Assessment item 3 Case study Length: 2200 words Read the following case study “Don’t mention fun”, and respond to the task below. You must refer to relevant theoretical concepts in answering the question. Case study: Don’t mention fun A librarian, Scott McDonald, is leading a revolution against management gurus, insisting his staff wear uniforms and banning private phone calls and words such as ‘flexitime’ and ‘team spirit’. He sees himself as leading a ‘counter-revolution’ in the workplace by championing a return to traditional values of discipline, hard work and rigid punctuality. Mr McDonald, aged 43, has been Head of the Bibliographic Services Department at Great Western University Library for four years, and he argues that his rediscovery of the puritan approach to management is one of the main reasons why his department has maintained a high performance level. ‘The fact is that work has nothing to do with fun. I began running the department on more traditional principles three years ago and the system has decreased rather than increased the level of stress at work and at home,’ he said. His belief is that fashionable notions such as weekend staff get-togethers, ‘flexible working hours’ and ‘team spirit’ have led to a disastrous erosion of the boundaries between work and private life, which has crippled work efficiency and exploited staff. The female staff all dress in identical tight-fitting blue tailored jackets and skirts, and work at their desktop computers in a large room dominated by a sign which states emphatically, ‘Those who think that good work is only work that is fun do not belong here’. No pictures, posters or calendars are to be seen on the office walls, which are kept bare to prevent staff from being distracted. Departmental ‘rules’ state that uniforms are to be worn at all times, with a rigid 9am to 6pm working day and five-day week, no private telephone calls and no chatting about private matters. It is forbidden to take work home and half-hour lunch breaks are compulsory. Library staff at any level don’t have regular meetings amongst themselves, nor with supervisors, because these kinds of meetings breed unnecessary insurrection, and Mr McDonald asserts that becoming engaged in teams prevents individuals from contributing fully to their own work. ‘When I began in this position, I fell in initially with the so-called “with-it” approach adopted by my predecessor and other Department Heads. This meant that we started work at around morning tea time and some days finished with wine in the office. I ended up working most weekends and half of most nights. Many of my staff joined me in order to keep up with their work. In the end we were all exhausted and ended up with backlogs of work and giving poor service to our internal and external clients,’ Mr McDonald says. He blames, for this ‘laissez-faire’ approach to work, the management gurus of the 1990s such as Matt Weinstein, the American author of Managing To Have Fun. In his book Mr Weinstein states: ‘Are you having fun is a pioneering question that will have to be asked in business. Only when we ask this question can we begin to change the nature of our work.’ Mr Donald cites such ideas as examples of the ‘management twaddle’ that has encouraged employees not to work hard unless they feel that they are having a good time. He is equally dismissive of concepts such as ‘flexitime’ which he says is an excuse to make people work until midnight and at weekends. ‘Team spirit’, he argues, ‘allows employees to think someone else will do it’. His dislike of modern business jargon including ‘deadline’, ‘workflow’ and ‘brainstorming’ has led him to ban the use of such terms in his office and he has set up a system of fines for staff who insist on using them in their work. Task Write a critical evaluation of Scott McDonald’s supervisory style and discuss whether his approach really can create a culture which is conducive to high performance. As part of your discussion, consider the supervisor’s role in communication, motivation, morale and team development. Use examples from the case study to illustrate your response, and use a range of readings to support your discussion. Rationale This assessment task will assess the following learning outcome/s: be able to describe the role of the supervisor, discuss the types of skills needed and explain the supervisor’s areas of responsibility. be able to explain the types of communication, outline the barriers to communication and explore ways of overcoming them. be able to demonstrate that they understand how supervisors motivate and communicate with staff. be able to show that they understand the value of team work in the context of information agencies. have attained skills in the building of teams and developing teamwork. This assignment aims to assess students’ knowledge and understanding of Modules 1 and 3, on supervisory functions and activities, especially communication, motivation, morale, team development and the role of the supervisor. It will also assess their ability to apply that knowledge to the case study. This assessment item relates to learning objectives 4, 5, 6, 7 and 8.

    Supervision and Skill

    Don’t Mention Whimsicality

    Introduction

    Supervision in a afloat environment is a tangled habit that encompasses opposed whimsicalityctions such as administration, skill, serveer barringtress, authoritative harvest and intercomposition of employees. Over the decades, supervision has evolved and has been conceptualized, modification the models of supervision to heed fantastic and past theories of insinuation, employee deficiencys, and to confront the changing curbmal structures (Marc, Makai-Dimeny, & Osvat, 2014). The kinsmenhip betwixt a superintendent and a supervisee is seen as the superexcellent element in the superintendenty role. As Munson (2002) asserts, a happy superintendenty habit abundantly depends on the superintendent. As span evolves, the roles of superintendents and their supervisees are as well-mannered-mannered evolving in conditions of matter, actions, expectations, and patterns. This tractate nucleuses on the plight examine of Scott McDonald, a librarian who embodys the unwritten rendering of supervision. It underscores the skills, roles, and responsibilities of McDonald as a superintendent with a conscious nucleus on elements such as despatch, teamwork, motivation, unarranged other elements that hold employees effecting optimally.

    Supervisory Skills, Roles, and Responsibilities

    Apart from the useful and well-mannered-grounded presumptive inoculation that a superintendent possesses, they demand joined skills. According to Proctor (2008), the requisite skills of a superintendent are quantity-solving skills, despatch skills, commencement skills unarranged others. McDonald identified the deep quantity in his curbm as a whimsicality at product which he believed producted in pennishort deed, gentle power, and pennishort span skill. His mode to solving these quantitys, remotestly, denoted an extremist mode. Banning phones at product, a severe adherence to wearing of a invariable, banning any chances of teamwork, illegalizing native conditions such as brainstorming and productfgentle which in plight an employee used them producted in a choice.

    According to Proctor (2008), a superintendent who embodys potent despatch get enclose the aftercited practices; daily adjunction with employees, recurrent clump and team confrontings, and in-house despatch such as fantasticsletters, optional counselling sessions, and informal despatch during rupture periods. Occasion complete superintendent has the comband-arms of creating a two-habit despatch regularity that suits his/her afloat locate best, McDonald has missed in demonstrateing a competent and healthful despatch environment. As Proctor (2008) asserts, a rupturedown in the despatch regularity is equipollent to the rupturedown of employee’s productivity which in revolve affects the integral afloat environment.

    According to a inquiry examine conducted in Bihor by Marc (2012), employees denoted that a superintendent should support authoritative qualities such as noble despatch skills, getingness to prepare feedback, power to prepare curb, and the getingness to algentle the employees to product quenchedface dignified completesubject on them. In the matter of a team, a superintendent acts as the team director, with the power to adviser, influence, handle, and suffer team members to divulge their defys and their perspective on how to mode a unfailing quantity (Marc C. , 2012).

    Additionally, Peters, Baum, and Stephens (2013) investigate that in union to adequacy and referableice installed on plea, a superintendent deficiencys to integraballot opposed commencement skills depending on the clump dynamics such as self-confidence, caring curb other populace, and the power to inflame assurance and employees’ enlargement.  In our plight, McDonald minimally confronts these qualities. He does referpotent inform the getingness to make a teamproduct environment. Instead, any chances of teamproduct are thwarted, he informs minimal chances of caring encircling what the employees are experiencing and he does referpotent present the employees an opening to direct themselves or well-balanced to prepare their theory.

    The humanization maked by McDonald does referpotent aid interconnectedness at product, camaraderie, or well-balanced motivation. Such a humanization is associated with pennishort employee deed and haughty revolveover reproves. Occasion McDonald views his title of commencement as personal that inflames haughty deed and minimizes wane of span, the movables that such a commencement title has on employees is indirect. According to (Munson, 2002), when such conditions induce, employees cece rolls serve to accrueth a subject McDonald claims to be on the antagonistic. Similarly, Bolboli and Reiche (2014) destill n ess that numerous curbms miss to quenchedlast in the competitive global market ascribpotent to the naturalness of the humanization already in locate. An curbmal humanization is duration-containing in comely the deed and productivity of an curbm. Bolbol and Reiche (2014) exalt asunfailing that most directors support referpotent been potent to demonstreprove an potent curbmal humanization. The humanization annexed by McDonald is personal that which does referpotent inflame potent deed of employees.

    According to Fantasticstrom (2015), any illustrative employee desires a superintendent who elicits optimal deed and at the corresponding span holds employees motivated and energized. Complete superintendent has a opposed title of commencement barring there is a scale estimate that accounts curb whether the superintendenty role is well-mannered-executed. McDonald has been potent to explicitly determined his expectations curb his employees. Occasion he views himself as having accurately dsingle this role, there are numerous flaws on his face. Determinedting quenched his expectations comes with another comband-arms which is creating a vulgar account with the employees. His superintendenty mode is quenchedcorrect authoritarian. He makes his intentions lucid barring misss to secure his supervisee are intent and motivated.

    As previously quenchedlined, feedback is an leading component that arranges proficiency and optimal deed in any authoritative determinedup. According to Fantasticstrom (2015), it’s a mechanism that helps employees to hold employees afloat on their weaknesses. As Fantasticstrom (2015) asserts, employees insufficiency to heed their superintendent suffer them to product ameliorate, or well-balanced esteem them curb quenchedstanding product. Instead, McDonald does referpotent destill n ess any signs of providing feedback to his employees. Instead, the environment he has maked is personal that employees dreads curb his intercourse.

    Finally, McDonald misss to make a particular junction with his supervisees or well-balanced arrange personal unarranged the supervisees. Humans are political living-souls, they deficiency to interact and associate with their superintendent or comrades on a particular roll. McDonald does referpotent arrange an environment where a particular junction can accrue. He has maked a period betwixt product and privy duration and in the habit, he has killed the opening where employees can divide their product duration. As a devotee of severe adherence to span, coercion, and inexplicoperative product, he misss to know that employees are subjected to opposed conditions and priorities. Proctor (2008) denotes that promotive employees handle twain authoritative and particular duration handles to optimized employee deed.

    Best Mode that McDonald Should Annex as a Superintendent

    A superintendent’s role is very leading to the consummation and haughty productivity of an curbm.  Further, superintendents supply to fabric the curbmal humanization which constantly is seen as an type of productivity. Remotestly, when a superintendent mode to product makes an inpotent curbmal humanization, curbmal deed is threatened. The humanization annexed by McDonald denotes uncharacteristic discontentment and makes no margin curb aggression. Remotestly, McDonald can annex a humanization where he expedites his roles and responsibilities as a superintendent occasion at the corresponding span ensuring that his supervisees produce assurance in their product, redeep motivated, and effect optimally.

    Motivating employees is the role of a superintendent or a handler. According to Fantasticstrom (2015), haughtyly motivated employees medium integral their nucleus on achieving inequitoperative curbmal goals. When employees are motivated, they befit past efficient, cintegral in morbid short constantly and support minimal chances of conveying diseased attitudes to their clients or co-workers. Exalt, as pink (2009) assert, motivated employees serve to redeep in their labors longer thus minimizing the revolveover reprove and the accruing absorb of hiring and inoculation employees. Barbuto (2007) categorizes origins of motivation into five clumps which are whimsicality, compensates, view, capacity, and defy.

    As Barbuto (2007) asserts, employees insufficiency to product in a locate where they like what they do. Similarly, a examine dpersonal by Marc (2012) denoted that employees who invent their productlocate referpotent thrilling or whimsicality support a 56 percentage semblance of quitting their labor.   When employees like what they do, they get hanker curb the instant day they go to product integral the span. A superintendent should select referablee of the subjects that excites their employees. McDonald should annex some of these to civilize whimsicality unarranged his supervisees; inventing the jewel compositions curb his employees; assigning complete employees past of what they charity doing and smperfect of what they don’t; make an environment where populace can laugh; pur-pose political well-balancedts curb the employees unarranged others. This origin is a explanation element that McDonald should investigate since he has blatantly ignored this.

    Rewarding employees is another element, occasion coin is seen as the remotest compensate curb most curbms, non-financial compensates support so exhibited haughty rolls of motivation unarranged employees. According to Rahjans (2012), remembrance serves as a amelioreprove motivational delegate than coin. Employees deficiency to be recurrent curb effecting praiseworthy product. Exalt, as Jiang (2010) spreads it, it selects past than a paycheck to hold employees motivated and effecting optimally. McDonald deficiencys to incorporeprove a separate pool of benefits, borrowed motivation, and a healthful humanization to secure that the library retains its nobleest asset: employees (Pink, 2009).

    Teamproduct is deemed to be a explanation to staff harvest and curbms benefits from motivating populace to product in teams (Fakhari, 2016). Using teams to effect a comcomposition is investigateed to be an potent and wholesome mode that helps curbms to accrue. Exalt, it’s a nobleer habit through which skill can be implicit. The deficiency curb teams is driven by the influence of two-of-a-trade, alteration, and harmony. When populace product in teams, they make a vulgar pool of proof, separate skills, and expertise. Exalt, teams are a past potent habit of facilitating flying, elastic, and adaptive responses.

    McDonald deficiencys to know the consequence of teamproduct unarranged his supervisee. According to Jiang (2010), teams are maked to provoke curbms closer to their objectives. These enclose increasing operational efficiencies, implementation of virtue programs, increasing producter productivity unarranged others. As Fantasticstrom (2015) posit, teamproduct is leading in comely the political kinsmen which is requisite in overcoming gentle charge syndrome and wisdom of disengagement. Though McDonald has thwarted the humanization of teamwork, the benefits associated with teamproduct are a infer why he should investigate implementing them. To afford curb his fears, he should select span knowing how to make potent teams, the team habites, how to augment team deed, and the bark of commencement that guarantees optimal team deed. As Edmondson (2012 explains, McDonald has to know that when superintendents expects employees to handles the normal personal roles, it befits inexplicoperative to substantiate the correct capacity, skills and referableice that would be plenteous in a clump determinedting, unshort such conditions diversify.   

    Organizational despatch is seen to be convenient to curbmal curb and peculiar coordination (Rahjans, 2012). Potent despatch is superexcellent to managing tangible employee deed and in motivating employees to effect ameliorate. Despatch is an element to employee advocacy, advisership, curb, employee advice, coaching, directing, and haste of rules and expectations (Guo & Sanchez, 2005). Remotestly, referpotent integral despatch is potent. According to Guo and Sanchez (2005), although handlers and superintendents consume a balballot of their span communicating, referpotent integral despatch is potent and meaningful. Despatch does referpotent barely implicate giving unwritten command or despatching an email to employees.  It implicates twain the patron and holdr substance potent to despatch and hold a intimation and overcoming the barriers to potent despatch.

    As Rahjans (2012) asserts, when employees impress that their superintendent or skill is using potent despatch, they impress motivated to effect amelioreprove and so impresss rejuvenated to pledge in teamwork. Superintendents should spread into investigateations the employees’ attitudes and remuneration in the despatch habit.  Further, as Guo and Sanchez (2005) assert, a healthful kinsmenhip betwixt employees and their superintendents accrue as a product of despatch. McDonald had eliminated any chances of a healthful political and communicative habit. In revolve, coordination, diversify skill, quantity-solving, and decision-making had been broken-down.  

    Internal curbmal despatch is duration-containing in providing notice encircling a labor, creating an potent curbmal humanization, and knowing other employees. According to Ferrin (2016), potent despatch curbms the chassis curb which personals and clumps can know their curbm. Despatch is advantageous in fabric charge, creating a divided unity, celebrating earnments, spurring pledgement, and holding populace motivated.  McDonald should annex a two-habit despatch where employees are recognizeed to direct their impressings, divide their defys, are intent in decision-making, allude-to diversifys or proficiency in the curbm, associate with employees, and pledge in teamwork. Exalt, McDonald should annex a humanization where confident feedback is prepared to employees, and diversify is divulged to employees in an potent behavior.

    Conclusion

    Conclusively, superintendents play an indispenspotent role in the afloat environment. They are the populace who hold the employees effecting in row with the curbmal goals and band-arms. Past leadingly, superintendents effect a requisite role in ensuring optimal deed amid an curbm. To end these, a superintendent deficiencys to earn the correct skills, and so know their roles and responsibilities in row with their commencement composition. McDonald, a librarian at Noble Western University exhibits matchless estimation in harmony to his superintendenty role. Occasion he has handled to deeptain coercion in the productplace, he has missed as a director in motivating his supervisees, fabric teamwork, and has demonstrateed an inpotent curbmal humanization. Remotestly, as recommended, he should annex a past modifiable mode to secure that employees are motivated, redeep intent in their product, and that teamproduct is embodyd. Exalt, he should embody potent despatch which is duration-containing in achieving haughty deed in an curbm.

    References

    Barbuto, J. E. (2007). 77 Habits to Motivate your Producters. NebGuide, 1-4.

    Bolboli, S., & Reiche, M. (2014). Humanization-installed artfulness and implementation of matter distinction. The TQM Journal, 26, 329-347. doi:10.1108/TQM-01-2014-0015

    Fakhari, M. (2016). Kinsmenhip of Curbmal humanization, Teamproduct and Labor remuneration in interauthoritative teams. International Academic Journal of Science and Engineering, 3(3), 110-118.

    Ferrin, S. D. (2016). Potent Productlocate Despatch: Promoting Consummation Through a Humanization of Charge and Belief. Nevada State Conference (pp. 1-41). Society curb Human Reorigin Skill.

    Guo, K. L., & Sanchez, Y. (2005). Worklocate Despatch. Florida: Sage Publications.

    Jiang, X. (2010). How to Motivate Populace Afloat in Teams. International Journal of Matter Skill, 5(10), 223-230.

    Marc, C. (2012). Supervision in Political Product: NGOs in Bihor County. Bulletin of the Transilvania University, 5(54), 173-180.

    Marc, C., Makai-Dimeny, J., & Osvat, C. (2014). The Political Product Superintendent: Skills, Roles, Responsibilities. Bulletin of the Transilvania University of Braşov, 7(56), 221-231.

    Munson, C. E. (2002). Handbook of Clinical Political Product Supervision (3rd ed.). Fantastic York: Haworth Political Product Practice Press.

    Newstrom, J. W. (2015). Organizational Behavior: Human Behavior at Product (14th ed.). Fantastic York: McGraw Hill.

    Peters, L., Baum, J., & Stephens, G. (2013). Superintendent as steward of commencement harvest efforts. Organizational Dynamics, 42(1), 46.

    Pink, D. H. (2009). The Surpising Truth Encircling What Motivates Us. Fantastic York: Riverhead Books.

    Proctor, B. (2008). Clump Supervision a Influence to Creative Practice. (2nd ed.). London: Sage Publications.

    Rahjans, K. (2012). Potent Curbmal Despatch: a Explanation to Employee Motivation and Deed. Interscience Skill Review (IMR), 2(2), 81-86.