Research Paper: New Supervisory Skills

Discovering a proprietor that regards its members of staff may be a tremendously challenging task. Luckily, Bad Teddy Bear Manufacturing Corporation prides itself in guaranteeing that each staff member feels safe and welcomed along with getting an opportunity to succeed within the corporation. To uphold the company’s principles, a supervisor must offer guidance to each staff member. It is similarly imperative for the personnel to integrate supervisors’ advice to help achieve their goals. To guarantee the objectives are accomplished, my task as the new supervisor and the co-leads, Michael and Annalisa, is to guarantee that each member is accorded equal treatment. Over the coming year, various aspects could change to boost the employees’ morale seen to be low during the previous supervisor’s reign.  Bad Teddy Bear Corporation aims to not only be the lead toy manufacturer, but where individuals can advance their careers.

In recent months, two staff members have recorded extreme periods of lateness and absenteeism. After a review of individual files, it was evident the previous supervisor failed to document the offense, and the personnel failed to receive any reprimand from the administration. Based on the timecards submitted by Helena Pratt in the last three months, Helena has been late for approximately 10-20 minutes on ten separate occasions. Helena’s late arrival results in a significant frustration level to the individual being relieved of her duties at the end of the respective shift. Lincoln Burrows likewise has an account of calling in sick. A review of Burrows’ timecard revealed that he had six unscheduled leave days.  It is essential to address poor attendance as it bears a significant impact on the firm’s productivity and the entire team. According to Ramasamy et al (2020), theUnited States Department of Labor stated that approximately three percent of a company’s staff is absent on any given period. The significant impacts of absenteeism impact the corporation, even more when lost efficiency, self-confidence, and short-term labor expenses are taken into account.

To address the situation, I intend to convene a face-to-face meeting with each employee and clarify the attendance issue. The meeting would involve reviewing the company’s attendance policies and having each party pending their signatures on the acknowledgment form. It is also important to draft a fresh approach that handles spontaneous alterations in attendance. Each staff member will be required to notify their team leader or supervisor if they will be 20 minutes late or need to call in sick. A counseling session will be offered if any staff member exceeds four spontaneous late arrivals or four nonappearances in one month. As a result, an employee’s contract may be terminated after two counseling sessions. Every nonappearance should be substantiated by a doctor’s report within three days of the nonattendance.

I briefly interacted with every staff member concerning their reasons for nonattendance. Helena clarified that she has been trying to adjust to the new medical prescriptions, which makes it challenging to get going each morning. However, she plans to seek more advice from her physicians on overcoming the side effects of the medicine. On the other hand, Lincoln stated a back injury during his stint in the army as his leading cause of concern regarding his constant nonappearance at work. He indicated that doctors at John Hopkins Hospital intend to conduct a spinal operation and are highly optimistic of resolving the recurrent issue. By understanding the issues, as a supervisor, I am better positioned to help our personnel achieve better outcomes at the workstation (Faris, 2019). I am confident that both will regain their ability to work upon the company’s management and co-leads assistance.

Recently, Brian McCone approached me to explain his fourteen-year dedication to the department and is yet to receive a promotion.  It is essential to provide the personnel with distinctive career development paths. Every staff member deserves to feel treasured and is presented with a chance to advance their careers with each department. Most of the younger and perhaps new staff believe that Brian does not possess the required technological skills and is also slow. The younger generation is nurtured in the technology era and therefore are quick to understand the aspects involved. Nonetheless, regardless of the generation, every employee has something to offer, such as technical skills or soft skills. After lengthy deliberations with co-leads, I believe it is vital to present Brian with an award for his commitment to the department and elevate him to a higher position.

To comprehend each member’s objectives and plans, it is essential to discuss the development plans with every person. This allows the supervisor and the co-leads to assist employees in their career paths and objectives they strive to accomplish. According to Frost (2019) individual development plans help supervisors cultivate an improved understanding of the staff’s career goals, strengths, and development needs, leading to holistic staff and growth plans. This may necessitate a one on one interaction to initiate the process. Based on Brian’s case, it is essential to clarify to Brian that his commitment is highly valued, and the management is sorry for being looked down upon regarding his promotion. The company plans to make significant changes with his assistance. Because Norman is his co-lead, his input on Brian’s promotion will help initiate the process of promoting him to the next level within the department.

During the previous week, I interacted with Cate Mathews. She clarified the frequent child care concerns that compel to leave earlier to avert any extra costs at the facility. She expressed her concerns regarding this predicament and the fact that she is a new staff member. I alleviated her worries and explained that this may not be a concern and that we may institute plans that may contain her situation. It is vital to be helpful as it aids in boosting morale in the team and eases stress levels attempting to balance work and life. Instilling a sense of cooperation amongst the staff results in higher productivity levels. An employee’s ability to tackle their individual life may be extra dedicated to career development. After lengthy deliberations with her co-lead, Annalisa, we will allow her to report early during her shifts due to her early departure. This will reduce significant strain on the team as it allows her to maintain her forty-hour shift during the entire week. However, she stated she might arrive twenty minutes late on certain days of the week due to home commitments—her co-lead. Annalisa will draft an agreement plan, and every party involved will append a signature to guarantee proper documentation by the human resource department.

In general, as a new administrator, it is apparent that there are numerous problems I am likely to face while discharging my mandate.  It is essential to overcome these challenges that will help me develop into a commendable supervisor that can boost the department’s morale level. After managing the issues pertaining to Helena Pratt and Lincoln Burrows, it is clear that it may not be an easy task. Being a supervisor, it is my mandate to ensure the staff members are well looked after, at the same time guaranteeing that the corporation operates effectively. We need to instill a sense of motivation, ensure they are contented, and continue training them using our “SMART” goals and continue being active. Our company’s priority involves keeping the personnel engaged and self-confidence at the highest level. Integrating my supervisory abilities will grant me the chance to become an outstanding leader and exhibit extraordinary leadership qualities for the company.  


Faris, S. (2019). Role of a Supervisor in the Workplace. Retrieved March 30th, 2021, from 11210. Html.

Frost, S. (2019, February 5). The Importance of Training & Development in the Workplace. Retrieved March 30th 2021, from training- development-workplace-10321.html.

Ramasamy, A., Laliberté, F., Aktavoukian, S. A., Lejeune, D., DerSarkissian, M., Cavanaugh, C., … & Duh, M. S. (2020). Direct, Absenteeism, and Disability Cost Burden of Obesity Among Privately Insured Employees: A Comparison of Healthcare Industry Versus Other Major Industries in the United States. Journal of occupational and environmental medicine, 62(2), 98-107.

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