This Lack of Supervision is Referred to as

This Lack of Supervision is Referred to as

Supervision is vital as it entails human resource management to ensure productivity and profitability of an entity. Lack of supervision on the other hand has different and diverse effects on an organization as well every bit its employees. Most of the effects of lack of supervision are adverse to the productivity of employees and thus the profitability of an system. Lack of supervision has been identified equally a leading cause to injuries at workplaces, low productivity, absenteeism, employee conflicts, depression job morale, crime and embezzlement of funds and goods in an organization and low job satisfaction (Wiles & Bondi, 1986).

I of the major effects of lack of supervision in an organization is that information technology leads to depression productivity by employees. As mentioned before, a supervisor has a role of guiding and overseeing the piece of work of an employee. Employees require guidance while performing their tasks peculiarly newly recruited persons. Effective supervision also shows an organizations commitment to the welfare and tasks performance of the employees which improves the morale of employees’ thus increasing productivity.

When employees are faced with difficulties or problems while performing tasks, they need to be guided and helped out past supervisors to encourage them to do such tasks. Without supervision, employees usually leave out tasks they deem difficult and wearisome thus reducing their productivity. Also, some people piece of work well when they are guided and controlled than while left on their own. Such people require constant follow ups past the supervisor and lack of supervision would thus mean such people would have little being achieved in terms of chore operation and/ or completion.

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Task evasion and procrastination would in turn lead to poor performance by employees thus the total productivity of an organization would autumn. Lack of supervision is a contributor to poor performance by an organization hence overall subtract in profitability and growth (Dennis & Onion, 1990). Injuries in organizations are likewise associated with lack of or poor supervision. Workers crave guidance from experienced personnel specially while dealing with machines and equipment which are harmful to their bodies or even other employees.

Effective supervision in the workplace

As mentioned to a higher place, newly recruited people need to exist guided while handling some machines and/ or chemicals which can cause impairment to their bodies or their colleagues. Without effective supervision in the workplace, more incidences and accidents are spring to exist reported in workplaces. Responsibleness over accidents and injuries rests with a supervisor who ensures that employees work advisedly and handle dissimilar machines and chemicals with care. Injuries and damages have negative impacts on both the system and employees in that the system suffers in terms of treatment of the employees and/ or subsequent legal suits past employees for negligence.

Negligence is a serious criminal offence in the labor laws which may be very plush for a visitor if an employee is able to prove negligence on function of the company. Negligence normally occurs due to lack of constructive supervision or poor supervision in an entity and in cases where an employee is completely disabled to continue working in the future; a company may be obliged to sustain such an individual for the remainder of his life despite the fact that the employee is no longer productive to the organization. In part of the employee, injuries and accidents may lead to consummate incapacitation or even loss of life (Ashworth & Saxton, 1992).

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Lack of supervision has also been proved to be the root cause of unethical behavior in workplaces. Without supervision, workers feel at freedom to carry out tasks with trivial regard to the policies and regulations of an organization too every bit their colleagues. Supervision improves employees’ loyalty and commitment to an organization besides as the goals and objectives which is vital for productivity, growth and survival. Supervision is also viewed past the employees as a commitment by the management to workers tasks and too meets the psychological clan needs of the employees.

Employees translate an organization’s lack of supervision as devaluation of their roles or tasks which in turn creates resentment and disloyalty. This lowers the employees morale and hence productivity. Also, since employees are neither committed nor loyal to an organization, they are forced to appoint in unethical behaviors such every bit theft, embezzlement of funds, misuse of resource or collusion with an organization’s competitors. This tin can be costly to an system every bit it reduces the overall profitability. Lowered productivity also reduced the competitive advantage of an organization hence the long term survival of an entity.

Delivery and employees loyalty are vital aspects which an arrangement should cultivate if information technology has to be successful and profitable. This is because committed and loyal employees tend to dedicate much of their time ensuring that organizational goals are accomplished and as well improves creativity and chore satisfaction which are vital tools of improving productivity and competitive advantage of an entity. Lack of supervision reduces the morale, task satisfaction, loyalty, commitment and productivity of the employees (Savedra & Hawthorn, 1990).

Misuse of organizational resources is also another upshot of lack of supervision in an entity. I of the major aims of an organization is to minimize costs and to maximize shareholders wealth or profitability. Supervisors have a role of ensuring that the resource within an organization are used for the right purposes and in the correct manner. They also ensure that such resources are not wasted or misused. Supervisors are charged with the responsibility of ensuring workers do not use organizational resources for personal endeavors and any loss of resource is counted on the supervisor and not the worker.

Without supervision, there is no i who is charged with overseeing the distribution and use of organizational resource and chances of misuse past the employees are loftier. Where there is no supervision, employees tend to take organizational resource for personal use thus increasing the overhead costs of the arrangement. For example, an employee may accept a company vehicle and utilize it for to meet his or her personal needs. Fuel cost is then counted as an organizational expense thus reducing the overall profitability of an organization.

With supervision, whatever price incurred past an employee while using a company’south resources is charged on the employee rather than the company thus reducing misuse and misappropriation of resources (Plunkett, 1979). Labor turnover is also another effect of lack of supervision in an organisation. Equally mentioned before, supervision offers an artery where employees can refer, learn from and exist trained to better their skills and cognition in any profession. Supervisors acts as role models, coachers, leaders and trainers to their subordinates.

One of the major employee retention tools or strategies which tin can be employed by an organization is to make sure that employees are provided with avenues of career development and enhancement. Employees are more than likely to be encouraged to stay in a piece of work place if they become training opportunities. Also, supervision helps a worker to develop his or her creativity capabilities thus increasing job satisfaction. As stated previously, there is a relationship which is formed between the employee and his or her supervisor which enables them to hash out freely bug relating to employee chore performance.

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Other issues which could exist affecting performance are also discussed which may include personal needs. Meeting such needs is vital for increasing morale and ensuring employee retention. Labor turnover is associated with job dissatisfaction and low morale which makes employees to seek for meliorate employment opportunities. lack of supervision accept the effect of lowering the satisfaction a worker feels from his or her task especially considering this is seen equally a devaluation of the employees tasks which “pushes” employees out of an organization.

This tin can be plush to the system especially in cases where such employees concord valuable experience and/ or skills and their replacement would be costly. Loftier labor turnover is also seen by the public equally a weakness in the management of an organization thus tampering with such an organisation’s public image and hence its competitiveness (Sergiovanni & Starratt, 1988). Supervision creates an artery where conflicts between employees can be effectively solved in an organization. Information technology is the office of a supervisor to resolve whatsoever dispute or disagreement which may arise between employees while they are performing their tasks.

Supervisors are the ones who upshot out tasks to be carried out past employees and at times such tasks may overlap causing conflicts. Also, while working as a grouping, some employees may feel segregated or overworked by other members leading to conflicts. Employees also unremarkably fence apropos performance of tasks which tin can erupt and become a major conflict if not handled at the initial phase. It is the office of a supervisor to ensure that labor relations problems do not leave of paw. Where there is no supervision, such problem solving avenues are absent which may pb to major conflicts erupting in an organization.

Too, lack of supervision may lead to major sectionalisation being created between departments or piece of work groups in an organisation. Supervision entails monitoring of the functions of the whole arrangement thus ensuring coordination and cohesion of an organization. Without supervision, workers are divided as well as departments thus making information technology difficult to meet the organizational goals. Lack of supervision as such affects the overall workers relationship in workplaces likewise as departmental relationships (Duncan, 2006). Evaluation is ane attribute which highly improves the morale and creativity of employees.

Supervision creates a platform which enables the evaluation of a workers operation and without it, creativity and morale of an employee are reduced. Evaluation besides enables a company to implement reward systems which can be used as motivating factors. Without supervision, a worker extra efforts towards the achievement of organizational goals are not recognized and this demoralizes such an employee (Wiles & Bondi, 1986). People are egocentric and left on their own; they would conduct out tasks which are in line with their ain goals and non the goals of the organization.

A supervisor’s role is to ensure that tasks which are performed by the employees are in line with the goals and objectives of an organization. Usually, individuals’ goals conflict with organizational goals and when left lonely, a person’s goals would supersede the organizational goals. The goal of an individual is to improve his ego through carrying out the tasks which are in line with his or her self actualization needs. Lack of supervision would thus lead to a deviation from the organizational goals to individual’s goals thus reducing the overall performance of an system (Ferraro & Spain, 2006).

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Despite the above negative touch of lack of supervision, it tin likewise accept a positive touch on peculiarly on the cocky driven individuals and teams. Self-propelled and highly skilled individuals hate to be supervised and whatsoever efforts to oversee their activities are met by resentment and depression productivity. For individuals who prefer to work without being supervised, lack of supervision would increase their productivity, morale and inventiveness. It is also argued that lack of supervision enables workers to become better managers and to better manage resources at their exposure.

While workers are left to comport out their tasks with minimal interference, they are able to organize their work well and work at their pace to encounter deadlines. Also, creativity is also likely to be enhanced every bit workers try to ameliorate their performance and skills. Lack of supervision can too be translated by workers to hateful that an organization or the management believes in the capabilities of the workers thus improving their loyalty and commitment to the organizational objectives.

This would in turn amend the employees’ productivity, motivation and creativity thus enhancing the overall productivity of employees (Dennis & Onion, 1990). Determination Supervision is a fundamental human resource management tool necessary for ensuring success and long term survival of an organization. After training, it is important to constantly oversee the performance of the employee and to establish a rapport for such evaluation. Lack of supervision has different and devastating effects on the employees’ motivation, productivity, loyalty, commitment, task satisfaction and creativity.

All these are vital in enhancing the overall productivity and profitability of an organization and their lack may lead to low profitability of an entity. Despite the argument that lack of supervision may increase motivation, creativity and product especially for highly skilled and cocky driven individuals, the overall bear on of lack of supervision on employees equally well as an organization are more than distressing than beneficial. Effective supervision should be incorporated in the functions of management for productivity and profitability to be attained.

Reference:

  • Ashworth, P. D. & Saxton, J.(1992): Managing Work Feel. ISBN 0415071267, Routledge Dennis, L. E. & Onion, M. 50. (1990): Out in Front: Effective Supervision in the Workplace. ISBN 0879121440,
  • National Safe Council Duncan, D. (2006): Effective Supervision Reduces Workplace Stress. Retrieved on 8th June 2009 from, http://world wide web. safetyxchange. org/training-and-leadership/constructive-supervision-reduces-workplace-stress.
  • Ferraro, E. & Spain, Northward. M. (2006): Investigations in the Workplace. ISBN 0849316480, CRC Printing Plunkett, W. R. (1979): Supervision: The Direction of People at Work. ISBN 0697080285, W. C. Chocolate-brown Co.

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