attempt to organise my day around tasks and ensure that tasks are completed within the deadline Team Working – Per times and if the team is not united and working towards the same goals and aims it is difficult to develop professionally because the individual will be concentrated in work with and for the team forgetting about the personal aims. Opportunities – It may happen that the individual is not given opportunities to develop or that the company that employs the individual does not work towards developing that person or group/team Lack of funding and other resources – It is important for the employer to look for full funded training such as NVQ’s and allow the members of staff to develop their own skills Inadequate staffing levels and high turnover – recurrent hiring and recruitment processes are important to allow the staff training and to ensure that the company and place of work has the adequate and high staff levels required for the development of the work and reduce the workload Fear and lack of confidence in learning, particularly from staff with poor literacy skills or the lack of resources and skills – support the members of staff with poor literacy skills and ensure that support such as classes and time to learn/inductions is provided Lack of effective evaluation of learning. Poor communication Health Problems or other family commitments Inadequate supervision or appraisal
They then have to report me missing to the chain of command. If they then are not able to make contact with me, a search must be made. This costs valuable man-hours and unnecessary hardship on my shipmates. As a vital member of this organization, when I am not at my appointed place those around me must take on the tasks that I would be doing. By not mustering for work on time, I was placing my supervisor in a difficult situation.
Identification of problem: Janice Gall is a plant supervisor and plant is plagued with many difficulties in terms of organizational culture and work environment. Janice wants to make employees accountable and responsible and wants them to follow standard operating procedures. She is not been able to accomplish this task and had tough time dealing with a senior employee Ron Verdi who in spite of many warnings and counseling has not improved his behavior. Janice Gall needs to address the problem of Ron Verdi and overall improve productivity, cost containment and product quality. Identification of cause of problem: 1.
The attached diagram is a brief outline displaying our various quality problems concerning personnel, maintenance, purchasing, product design, management, and marketing. Problems occurring with quality within our personnel include inadequate training, lack of communication, lack of control in process, and lack of understand of quality. Next is the problems with maintenance, there was no schedule preventive maintenance for the equipment, a tooling problem with the Greasex machine, and many of maintenances current solutions do not fix the root cause of the problem. Purchasing also has some quality issues primarily poor communication with vendors. Next are the quality problems with product design and packaging including lack of testing equipment and lack of knowledge about the shape of the packaging.
Multiple problems with the Therac-25 Factors were lapses in good safety design Insufficient testing of the software Bugs in the software that controlled the machine Inadequate system of reporting and investigating accidents Attorneys for the family against the hospital. Hopsital technicians made gross errors when operating the Therac-25. Errors became so common, hospital technicians habitually performed overrides. Warnings were ignored or assumed to be benign errors. Employees also failed to take standard precautions, failed to make constant contact with patients during procedures.
Meaning when an organization is faced with the impact of a disability in the work environment, the employee and employer often lack information about the interactive reasonable accommodation process, the rights and responsibilities stated in the law and often the disability itself. An employee on the other hand is concerned about whether or not proper accommodations will be provided for them in addition to losing his or her jobs. Most often on the part of both the employer and the employee these concerns, can often lead to fear, uncertainty, the lack of trust, creating internal stress that often spills out into the workplace (The U.S. Equal Employment Opportunity Commission,