Job Supervision and Employee Effectiveness in Manufacturing Sector, Rivers State
CHAPTER ONE
RESEARCH OBJECTIVES
The specific objectives of the research are:
- To identify the nature and practice of supervision in manufacturing sector, Rivers state.
- To examine the challenges faced in the cause of supervision in Manufacturing sector, Rivers state
- To assess the effect of supervision on manufacturing sector, Rivers state.
CHAPTER TWO
LITERATURE REVIEW
INTRODUCTION
This looked at the literature that gave substantial information about the topic „Effect of Supervision on Employee effectiveness‟ comprising, definition, history of supervision, history of supervision in Nigeria, mode of supervision, concepts and types of supervision. The review also covered the qualities and roles of supervision as well as factors for effective supervision.
Management and leadership are not only important, but are a large part of today’s business and public works industries. Every public and most private facilities need capable supervisors. One common problem with most supervisors and managers is that they cannot find the time or resources to improve their supervisory skills. There have been many books and articles published recently to keep pace with the increased interest in developing effective supervisors for today’s work force. Most of these books and articles focus on methods and techniques rather than on the human or people effects. In contrast, this study attempts to identify and clarify the importance of including each supervisor’s present personality, knowledge and skills to become the best kind of supervisor they can be.
The front-line supervisor has an immediate and important impact on each employee’s productivity, quality of work and work attitude. Therefore, including supervisor’s inadequate supervisory training is essential for most organization s. Every new supervisor should attend some kind of formal training before costly mistakes or formation of poor supervisory habits take place.
CHAPTER THREE
METHODOLOGY
INTRODUCTION
This chapter focuses on the processes and methods that were adopted in carrying out the data collection. It describes the research design, research instrument, population and the selected sample. The chapter further outlines the development and design of instruments used in the data collection. It also examines the technique used to administer the questionnaire.
CHAPTER FOUR
DATA ANALYSIS AND DISCUSSION OF RESULTS
INTRODUCTION
This chapter presents the results of the survey on the Effect of Supervision on employee effectiveness in the Manufacturing sector, Rivers state, and analysis of the data.
CHAPTER FIVE
CONCLUSION AND RECOMMENDATION
CONCLUSION
The study brought to bear the importance of supervision on employee effectiveness. It indicated that the effect of supervision on employee effectiveness in Manufacturing sector, Rivers state is so crucial that attention has to be paid to develop it.
As indicated in the findings, it can be concluded that the general feeling of respondents, particularly supervisors and staff was that internal supervision should be given greater attention as both groups understand best the situation on the ground and how to deal with them.
It was inferred from the study results that most staff and supervisors saw supervision as more of administrative responsibility. Majority of staff and supervisors perceived the approach as control oriented rather than participatory. According to respondents, particularly staff and supervisors, this control and visit oriented supervision by external supervisors had little impact on employee effectiveness and should be changed.
Staff and unit heads preference on internal supervision must not be taken for granted and brushed under the carpet. Again, the fact that majority of staff and unit heads preferred internal supervision to external supervision did not mean the external supervision should be eliminated as both internal and external supervision reinforces or complements each other. It would be in the right direction that policy makers take pro-active steps at improving the conditions of both internal and external supervision levels to make their activities attractive and also to win the commitment of supervisors. The level of dissatisfaction for the work of external supervisors by staff and unit heads shows a clear weakness in the performance of external supervisors.
RECOMMENDATION
The following recommendations are made:
- Supervision plays a major role in ensuring better employee effectiveness and all the players must be encouraged to do what they are doing well. Because each individuals task contributes to achieving better performance. From the findings, supervisees must be satisfied with their work as well as feeling engaged, and then they will be willing to perform well with the assistance of supervision.
- Supervision must be more of ideas sharing and participatory than conventional or control oriented in order to improve on performance. In order to gather a wide range of knowledge as well as technical and inter personal skills, as indicated that when staff members are given the opportunity to use their abilities and skills, they unearth their talents and perform wonderfully.
- Both internal and external supervisions must make conscious efforts at revising and adopting new attitude focused on developing the staff toward positive work performance. In other words appropriate staff development must be organised periodically to make staff become competent on their jobs.
- The activities of external supervisors must be brought down to the door steps of the Industrial directorate, internal administrators and staff level through regularization of visits and participation of external supervisors in activities of the directorate. From the findings it was revealed that external supervisors hardly visit, and when they do they are so rigid; relationship gap is large. If external supervisors can come up with flexible and innovative ways of supervising, criticism would be accepted and the necessary corrections made.
- On-the- job training and re-fresher causes must be given the necessary attention. Supply of training materials must be improved to enable supervisors to organise adequate training for staff.
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