| Introduction | | | | Appreciation and reprimanding |
| Supervisory role can be defined as the administrative, | | | | Morale is build through rewarding for good |
| skillful, and technical strategies that a supervisor applies | | | | performance. Underperformance and bad ethical |
| to obtain maximum production capacity from the | | | | conducts should be addressed with caution. A |
| workers. The level of supervisors experience, | | | | supervisor who loudly and openly corrects mistakes of |
| administrative skills, and team building capacities | | | | a subordinate earns disrespect. It is advisable to |
| determine conflicts within the employees. Supervisors' | | | | congratulate instantaneous and openly but reprimand in |
| lack of skills and leadership qualities result to employee | | | | private. Reprimanding openly can be irritating to the |
| conflicts and thus increased employee's turnovers. The | | | | employees and can result to underperformance. |
| rate of employee turnovers can be controlled through | | | | Delegating appropriately |
| embracing supervisors formal academic training, on job | | | | A supervisor should be able to identify team leaders |
| training, appreciation of hard work, delegating | | | | who can carry out supervisor's functions. They should |
| appropriately, and carrying out proper supervisors | | | | have similar qualities as the supervisors. Team leaders |
| recruitment. | | | | usually mobilize their colleagues to increase production. |
| Formal training | | | | They also offer work related advices to fellow |
| The basis of a competent worker is highly associated | | | | workmates hence problem solving. Team leaders will |
| with the level of formal training undertaken. The training | | | | influence most of the decisions that the workers make |
| should have skillful and technical knowledge, | | | | and a good team leader will help in sound decisions |
| leaderships and administrative skills. A supervisor | | | | and problem solving. |
| should be able to perform the tasks undertaken by the | | | | Recruitment |
| subordinates and at the same time be able to have | | | | Experience improves working techniques and skills. |
| special qualities of team building, leadership and | | | | Exposure to a work place enhances supervisor's |
| authority to lead others. A company can organize for | | | | problem solving, increases skillfulness, creates |
| short course training for the supervisors to equip them | | | | confidence, and develops decision making techniques. |
| with specific supervisory and technical skills. | | | | These qualities vested upon the supervisor results to |
| Supervisor Re-engineering | | | | decreased conflicts of interest at the workplace. |
| On job training can be undertaken to 'sharpen' the | | | | When a company is recruiting supervisors it should |
| technical and leadership skills of the supervisors. | | | | search for experienced and proper trained candidates. |
| Usually these training are tailored to boosts areas of | | | | Most employee turnover is brought by arising conflicts |
| weakness showed by the staff. Problem solving | | | | between the management or employer and the |
| techniques, decision making skills and leadership skills | | | | workers. A supervisor can be used as a link between |
| are enhanced. This improves the performance of | | | | the staff and the management in solving conflicts. If |
| employees as new skills are passed on from the | | | | these points are applied in the supervisory level, |
| supervisor to the employees. These subordinates are | | | | employee resignation, termination of employment and |
| more confident in their work. | | | | legal disputes would be minimized considerably. |