Welcome aboard
Guiding Factors: Participate & Learn Check need & modify
Insight into Self Behavior
Branch & leaves Visible from distance / Fast Changing
Visible from Distance / Fast Changing
I Attitude Visible if we go Close / Slow Changing
Thoughts Invisible / Very Slow Changing
Influenced from Environment
Trunk
Visible if we go Close / Slow Changing
ROOT
Invisible / Very slow Changing
Harmonize External & Internal Self Behavior
I
Attitude
Higher the Gap More the Stress
Thoughts
Frenemy Convert : Activity
( External )
The story of the eagle‌
( Internal )
NPN Productivity
Oprecy Profitability
Effectiveness Avoid waste/Practice austerity
As Supervisor: Make People “Do their Best� Maintain Maintain a team team of people, people, as in-charge in-charge of your team members activities. Assign tasks to your people and ensure ensure that that work gets done in time time as per the schedule. schedule.
Gives instructions and/or orders to subordinates.
Track every team member’s work to get desired result result ensuring their safety, security & health. health.
Use vested power & authority to: At the end of the day, make your your people report to you the work done on that particular particular day. day.
Be held responsible for the work & actions of other employees.
As Supervisor: Remain Productive… Task of Supervisor is to Achieve the Functional Goals. Supervisors Must Understand the policies of Top Mgt. & Follow them.
But at times We: Strive to achieve our Goals in isolation & become Counter-Productive. This creates Functional-Myopia. At times We also start Acting Cross-Purposes.
To Succeed as Supervisor: Execute Well… Is the Art of “Getting things Done” . Is the Science: Inputs=> Processes=> out puts Is the Bridge: “Promises & Results”-“Walk the Talk” Is all about: Make it Happen over Let it Happen. Know your Job as well as your People. Be realistic & conduct checks periodically. Reward & Reprimand performance not people.
As Supervisor: Display following qualities‌ Sr. No
Knowledge
Skill
Attitude
Behavior
1
Informed about his Job
Skilled in Convincing
Prompt
Ethical
2
Informed about his Unit.
Good at Arithmetic
Attentive to details
Determined & Passionate
3
Informed about the Industry
Good listener
Hard Working
Empathetic
4
Well Prepared for Tasks.
Asks Right Questions
Tenacious
Emotionally Stable
Knows how to Succeed.
Creative
Curious
Resourceful
5
(Tough)
6
Quick thinker
Confident & Self- Motivated
7
Builds (+) IPE
Takes Risks
As Supervisor: Must know following labor laws Sr. No
Statute
Objective
Salient Points
1
Factories Act
Stipulate guidelines to set up and run a factory with basic compliance levels.
Hours of work, Safety, Health, Hygiene, Leave, Extra work, Basic Amenities etc.
2
Industrial Disputes Act How to handle disputes Tips to handle disputes between parties & compliances needed
3
Industrial Employment Standing Orders Act
4
Acts for Social Security EPF, WC Act, Payment Making provisions for of Gratuity Act. compensations & retrial & Retirement benefits. benefits.
Offer uniform Terms of Model Standing orders Employment regulate: Do’s & Don’t.
As Supervisor: Must Maintain Discipline... Discipline is Orderly behavior under control/command Poor discipline reflects Omissions & Commissions Good Discipline is: A must to smoothly run the business & its prosperity. Focused towards “an act” not “against the person”. Based on “Fair & Firm” approach. Disciplined employees are “not the creation of GOD” but are the fruits of efforts of dedicated Supervisors
As Supervisor: Must Curb Indiscipline... Indiscipline is a behavior of a person who does: With understanding and intention. With knowledge of doing something wrong. Does thing recklessly not bothering about its results. It is a violation of a definitive law or doing a forbidden act. Anticipate & Address irritants to avoid Indiscipline. Develop network to “observe occurrence=> investigate=> report for action”. To maintain discipline follow “Red Hot Stove Theory”. It provides Warning, Impact is Immediate, Consistent & Impersonal.
Common Misconducts & remedial actions Sr. No O / C
Misconduct
1
O/C
Breach or habitual breach of any of the provision provided in the terms of employment/ rules framed/instructions/orders issued by the management from time to time and are in force.
2
O
Carelessness in operation and maintenance of handling the company’s property.
3
C
Leaving place of work/ duty without permission
4
C
Slowing down of work or sabotage or instigation thereof.
5
C
Refusal to work to an assigned job/lawful instructions.
6
C
Participation in illegal strike/work stoppages/interruptions.
7
C
Drunkenness, fights or indecent behavior within IRC premises.
8
C
Sleeping while on duty.
9
C
Taking bribe or illegal gratification either cash or kind whatsoever or indulging in corrupt practices.
Common Misconducts & remedial actions Sr. No O / C
Misconduct
10
O/C
Causing damage to work in progress or to any property of the company.
11
C
Collecting signatures/money from others/ holding meetings/shouting slogans/creating undue pressure for any specific demand.
12
C
Refusal to accept any official communication (charge sheet / show cause notice) being issued by the company, not acknowledging the same and not responding to the same within stipulated time.
13
C
Spreading rumors or giving false information or making defamatory statements verbally or in writing.
14
C
Habitually not punctual for duties & loitering during working hours.
15
O/C
Violating the guidelines issued for appropriate behavior at township place.
16
O/C
Breach of any law of the land and involvement directly or indirectly, in any illegal activity punishable under the applicable statutes of the place.
17
O/C
Non compliance of the applicable provisions related to safety and operating procedures at plant and township.
18
O/C
Disrespectful behavior towards seniors, visitors, dignitaries, family members of colleagues etc. causing harm to the reputation of the company.
Common Misconducts & remedial actions Sr. No O / C
Misconduct
19
O/C
Misuse of resources provided by the company for effective discharge of duties
20
C
Non participation/cooperation during emergency /crisis/important situations.
21
C
Undertaking unauthorized / for personal benefit, any monetary/commercial transactions at place of work.
22
O/C
Holding, possessing or keeping under possession any unauthorized contraband goods.
23
C
Use of or remaining under influence of alcohol /narcotic drugs while on duty.
24
C
Tampering with official information, systems and processes instituted from time to time without permission.
25
C
Suppression of material information, or providing tampered/distorted/incomplete information to the superiors/company.
26
O/C
Any other act subversive of discipline.
As Supervisor be “Fair & Firm” in handling indiscipline Remember “PNJ”- No body can be punished unheard.
Different way of seeing things
Activate network to get occurrence noticed reported. Ascertain the facts & cross verify the reports/complaints. Check which provisions are attracted under the SO Act.
For Young and Aspiring Managers……………
Collect & hold details to substantiate the charges. Don’t be biased and prejudiced against the people and try to settle score. Forward the complaint to respective authority (FM/HR) for necessary action. Be prepared to face cross examination by the delinquent workman. Be courageous & stand-by your own statements.
As Supervisor: To make impact be receiver driven. ď ś Communicate to make People: ď ś Understand, Accept & Act. Avoid Gossip. (A=>B=>C)
Avoid being a Bore. (A=>B=>A)
Conversationalist. (A=>B=>B)
As Supervisor: Make members accept Don’t think that what you see is final. Always be open to listen to other’s stand points also. While you are right others can also be right.
Enjoy The Illusions
As Supervisor: Understand & handle Conflicts When parties having Goal directed behavior & Dependence, find Variance between Expected & Actual behavior, Conflict emerges. Conflict is neither good nor bad, how we handle it sets its nature. Normal areas of Conflict at place of work: Technical (e.g., design, analysis, results interpretation)
Operational (how to do tasks, who is responsible?)
Emotional (ego involvement, hurt feelings)
Political (who should have a say on what? who’s turf it is?)
Competing
Collaborating
Compromising Unassertive
ASSERTIVENESS
Assertive
As supervisor: Handle Conflict & Collaborate
Avoiding
Accommodating
Uncooperative
Cooperative COOPERATIVENESS
Good old lessons in teamwork from an age-old fable The Tortoise And The Hare
To conclude‌ Sr. No
What not to do
How to succeed
1
Ill treat your Self
Mind Management.
Waste Energy: Repetition of Tasks
Seek Role clarity
2
(Follow three step process) (Clarify What, When & How of the task)
3
Waste Skill: Under Performance
Control Dislikes and Ego
4
Waste Time: A=>B=> C=Gossip
Ask questions & listen.
5
Attend Should ignoring Must.
Prioritize well.
6
Give your remote to others.
Manage response (Irrespective of stimulus).
7
Be Counter Productive.
Control Passion
(Practice Collaboration)
It’s Time to say…