How many types of supervision

The supervisor never interferes in the work of the subordinates. In other words, full freedom is given to workers to do their jobs. Subordinates are encouraged to solve their problems themselves. Laissez-faire leadership, also known as delegative leadership, is a type of leadership style in which leaders are hands-off and allow group members to make the decisions. Researchers have found that this is generally the leadership style that leads to the lowest productivity among group members. Benefits of Laissez-Faire supervision Like other leadership styles, the delegative style has both a number of benefits and shortcomings.

Laissez-faire leadership can be effective in situations where group members are highly skilled, motivated and capable of working on their own. Since these group members are experts and have the knowledge and skills to work independently, they are capable of accomplishing tasks with very little guidance.

Because team members are the experts in a particular area, the laissez-faire style allows them to demonstrate their deep knowledge and skill surrounding that particular subject. This autonomy can be freeing to some group members and help them feel more satisfied with their work.

The laissez-faire style can be used in situations where followers have a high-level of passion and intrinsic motivation for their work. While the conventional term for this style is 'laissez- faire' and implies a completely hands-off approach, many leaders still remain open and available to group members for consultation and feedback.

Some people are not good at setting their own deadlines, managing their own projects and solving problems on their own. In such situations, projects can go off-track and deadlines can be missed when team members do not get enough guidance or feedback from leaders. In some situations, the laissez-faire style leads to poorly defined roles within the group. Since team members receive little to no guidance, they might not really be sure about their role within the group and what they are supposed to be doing with their time.

Since the leader seems unconcerned with what is happening, followers sometimes pick up on this and express less care and concern for the project. Some leaders might even take advantage of this style as a way to avoid personal responsibility for the group's failures. When goals are not met, the leader can then blame members of the team for not completing tasks or living up to expectations. If group members are unfamiliar with the task or the process needed to accomplish the task, leaders are better off taking a more hands-on approach.

Eventually, as followers acquire more expertise, leaders might then switch back to a more delegative approach that gives group members more freedom to work independently.

Ideas move freely amongst the group and are discussed openly. Everyone is given a seat at the table, and discussion is relatively free-flowing. What is it? Democratic supervision: Under this type, supervisor acts according to the mutual consent and discussion or in other words he consults subordinates in the process of decision making.

This is also known as participative or consultative supervision. Subordinates are encouraged to give suggestions, take initiative and exercise free judgment. This results in job satisfaction and improved morale of employees.

In these fast moving organizations, every option for improvement has to be considered to keep the group from falling out of date. The democratic supervision style means facilitating the conversation, encouraging people to share their ideas, and then synthesizing all the available information into the best possible decision. The democratic leader must also be able to communicate that decision back to the group to bring unity the plan is chosen.

Democratic leadership style can bring the best out of an experienced and professional team. It capitalizes on their skills and talents by letting them share their views, rather than simply expecting them to conform. If a decision is very complex and broad, it is important to have the different areas of expertise represented and contributing input — this is where democratic leader shines.

When situations change frequently, democratic leadership offers a great deal of flexibility to adapt to better ways of doing things. Unfortunately, it is also somewhat slow to make a decision in this structure, so while it may embrace newer and better methods; it might not do so very quickly.

A serious note of the violation of these rules and regulations is taken by the supervisor. This brings about stability and uniformity in the organization. But in actual practice it has been observed that there are delays and inefficiency in work due to bureaucratic supervision. What is Bureaucratic Supervision? It dates back to the first world rulers, including Genghis Khan and Julius Caesar. In order to govern huge territories, these leaders were forced to create rules, regulations and hierarchies that were easily replicable.

Bureaucratic supervision is based on strict hierarchies and often depends on written job descriptions and organization charts to explain the hierarchy and their relationships.

Bureaucratic supervision: Definition and beliefs Bureaucratic supervision rely on rules and regulations and clearly defined positions within organizations. They tend to be people who are well organized. People in bureaucratic supervision are likely to report only to their immediate supervisor or, in the case of a president or CEO of a company, to the board of directors.

Jossey-Bass, An Imprint of Wiley. Types of Supervisors Essay, 2 Pages. S K Selina Kolls Author. PDF version for only 0. Add to cart. Types of Supervisors Every workday all employees set out to their workplaces. From the different types of leadership styles employed, supervisors can be divided into six categories, these include: Coach- this is one whose major focus is on the employees.

Work Cited Conger, Stuart. Sign in to write a comment. Read the ebook. Vom Agent ohne Auftrag zum entreprene Impact of Work-Study Conflict on Job Equipping Educational Administrators Supervisory Practices adopted by Head Supervisor feedback as a strategic HR Identification et recherche in silico De quelques aspects du traitement fon Gibt es den Primacy-Typ und den Recen Typen und Ziele von Verrechnungspreis This is The average London Construction manager salary is What is the average salary for Assistant Site Manager jobs?

Qualifications and training required Graduates will need a degree in a construction-related subject, such as construction and project management or civil engineering. Most graduate site managers work towards gaining chartership with the Chartered Institute of Building, a professional qualification you gain on the job.

Along with strong experience and knowledge, here are ten key skills every construction project manager should master. A successful construction project manager understands that risks happen and has a thorough plan in place to handle anything that goes wrong.