Question:
Discuss about the Type of training being given to the Supervisors and Managers which will enhance their Performance.
For the contemporary business organizations, training is one of the key aspects to be followed to enhance the performance of all the stakeholders in the organizations. However, from the perspective of the training, employees are always given preference. It is being widely believed that, effective and proper training to the employees will only enhance the organizational performance (Elnaga and Imran 2013). However, the training for the middle level managers such as supervisors is also as important as for the employees. Effective training for the middle level managers will help to enhance the performance of the supervisors which eventually increases the motivation and satisfaction level of the employees (Lillard and Tan 2012). It is due to the reason that middle level managers are the ones who will be directly in touch with the employees and will guide them in daily course of work. Thus, if they can be properly equipped and trained then it will have positive impact on the performance of the employees.
This report will discuss about the type of training being given to the supervisors and managers which will enhance their performance. Moreover, the advantages for the given training will also be analyzed here in this report. The process or steps that should be followed in implementing the training program will also be discussed.
In the recent times, various contemporary business organizations faced the issue of ineffective leadership or managerial roles which affected their business operations. One of the prominent cases is the bankruptcy of the eastern airlines. In the late seventies, eastern airlines were one of the top four airliners in the American market. It enjoyed monopoly business at that time in the route of New York and Florida. However, with the change in the leadership, various issues such as, higher level of debt, employee disputes and decreasing customer service started to generate. Frank Lorenzo the new CEO was not trained enough to handle these situations effectively. His style of managing the employees created further dispute in the internal management of the organization. He followed autocratic style of leadership which reduced the employee engagement and involvement in the organization. This further affected the customer service which created bad word of mouth among the customers.
The best solutions for Frank Lorenzo were to engage his employees in effective communication with the higher management to identify their issues. It may help in determining the requirement of the employees more effectively. However, in this case, the most favorable decision to be taken by Frank Lorenzo was to effectively communicate with the employees, understand their issues and modifying the policies accordingly which he had not went for. These issues ultimately lead to the bankruptcy of the organization in 1991. In 2011, eastern airlines are being bought by a business group for revival and currently they are trying to implement effective training programs for their managers to prevent the past issues being replicated.
Similar issues were being faced by Uber also, regarding the lack of managerial effectiveness. In the recent years, uber faced the issues of inequality in pay scale and sexism in the organization. Moreover the human resource management is also being questioned for their lack of accuracy. It is being reviewed by some of the ex-employees of Uber that various employees are facing termination without any proper investigation. Moreover, the sexism issue is also not being properly investigated. The leadership style of their CEO, Travis Kalanick is also come under the scanner due to the ill treatment of the employees. This caused negative word of mouth among the customers and resignation of various employees as well as some of the top managers.
In this case, the most effective solutions should be providing proper training to the managers to equip them to deal with these types of issues. This will help in effective solution of the issues related to the employees. Training regarding the ethical principles being implemented by the company should be given to the managers. Employees related legislations should also been trained to made them aware about the consequences about the ill treatment of the employees.
In this next phase of discussion, the topic is the implementation of the leadership styles in the real world organizations has to be discussed. In the retail industry Sports Direct, there have been certain issues in the ethical leadership of the middle managers and the human resource management. The autocratic kind of leadership style was followed intensively in a certain organization. The result of this was the employees began to protest against such kind of leadership. The middle managers of the organization began to almost torture and harass the employees on regular basis psychologically by assigning to them certain amount of targets that were practically unachievable. This had led to more resignations and terminations within the organization. This reflected in the organization’s productivity. Then, the directors decided to change the kind of leadership style and shifted to democratic or participative leadership style. From then on, the employees have been able to communicate with the authority and yield good productions for the organization. The parliament had slammed the organization for not giving the employees their proper reward for performance and often treating them as inhuman creatures. The most disgraceful issue in this organization has been looked upon as the ‘six strikes’ policy where the employees can be dismissed for minor things such as just fetching a glass for water without authorization. The employees have revolted against this bad management in this organization and the hierarchy has finally decided to change the leadership style that has helped to revive the employee satisfaction.
In the same organization, another problem arose that the middle managers were completely disorganized in terms of communicating with their seniors and guiding their subordinates. They did not follow any certain routine for assigning the tasks to the subordinate employees and look to how productive the employees are. They did not jot down anything and did not even bother use their notepads. Thus, the productivity of the organization began to decrease and the profits were lower than before. The performance of the employees was not measured properly. These issues led to the change in the working styles of the middle managers and their time management. They began to use notepads, record the performance of the employees, measure the level of profit and then communicate those figures and facts to the senior management. They also helped in ending any dispute between the employees by communicating that to the senior management. The committee that was set up to look after the methods to look after the health and safety of the employees ordered that they have to report to them. The working practices in the Sports Direct have been supposed to be excessively disturbing and this had been handled properly by the committee. The time management procedures proved to be an utter failure for the Sports Direct management team. The management team had been redesigned and the kind of time management the HR team is providing in the recent time is catering for the needs of the organization.
The middle management did not implement the proper delegation management methods to improve the quality of the employees and increase the productivity. Whatever, they did was for their own benefit. Thus, the performance level of the employees began to drop off. They did not focus on the results. They used to focus on consistent delegation. They began to implement the fact that the employees must participate in the delegation process of the organization. The authority began to specify the standards to improve the quality of the employees through special training and performance management. They began to focus on results and this improved their productivity level to multiple times than the previous times. The committee had managed to give the owner Mr. Ashley to a fair chance to improve the working conditions in the organization. They said that if an employee’s dignity is violated, there are severe consequences for the organization. It causes mistrust, fear, anger, poor communication and many other things that destroy the bonding between the employees and managers. In this context, the improvement of delegation management has to be improved. The trust of the employees on the middle managers has to be brought back and only then the organization can run smoothly. Mr. Ashley has to take his decisions correctly this time.
Google is one of the most leading and prominent technology firms around the world. However, the main reason for their success is not only the service provided by them but also the effectiveness of their internal stakeholders. Google is also known for their stakeholder management. They have the most effective mechanism in determining the gap in the internal management and providing training accordingly. Thus, it is being seen that Google always remains as the leading organization in coping up with the changing scenario. Moreover, there is less incidents of employee issue in Google. From this case, it can be concluded that proper identification and implementation of the training programs for the managerial levels will help to increase the overall productivity of the organizations.
It is being widely known about the importance of the training program for the employees. However, the training program for the middle level managers and supervisors are equally important in enhancement of the organizational performance. Implementation of the training programs for the managers and supervisors helps to reduce the probability of the miscommunication with the employees (Jackson and van den Hooff 2012). As earlier discussed, middle level managers and supervisors are the ones who directly interact with the employees. Thus, it is important for them to have good and effective communication skill which can be enhanced with the help of the training programs (Ayab 2017). Employee issues can be reduced by this. Leadership or upper level managers may not be available at all time or they may be not being indulged in the conflict and issues in the daily course of work. Thus, it is the responsibility of the managers and the supervisors to have the expertise of solving the organizational issues and conflict. Training program is also important in this case also in equipping them in facing the challenges.
Leadership and upper level managers will implement various employee welfare policies and ethical principles to be followed (Waller and Moten 2012). However, it is the responsibilities of the managers and supervisors to effectively implement the policies in the workplace and motivate the employees in increasing their level of performance. Thus, in order to effectively performing these aspects, managers should have the proper training of how to motivate the employees. This is another importance of the training program in the organizations. In the case of the coffee shop, customer satisfaction is one of the key criteria to determine the effectiveness of the business (Jahanshani et al. 2014). It is the employees of the organization who will determine the level of the effectiveness in the business. However, it is the managers who will determine the level of job satisfaction and involvement of the employees in the business. Training program enable them in having the skill of motivating the employees.
In the contemporary business organizations, majority of the job are being accomplished by team work. Thus, it is the responsibility of the managers and supervisors to effectively maintain the consensus in the team and managing the team members to avoid any types of conflicts (Belbin 2012). For this reason, training program is important to enhance the team building and team management skill of the managers. Performance and time management are the two important skills of the managers that are quite essential for the contemporary business organizations. It is being provided and enhanced with the help of the training programs for the managers and supervisors. In the current business scenario, managers and supervisors have to manage several responsibilities at a single time. Thus, it is important for them to effectively manage their time in performing diversified tasks as well as enabling the employees in their time management (Rapp, Bachrach and Rapp 2013). Thus it can be said that, training program are being initiated as a form of empowerment of the managers and supervisors (Goetsch and Davis 2014). They are being equipped and empowered in facing the organizational challenges in their course of work. Moreover, their expertises are being enhanced in diversified sectors.
Law, legislations and legal aspects regarding the organizations and employees are the key aspects that should be known to the managers and supervisors. Due to the fact that they are directly dealing with the employees. Thus, they should be aware about the existing legislations associated with the employee management (Hood, Hardy and Simpson 2016). It will help them to manage the employees accordingly and prevent unnecessary legal issues. Moreover, awareness about the organizational rules and regulations will enable them to maintain the organizational environment accordingly. In the course of the training program, managers should be properly trained regarding these aspects.
Global organizations such as Toyota have to maintain the updated database for the employee related rules and legislations in different countries. Different countries have different legislations regarding the employee management and organizations. Thus, being a global player, Toyota has to adhere with all the diversified legislations. Now, it is not possible to look after all the legislations being followed in all the facilities. Thus, it is important for the middle level managers to have knowledge about the legislations. It helps Toyota in maintaining their employees effectively and resolving their issues at the primary stage.
Awareness about the organizational policies regarding the ethical principles, goals and objectives should be with the managers. They should be properly trained about the role of the organization in the industry and the benchmarks which they have to follow. They should be trained regarding the organizational goals and objectives in order to enable them to perform accordingly (Jerome 2013). It is important for the managers and supervisors to have the knowledge about the goals and objectives along with the vision and mission of the organizations. It will help them to drive and motivate their subordinates accordingly.
Though, leadership skills are more important for the upper level managers, however, middle level managers and other managers should have the characteristics of an ideal leader to some extent (Schoemaker, Krupp and Howland 2013). Thus, leadership training should be given to them in order to enhance their leadership skills. It is important because, there is a thin line of difference between the managers and leaders. It is been seen that managers having leadership qualities are gaining more from their employees as well as the performance of the employees are positivity impacted. Leaders tend to motivate the employees in accomplishment of the task; on the other hand, managers are mainly job oriented where they are bothered only with the task accomplishment without having followed the employee aspect (Bhatti et al. 2012). Thus, managers should be given the leadership training in order to induct the leadership qualities on them. It will help them in applying these qualities in effective management of the employees.
The most important aspect for effective management is communication. In the present state of affairs, effective communication plays an important role in enhancing the organizational culture. Effective communication between the employees and the managerial levels is important to have the ideal organizational environment. It also helps in communicating the responsibilities of the employees more effectively. In addition, managers are being able gather information regarding the suggestions and opinions from the employees. Thus, a two way communication channel should be implemented (Shockley-Zalabak 2014). Thus, from the perspective of the managers and supervisors, it is their responsibilities to implement effective communication channel with their subordinates along with maintaining relations with the employees. Hence, communication training should be given to the managers and supervisors in order to enable them to promote soft skills and communication skills (Zhang 2012). This will help them to connect with their subordinates more effectively.
It is important for the employees to have the knowledge about the customer requirement and expectation in the service industry such as, coffee shop. However, managers and supervisors should also have the knowledge about the customer requirement (Gharakhani and Eslami 2012). It will help them to initiate proper strategies with the change in the taste and preference pattern of the customers and drive their employees accordingly. Thus, training should be given to them in determining the requirement of the customers and applying strategies accordingly. Eventually the organization will be benefited by having the suitable strategies according to the changing market scenario.
In the fast moving consumer goods category, Unilever is one of the most prominent players operating around the world. They are known for their effectiveness in determining the customer requirement and introducing related products in the market. It is due to the reason that they have ideal marketing research techniques as well as the managers and supervisors who have the knowledge about the market requirement. They drive their employees accordingly.
Training regarding the tactical management should be given to the managers and supervisors in order to enable them in maintaining the human resource in the organization. It is true that human resource management is being managed by the human resource executives (Hendry 2012). However, managers and supervisors should have the knowledge about the human resource policies to a certain extent. It will help them in stress management of the employees and initiating safe and secure working environment in the organization. Moreover, employees will be more motivated and engaged in their workplace if the managers and supervisors are being aware about managing the human resources. Thus, it is important for the mangers to have the training about the tactical management.
Training should be given to the employees regarding planning and organizing. It is the responsibilities of the middle level managers and supervisors to have the knowledge of planning and organizing the different aspects in the organization (Aubry 2014). It will help them to effectively plan and organize any strategies on the short notice without being waited for the issuance from the upper level managers. Thus, this training should also be provided to the managers.
In the present business scenario, technology holds an important part in maintaining the competitive advantage of the organization. Thus, managers and supervisors should have the knowledge about the technologies being used in the organization. It will help them to guide their subordinates about the effectiveness of the technologies and motivate them in more effective use. Therefore, the training regarding the use of technologies should be provided to the managers and supervisors. It will eventually help the employees in having the guidance about the effective use of technologies in their course of work (Ford 2014). Managers being having the knowledge about the technologies will have the idea about the recent change in technologies in the industry and can amend accordingly.
Customer relationship management is also an important tool in the service industry. It helps in determining and increasing the rate of customer satisfaction for the organizations. There are separate executives being employed in the organization to look after the customer relationship management (Wang and Feng 2012). However, the managers and supervisors should also have the knowledge about the concept in order to determine its effectiveness and applicability. He can have suggested potential rectification and amendments due to the reason that he will have the access of all other aspects in the organization. Thus, the managers and supervisors are the most effective ones when it comes to align the customer relationship management with other aspects of the organization. Hence, the training related to customer relationship management should be given to the managers and supervisors.
Safety training is also required for the managers. It is true that safety rules and regulations are more concerned with the employees who are doing the job in field. However, managers and supervisors should have the knowledge of the safety norms being applied in the organizations (Nadler and Nadler 2012). It will help them to compare their standards with that of the industry benchmarks and amending accordingly. Moreover, in the case of emergency, managers and supervisors will be the ones who will lead their subordinates. Thus, they should have the knowledge of the safety norms in the organization.
Evaluation of the training programs is as important as the implementation of the training policies. Evaluation will help to identify the gap or issue in the implemented training program which will enable the organizations to rectify it accordingly. Thus, the modified version of the training programs will be more effective and efficient. The various evaluation processes of the training programs will be discussed in the following part.
Financial data of the organizations portrays the organizational performance. Thus, evaluation of the financial data before and after the implementation of the training programs should be taken in to consideration (Basarab and Root 2012). If it is seen that the organizational performance is being raised then the effectiveness of the training program will be proved. It will help to determine the effectiveness of the training programs. Negative growth after the evaluation will convey the issues with the training and vice versa.
Employee feedback management will also help in determining the effectiveness of the training program. The mangers and the supervisors are being trained to manage their subordinates more effectively (Minoja 2012). Hence, if the employee feedback is not favorable about their managers and the organizational cultures then it is to be concluded that the training program is not providing the desired outcome. On the other hand, if it is been seen that employee performance is being enhanced along with positive feedback from them and it can be conclude that training program is having positive impact on the managers and supervisors.
Customer feedback management can also be used to determine the effectiveness of the training program (Minoja 2012). The relationship between the customers and the managers is on a chain basis. It is due to the reason that customer satisfaction level will get increased if they are provided better and effective service. Moreover, the service will be more effective if the employees are motivated and satisfied with their respective job roles. Now, the responsibilities of the managers and supervisors are to enhance the level of motivation among their employees. Thus, if the customer feedback is negative, then is can be assumed that they customer service are not being effectively provided, which denotes that managers and supervisors cannot able to manage their employees. Hence, training programs should be modified accordingly.
Trainee feedback is also an effective tool for evaluation of the effectiveness of the training program (Minoja 2012). Trainees are being referred to the managers and supervisors who are given training. Their feedback is also important in evaluation of the programs. They will have the most authentic and practical feedback regarding the training programs. Thus, identification of the issues will be more accurate if the information can be gathered from the trainees.
Middle level management is one of the most important aspect for running a team smoothly and achieving organizational success, it is, therefore, very important to develop a proper leadership style for the middle level managers or the supervisors (Trapp 2014). These people help to establish a relation between the top management team and the lower level managers. The middle managers occupy the central position in the hierarchical tree of any organization. They work as the subordinates of the senior management team but they are lower than the lower level operations employees. The middle managers take orders from the top level managers and implement them so that the organization can function better (Trapp 2014). They also provide guidance to the lower level employees so that they act as the mentors for the teams and provide them with proper advice to gain the organizational sustainability (Thomas and Lamm 2012).
In this part of the paper, different leadership styles have to be discussed for the real organizations in the light of the middle level managers and how they have to be properly implemented on them (Giltinane 2013). Leadership styles are the stepping stones for the managers to take the organizations towards success and this is the preliminary demand for the organizational success (Díez-Martín, Prado-Roman and Blanco-González 2013).
Autocratic leadership
This kind of leadership concentrates on the fact that the leaders or the managers take all the decisions by themselves. They do not consult with anyone in this process. In this process, the managers hold the supreme authority and impose their will on the employees forcibly (Rast, Hogg and Giessner 2013). No one else has the audacity or courage to challenge the decision of the employees. This form of leadership can be every effective sometimes when the employees need close supervision to complete the tasks they are assigned with. However, a negative impact can be felt among the creative employees. If the middle managers try to implement their decisions authoritatively on the employees, this can have a negative impact on the minds of the employees and therefore lead them to lose their confidence (Rast, Hogg and Giessner 2013). They may also lose the faith on their leaders if the middle managers are trained in this way to impose their will on the lower level employees. This may also ruin the reputation of the middle managers in the organizations.
Participative leadership
This kind of leadership is also called the democratic leadership style. The participative leadership style demands for the input of other employees (Buble, Juras and Mati? 2014). This is considered as one of the most effective leadership styles in the real organizations. They tend to consult with the employees and peers for their suggestions and recommendations. The leader himself participates in the process of consultation but the final decision making power is on the leader himself (Buble, Juras and Mati? 2014). If the supervisors or the middle managers can practice this leadership styles, they can get inputs from the other employees within the organization. This will be helpful for them to provide their own views and ideas about the topic. They may come up with better solutions that can be implemented in the organizations to have better results. The supervisor will cumulate all the suggestions from the employees and then take the final decision by judging the usefulness of those decisions (Buble, Juras and Mati? 2014).
Transactional leadership
Another kind of leadership style that can be implemented in the real world organization is the transactional leadership style. In this sort of leadership, managers use the reward or punishment method for evaluating the performance of the employees. In short, this is the performance based management style (Chaudhry and Javed 2012). The managers either give rewards or inflict punishment on the employees based on their performance and contribution towards the growth of their organization. This measurement of the performance depends on the way how the tasks given to them have been performed. The managers and the teams have to set their objectives together to work on the same page. The employees follow the decision of the management and achieve those objectives (Chaudhry and Javed 2012). If the middle managers or the supervisors follow this kind of leadership style, they must coordinate between themselves and the employees. The middle managers must possess the powers to rectify the mistakes of the employees or train them properly. This style helps to meet the challenges when an organization needs to take some measures in a short-term period (Chaudhry and Javed 2012). The supervisors can apply this as it will be helpful to set up coordination between them and the employees. This will also help them to meet the challenges that arise in the organization for failing to achieve the targets.
Transformational leadership
The transformational leadership style is one of the main components of leading the organization towards success. This style requires high level communication between the employees and the top level management (García-Morales, Jiménez-Barrionuevo and Gutiérrez-Gutiérrez 2012). The top level managers motivate their subordinates i.e. the middle managers and the middle managers motivate their subordinates to achieve the objectives of the organization. The leaders or the managers give tasks to the employees and they finish it within the given time. If the supervisors or the middle managers follow this style, they will gain the skills for motivating the employees which in turn will benefit their skill development in the future (García-Morales, Jiménez-Barrionuevo and Gutiérrez-Gutiérrez 2012). The employees will benefit as well and this will result in organizational excellence (Goetsch and Davis 2014).
In this next phase of discussion, the topic is the implementation of the leadership styles in the real world organizations has to be discussed. In the retail industry, the autocratic kind of leadership style was followed intensively in a certain organization. The result of this was the employees began to protest against such kind of leadership. The middle managers of the organization began to almost torture and harass the employees on regular basis psychologically by assigning to them certain amount of targets that were practically unachievable. This had led to more resignations and terminations within the organization. This reflected in the organization’s productivity. Then, the directors decided to change the kind of leadership style and shifted to democratic or participative leadership style. From then on, the employees have been able to communicate with the authority and yield good productions for the organization.
Time management is indeed a very important element for the managers and they need to improve it every time as the fact of achieving the goals within a proper time (Whetten and Cameron 2014). Some of the ways in which the middle managers can improve their time management are:-
Organizing the to-do list properly
The middle managers must organize their to-do things properly and on perfect time. They should maintain a notepad with them all the time so that they can note down all the important things that occur to them as handy on particular times (Buller and McEvoy 2012). Then, they have to categorize their to-do things and follow up on them at regular intervals. The supervisors should give proper time for the each task being assigned and check them off properly. They should pay attention to their other responsibilities as well.
Focus on one type of action at a time
When a supervisor or the middle manager makes all types of things together like making phone calls, answering to emails, writing proposals, it is not at all productive as much is expected (March 2013). They should always do one type of task first like making all the phone calls one by one, completing them they should switch their gears to write proposals and then finally answer the emails. This will increase their productivity and improve their time management skills. This way they can save their time as well.
Elimination of distractions
The middle managers need to respond to the crisis that arise in the organization and answer to the queries of the subordinates within the fixed time (March 2013). The employees of the lower designation seek the help of the managers so that they can solve the problems. They also should not hesitate to allot time for themselves and they can block the time using voice mail, turning off email notifications and instant messaging options (March 2013). They also try to stay off from social networks when they can solve their work problems.
Plan for and take breaks
The middle managers or the supervisors must also allot some time for themselves to relax and chill themselves at a certain time of a day (Ambrus, Baranovskyi and Kolb 2015). This is because if they get involved in work all through, their creativity level and production rate may fall because of tiredness. This will actually help them to recharge themselves and get back to work in a refreshed mood. They do not need to handle all the tasks as it comes to the. Rather they should save time to do the bigger tasks after completing small things instantly (Ambrus, Baranovskyi and Kolb 2015).
Communicate
If the supervisors are focusing on time management, they can let the part of communication slide a bit. They should always ask themselves if they are utilizing the time properly by doing just things (Ambrus, Baranovskyi and Kolb 2015). If the supervisors feel that they are not doing the best use of time, they can shift their work to something else that is more important. They can record your thoughts on their minds, conversations with the employees and activities in the office so that they can assess how much time they spent on each task. They should also learn to schedule their time to communicate with others on tasks with high priority (Ambrus, Baranovskyi and Kolb 2015).
In the same organization, another problem arose that the middle managers were completely disorganized in terms of communicating with their seniors and guiding their subordinates. They did not follow any certain routine for assigning the tasks to the subordinate employees and look to how productive the employees are. They did not jot down anything and did not even bother use their notepads. Thus, the productivity of the organization began to decrease and the profits were lower than before. The performance of the employees was not measured properly. These issues led to the change in the working styles of the middle managers and their time management. They began to use notepads, record the performance of the employees, measure the level of profit and then communicate those figures and facts to the senior management. They also helped in ending any dispute between the employees by communicating that to the senior management.
An effective and prioritized delegation management style can benefit the managers, the employees and the organization as a whole. The most important benefit for this is the better quality of work within the organization (Williams 2013). In the delegation management, the tasks are allocated to the employees who are aware about the products and the services. Employees may be able to do a better job because they can feel a personal accountability with the work and the responsibility is on the individual who has made the delegation. The managers who are engaged in this also receive some personal benefits (Williams 2013). The effects of applying delegation management by the middle managers can be discussed in the following manner:-
Allowing employees to take part in the delegation process
The middle managers should be able to find the employees who are committed to their assignments and therefore are designed for success. The managers should give the employees full permission as to when and how they can complete their assigned tasks. Participation of the employees should be able to communicate with the supervisors (Young 2013).
Specification of standards
The middle managers should be able to specify the standards of the work for the employees. They should consider the limitations of the subordinate employees by gathering the information and making a decision. Before the act of delegation is committed, the supervisors or the middle managers should be able to discuss and negotiate about the task with the employees before they accept them (Young 2013).
Authority and balance responsibility
One of the errors the supervisors make to implement delegation management is to delegate the work but do not match the responsibilities with the freedom and authoritative implementation of the subject (May 2013). Middle managers can also avoid this problem by discussing the whole issue with the employees before delegating the work. The middle managers can also ask the employees about what kind of resources they need to complete the task and then permit them to secure those resources to complete the task (May 2013).
Consistent delegation
Another implementation of delegation management comes when the supervisors or the middle managers can delegate their work in times of extra work and stress. This is a signal that the employees are used by the managers for their own benefits (Ambrus, Baranovskyi and Kolb 2015). The supervisors can also delegate the work to develop the skills and build a pool of talent.
Focus on results
The supervisors and the middle managers should review and evaluate the results of the assignment. The middle managers should not supervise the employees too much closely because this action may cause frustration in them (Ambrus, Baranovskyi and Kolb 2015). The middle managers should ensure the process and the result of the delegation is consistent with the organizational objectives.
Upward delegation
When the supervisors delegate the work, they make the workers more skilled. The process of upward delegation starts when the employees ask to the middle managers for help or assistance in solving the problem about any task (Ambrus, Baranovskyi and Kolb 2015). The middle managers can have efficient delegation measures by which they can become sincere managers in the organizations. Thus, the delegation management can be attributed to the middle managers (Ambrus, Baranovskyi and Kolb 2015).
The middle management did not implement the proper delegation management methods to improve the quality of the employees and increase the productivity. Whatever, they did was for their own benefit. Thus, the performance level of the employees began to drop off. They did not focus on the results. They used to focus on consistent delegation. They began to implement the fact that the employees must participate in the delegation process of the organization. The authority began to specify the standards to improve the quality of the employees through special training and performance management. They began to focus on results and this improved their productivity level to multiple times than the previous times.
Conclusion
Having discussed about the training programs to be given to the managers and supervisors, it can be concluded that training should be designed according the organizational objectives. Proper and effective training helps to equip the managers and supervisors in facing organizational challenges. The paper can be concluded in the way that the training for the delegation management and time management for the supervisors and the middle managers is very important. The leadership styles that are important and effective for the organizational success must be followed by the middle managers and the supervisors. This way, they will be able to communicate with their seniors properly by following their instructions and then passing it on to their subordinates by guiding them properly. The impact of the proper leadership style will benefit in the skill development of the middle managers as well as the success of the organization.
References
Ambrus, A., Baranovskyi, V. and Kolb, A., 2015. A delegation-based theory of expertise.
Aubry, M., 2014. Planning and Organizing. Advancing Human Resource Project Management, pp.178-205.
Ayab, T.S.A., 2017. Effective communication in business. Journal of Modern Languages, 9(1), pp.105-109. Ayab, T.S.A., 2017. Effective communication in business. Journal of Modern Languages, 9(1), pp.105-109.
Basarab Sr, D.J. and Root, D.K., 2012. The training evaluation process: A practical approach to evaluating corporate training programs (Vol. 33). Springer Science & Business Media.
Belbin, R.M., 2012. Team roles at work. Routledge.
Bhatti, N., Maitlo, G.M., Shaikh, N., Hashmi, M.A. and Shaikh, F.M., 2012. The impact of autocratic and democratic leadership style on job satisfaction. International Business Research, 5(2), p.192.
Buble, M., Juras, A. and Mati?, I., 2014. The relationship between managers’ leadership styles and motivation. Management: journal of contemporary management issues, 19(1), pp.161-193.
Buller, P.F. and McEvoy, G.M., 2012. Strategy, human resource management and performance: Sharpening line of sight. Human resource management review, 22(1), pp.43-56.
Chaudhry, A.Q. and Javed, H., 2012. Impact of transactional and laissez faire leadership style on motivation. International Journal of Business and Social Science, 3(7).
Díez-Martín, F., Prado-Roman, C. and Blanco-González, A., 2013. Beyond legitimacy: legitimacy types and organizational success. Management Decision, 51(10), pp.1954-1969.
Elnaga, A. and Imran, A., 2013. The effect of training on employee performance. European Journal of Business and Management, 5(4), pp.137-147.
Ferreira, R.R. and Abbad, G., 2013. Training needs assessment: Where we are and where we should go. BAR-Brazilian Administration Review, 10(1), pp.77-99.
Ford, J.K., 2014. Improving training effectiveness in work organizations. Psychology Press.
García-Morales, V.J., Jiménez-Barrionuevo, M.M. and Gutiérrez-Gutiérrez, L., 2012. Transformational leadership influence on organizational performance through organizational learning and innovation. Journal of business research, 65(7), pp.1040-1050.
Gharakhani, D. and Eslami, J., 2012. Determining customer needs priorities for improving service quality using QFD. International Journal of Economics and Management Sciences, 1(6), pp.21-28.
Giltinane, C.L., 2013. Leadership styles and theories. Nursing Standard, 27(41), pp.35-39.
Goetsch, D.L. and Davis, S.B., 2014. Quality management for organizational excellence. Upper Saddle River, NJ: pearson.
Goetsch, D.L. and Davis, S.B., 2014. Quality management for organizational excellence. Upper Saddle River, NJ: pearson.
Hendry, C., 2012. Human resource management. Routledge.
Hood, J., Hardy Jr, B. and Simpson, L., 2016. Workers’ compensation and employee protection laws in a nutshell. West Academic.
Jackson, T.W. and van den Hooff, B., 2012. Understanding the factors that effect information overload and miscommunication within the workplace. Journal of Emerging Trends in Computing and Information Sciences, 3(8), pp.1240-1252.
Jahanshani, A.A., Hajizadeh, G.M.A., Mirdhamadi, S.A., Nawaser, K. and Khaksar, S.M.S., 2014. Study the effects of customer service and product quality on customer satisfaction and loyalty.
Jerome, N., 2013. Application of the Maslow’s hierarchy of need theory; impacts and implications on organizational culture, human resource and employee’s performance. International Journal of Business and Management Invention, 2(3), pp.39-45.
Lillard, L.A. and Tan, H.W., 2012. Private sector training: who gets it and what are its effects?. In 35th Anniversary Retrospective (pp. 247-308). Emerald Group Publishing Limited.
March, J.G. ed., 2013. Handbook of Organizations (RLE: Organizations)(Vol. 20). Routledge.
May, T., 2013. Autonomy, authority and moral responsibility (Vol. 33). Springer Science & Business Media.
Minoja, M., 2012. Stakeholder management theory, firm strategy, and ambidexterity. Journal of Business Ethics, 109(1), pp.67-82.
Nadler, Z. and Nadler, L., 2012. Designing training programs. Routledge.
Phillips, J.J., 2012. Return on investment in training and performance improvement programs. Routledge.
Rapp, A.A., Bachrach, D.G. and Rapp, T.L., 2013. The influence of time management skill on the curvilinear relationship between organizational citizenship behavior and task performance. Journal of Applied Psychology, 98(4), p.668.
Rast III, D.E., Hogg, M.A. and Giessner, S.R., 2013. Self-uncertainty and support for autocratic leadership. Self and Identity, 12(6), pp.635-649.
Schoemaker, P.J., Krupp, S. and Howland, S., 2013. Strategic leadership: The essential skills. Harvard business review, 91(1), pp.131-134.
Shockley-Zalabak, P., 2014. Fundamentals of organizational communication. Pearson.
Thomas, T.E. and Lamm, E., 2012. Legitimacy and organizational sustainability. Journal of business ethics, 110(2), pp.191-203.
Trapp, M., 2014. Introduction. In Realizing Business Model Innovation (pp. 1-10). Springer Fachmedien Wiesbaden.
Waller, S.N. and Moten, L.P., 2012. Employee wellness programs. The encyclopedia of human resource management: Short entries, pp.174-179.
Wang, Y. and Feng, H., 2012. Customer relationship management capabilities: Measurement, antecedents and consequences. Management Decision, 50(1), pp.115-129.
Whetten, D. and Cameron, K., 2014. Developing Management Skills: Global Edition. Pearson Higher Ed.
Williams, C., 2013. Principles of management. South-Western Cengage Learning.
Young, T.L., 2013. Successful project management (Vol. 52). Kogan Page Publishers.
Zhang, A., 2012. Peer assessment of soft skills and hard skills. Journal of Information Technology Education: Research, 11(1), pp.155-168
Essay Writing Service Features
Our Experience
No matter how complex your assignment is, we can find the right professional for your specific task. Contact Essay is an essay writing company that hires only the smartest minds to help you with your projects. Our expertise allows us to provide students with high-quality academic writing, editing & proofreading services.
Free Features
Free revision policy
$10Free bibliography & reference
$8Free title page
$8Free formatting
$8How Our Essay Writing Service Works
First, you will need to complete an order form. It's not difficult but, in case there is anything you find not to be clear, you may always call us so that we can guide you through it. On the order form, you will need to include some basic information concerning your order: subject, topic, number of pages, etc. We also encourage our clients to upload any relevant information or sources that will help.
Complete the order form
Once we have all the information and instructions that we need, we select the most suitable writer for your assignment. While everything seems to be clear, the writer, who has complete knowledge of the subject, may need clarification from you. It is at that point that you would receive a call or email from us.
Writer’s assignment
As soon as the writer has finished, it will be delivered both to the website and to your email address so that you will not miss it. If your deadline is close at hand, we will place a call to you to make sure that you receive the paper on time.
Completing the order and download