Documenti di Didattica
Documenti di Professioni
Documenti di Cultura
Human Relations
Part 2
By
Michael Milone, Ph.D.
Author Acknowledgement
Dr. Michael Milone, your course author, brings the authority of
experience to the Human Relations course. As an educator, his
teaching experiences provide insight concerning problem areas in
his students development. As an author, he addresses these areas
so that his students and others can succeed. Developing Reading
Powers, texts designed to teach reading comprehension, and
Scoring High, texts designed to improve student performance on
achievement tests, are just two series authored by Dr. Milone to
supplement the educational curriculum.
Dr. Milone has also co-authored or written chapters in textbooks
dealing with gifted education, special education, reading management,
research on handwriting, and learning styles. In his award-winning
monthly column in Technology and Learning, he reports on computer hardware and software topics that are of interest to school
administrators.
Dr. Milone holds active memberships in over a dozen professional
associations in education and psychology. He has served as chairperson of the Technology and Reading Committee of the International
Council of Teachers of English, the Association for Supervision of
Curriculum Development, the Council for Exceptional Children, the
Association for Children with Learning Disabilities, the National
Association for the Education of Young Children, TALMIS,
Educational Computer Conferences, and the Educational Press
Association of America.
All terms mentioned in this text that are known to be trademarks or service
marks have been appropriately capitalized. Use of a term in this text should not be
regarded as affecting the validity of any trademark or service mark.
Preview
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RELATIONSHIPS
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22
32
Characteristics of Supervisors
The Supervisory Role
Working with Your Supervisor
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44
SELF-CHECK ANSWERS
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Contents
Types of Relationships
Maintaining Relationships
RELATIONSHIPS
Relationships are complex, and its hard to say just what
theyre made of. One way to understand relationships is to
consider the characteristics, or ingredients, that theyre based
on. You can think of these ingredients as a general recipe for
a relationship.
A relationship involves at least two people. However,
more than two can be involved. When three or more people drive to work together every day, they share a
relationship.
A relationship is influenced by the ideas and attitudes of
all those involved.
A relationship is influenced by its purpose. For example,
a relationship can be personal, social, business related,
based on religious beliefs, or have other purposes.
Often, a relationship is voluntary. The people who share
it choose to become involved with one another. They can
also decide when the relationship will end.
Relationships vary in strength of feeling. Intensity affects
the strength of the relationship. For example, in a romance
there are strong emotions. In other relationships, feelings
are less intense. A group of people who attend the same
exercise class probably have only weak feelings concerning one another.
A relationship requires trust. The people in a relationship know they can depend on one another.
Types of Relationships
Relationships can be current or past, social, family, or working. People share many different kinds of relationships during
their lives.
A current relationship is one thats active now. You see the person(s) once in a while and do something together every so often.
A past relationship is one you had in the past. For some reason, you no longer have contact with the other person(s).
Your relationship has become weaker. Relationships weaken
because people no longer see, write, or talk to one another or
their attitudes toward one another have changed.
Maintaining Relationships
Communication, honesty, contact, fair expectations, and
reinforcement help to maintain relationships.
A relationship is like a car. If its built strong, it can stand up
to many things. But like a car, a relationship needs maintenance. You can service a relationship by communicating,
being honest, keeping contact, holding fair expectations, and
reinforcing others.
Communication
Open communication is important to a relationship. You
should communicate clearly and honestly with all people
involved. The communication neednt always be positive, but
it should be honest. If someone hurts your feelings, its much
better to let him or her know than to pretend that everything
is just fine.
Honesty
Of course, you shouldnt try to hurt people by being honest.
Nor should you use communication to control them. Saying
things that make your point without angering people is very
important to human relations. Here are several examples of
honest communication that people in a relationship might use:
To someone whos usually late: I know you have a good
reason for being late. But each time I arrive for you, I
wait fifteen minutes. Can you begin getting ready early
enough so that we can leave on time?
To someone who has just done a great favor for you:
Thanks for taking care of that. You really helped me
out. It feels great to know I can depend on you.
To someone who makes you an offer that seems a little
dishonest: Thanks for the offer, but Id feel a little funny
doing that. How do you feel about it?
Consider the question in the above example, How do you feel
about it? This question is an example of how effective communication works. The chance youve been offered isnt one
you want to take, and youre not sure its the best thing for
your friend. Instead of being critical, youve encouraged your
friend to talk things over. By doing this, you might discover
that his offer isnt dishonest, or at least that your friend
doesnt think it is. The discussion might also convince your
friend not to take the offer. In any case, the method of communication you chose will help your relationship grow.
Contact
Relationships need exercise to survive.
They get it when people have contact with one another.
Ideally, people in a relationship will have time to spend
Expectations
Expectations are also part of relationships. The people in a
relationship expect certain things of one another. These
expectations vary widely from relationship to relationship.
Some people might expect a deep emotional bond. For others,
a casual activity such as jogging together at a pace you both
enjoy is enough. When peoples expectations are met by their
behavior towards one another, relationships grow.
Expectations can be clearly stated, as in a workers contract.
Or, they can simply be understood, as when two friends meet
in a gym every Monday and Wednesday to work out. Realistic
expectationsones the people involved can meetcontribute
to a successful relationship. The following examples show
how expectations can help or hurt a relationship.
Tom and PJ work at the same plant and live near each
other. Tom gives PJ a ride to and from work, and because
the plant is some distance away, they share the cost of
gas. One morning Tom was ill and could not go to work.
He called PJ very early so that he could find another ride.
Tom knew a friend who might stop for PJ, and he provided a phone number. PJ called the number and got the
ride. Tom and PJs relationship became stronger because
Tom met PJs expectations. Because he gave Tom gas
money on a regular basis, PJ expected that Tom would
help get him to work. Tom realized PJs expectations and
met them by helping to arrange a ride when he was sick.
Terry and Cathy decided to rent a house together. They
agreed that they would share expenses for the house.
After two months, Cathy told Terry that she didnt have
her part of the rent money. Terry said she understood and
paid the rent for both of them. A week later, Terry saw
Cathy wearing a new outfit. Terry became angry with
Cathy because she had bought the outfit with the rent
money. Their relationship suddenly became very unpleasant because Cathy hadnt met Terrys expectations.
Reinforcement
Finally, a relationship is reinforcing to the people in it. A relationship is like a reward. People in a relationship get something
out of it, so they spend more time with one another. If you
and some friends play basketball every Saturday and enjoy
the game, you experience positive reinforcement. Youll likely
continue playing. If you quarrel or play so rough that frequent
injuries occur, youre negatively reinforced. Your basketball
relationship might come to an end.
Sometimes its hard to figure out what people find reinforcing
in a relationship. How often have you heard something like,
Why does so-and-so date whats-his-name? Theyve nothing
in common, they fight all the time, but they still go out with
one another. In a case like this, it might be that the couple
has a great time together when theyre alone. Or they might
have become dependent on one another or are too set in their
ways to look for someone else.
Self-Check 1
At the end of each section of Human Relations, Part 2, youll be asked to pause and check
your understanding of what youve just read by completing a self-check. Writing the
answers to these questions will help you review what youve studied so far. Please complete Self-Check 1 now.
c. familial.
d. professional.
Productivity
The working relationship is unique in one respect. The goal of
the working relationship is stated more clearly than in other
relationships. While youre at work, your performance goal is
to finish jobs. Given the performance requirements of the
workplace, the most important thing you can do to build a
good vertical relationship is to be productive.
Being productive, that is, accomplishing your goal (effectiveness) by expending as few resources as possible (efficiency),
means you help your supervisor do his or her job. Your productivity adds to that of your supervisor, so both of you gain
a strong sense of satisfaction. Moreover, your productivity
will contribute to your financial success at work and the
financial success of your supervisor. Clearly, being productive is the best way to build a successful vertical relationship.
Style
Recognizing and reacting to your supervisors style of management is another factor that will help your relationship.
Take some time to think about how your supervisor works.
One way to do this is to ask yourself these questions.
Does your supervisor like to maintain a great deal of
control or let you work independently and provide help
when necessary?
Does your supervisor remain distant or try to build a
more personal relationship?
Does your supervisor follow a strict set of rules or
respond flexibly to situations as they arise?
Does your supervisor focus on long-range or short-range
goals?
Answering the above questions will help you assess your
supervisors working style. Then, consider how to work in a
manner thats consistent with your supervisors style. For
example, if your supervisor likes to keep a great deal of control, ask questions or explain what you plan to do before you
try something new. If your supervisor likes you to be independent, dont ask more questions than are necessary just to
make your supervisor feel informed.
In a vertical relationship, the employee (or follower) must
often do more of the adjusting. This might not seem fair, but
when you think about it, its not that bad a deal. Remember,
even though youre doing more of the adjusting, youre also
learning much from your supervisor.
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Attitude
Your attitude toward your supervisor, or toward life in general, will greatly affect your relationship. Try as you may to
control yourself, a negative attitude will affect your performance. Eventually your supervisor will be forced to confront
you about it. Even a hidden attitude from far in the past can
hurt your relationship. Perhaps your supervisor reminds you
of a teacher you didnt like or another supervisor in another
job. This hidden attitude may damage your relationship. If
you find that theres just something about your supervisor
that turns you off, you may want to look inside yourself and
see if a past experience is hurting your current relationship.
To succeed in your job, keep personal feelings and problems
separate from the workplace. Develop a positive attitude
toward your supervisor, even if it requires much effort. You
dont have to become personal friends with your supervisor
or admire him or her. However, you should realize that your
supervisor deserves respect. He or she is one of the keys to
your success at work.
Loyalty
Being loyal to a supervisor is a small chore that goes a long
way toward building your relationship. This isnt a case of
My supervisor, right or wrong loyalty. Instead, its just
showing that you place your trust in your supervisor and are
willing to support him or her.
How do you show loyalty? Giving your supervisor credit for
good ideas is one way. Showing appreciation is another way,
as is giving your supervisors ideas and suggestions a fair
shake. Nothing damages the vertical relationship faster than
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Consideration
Even though your supervisor occupies the leadership role in
the vertical relationship, he or she will still respond well to
your being thoughtful. Lending a hand when your supervisor
or coworkers need it and offering congratulations when your
supervisor is successful are just two ways of showing
consideration.
Responding to your supervisors needs before your own is another
way to be considerate. The following example points this out.
Imagine that Eugene is your supervisor. He has just been
given a rush job, and he asks if youre too busy to give him
a hand. Youre almost through with your task and would
like to finish it before you go home. Instead, you say, Im
almost finished, but this can wait. How can I help? Your
willingness to help shows that you recognize and respect
the leadership position of your supervisor. You can bet
your supervisor will remember your thoughtfulness.
Listening
Practicing good listening skills with your supervisor accomplishes two goals. You learn more quickly because youre
paying closer attention, and you make it clear that you value
what your supervisor has to say (Figure 3).
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Reinforcement
All these suggestions are meant to reinforce your supervisor
so your relationship will continue. They make your supervisor feel that he or she has done a good job.
The suggestions will also reduce stress in your relationship.
Stress is the feeling you get when there is conflict in a relationship. Your relationship with your supervisor will suffer if
it is always under stress. Stress is like pumping more and
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Self-Check 2
Indicate whether each of the following statements is True or False.
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son, you might treat that person better than your other
coworkers. You might come to depend on the person too
much and lower everyones productivity. This example will
point out the problem.
Jan works with four editors at a publishing company. All
five have equal importance in the company, but Jan and
Sharon are good friends. Whenever Jan has to deliver a
story to an editor, she picks Sharon last so she wont be
too busy. The other editors see this and dislike Jans
actions. They also feel overworked when they see Sharon
not doing her fair share. The worst part is that Sharon
feels bad because the others have so much work and she
has so little. Shes even beginning to wonder if she might
lose her job because shes less productive than the other
employees.
This situation could have been avoided if Jan had simply
been fair with everyone. Jan must realize that she can
give Sharon work and still be her good friend. Jan has
forgotten that at work all employees must do their share
of the work. By favoring Sharon over the others, she disturbed the balance of everyones horizontal relationships.
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openly and honestly with them, and when they make suggestions, consider them seriously.
And dont be afraid to help others. Of course, you should
avoid criticizing your coworkers, but if someone is struggling,
lend them a hand. If theyre doing something wrong, see if
you can teach them the right way or encourage another
coworker to teach them. Again, be sensitive and use your
human relations skills in this situation. No one truly wants
to be viewed as lazy. If you can help someone get on track
without hurting that persons feelings, he or she will be grateful and your work team will be more productive.
Socializing
Coworkers often become friendsnot necessarily best
friends, but good friends. It is normal for friends to enjoy
doing things together, and friends can often work well
together. However, a problem might develop when friends
spend too much time socializing in the workplace.
Positive social feelings can actually increase productivity.
However, maintaining control over socializing is necessary.
Too much talking and too little working can create productivity problems. Standing around and discussing your favorite
team or a recent shopping adventure when you should be
working keeps you from reaching your performance goals.
Then everyone suffers.
A second problem with socializing is that it can throw your
horizontal relationships out of balance. Developing cliques, or
in-crowds, that exclude other employees is a natural part of
human nature. Certain personalities are attracted to others.
People sharing a natural attraction often feel more comfortable working together and are very productive. However,
when cliques lead to favoritism and friction in the workplace,
productivity suffers. The following example shows how easy it
is for this to happen.
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Harmony
Teamwork is special. Groups who respect each other and
share ideas and responsibilities work well together in harmony. One place to find harmony is in a musical group.
When the members play in harmony, their music is better.
The sound is richer, the music more appealing, and the performance is better than the individual members can make
alone. At work, a group that works in harmony is more
productive and they feel better about one another. Their relationships with one another are richer, theyre able to work
without stress, and they accomplish their goals efficiently.
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Harmony develops over time. If youre able to work in harmony, your horizontal relationships will be stronger.
The way to work in harmony is to avoid the things that cause
its opposite, disharmony. Another word for disharmony is
discord. Following are a few suggestions to help you avoid
discord and build better horizontal relationships.
Dont be bossy. If its not your responsibility to tell others
what to do, suggest and encourage.
If someone is having a bad day and seems to be looking
for an argument, dont get involved. It takes two people
to make a conflict, and if you dont give in to your anger,
the other person will soon cool off.
If youve had a bad experience outside of work and your
attitude isnt the best, leave your attitude at home. Your
coworkers didnt cause your problem, so you shouldnt
aim your aggression at them. When youre having a bad
day, keep it to yourself.
Dont blame others when the group fails to meet its
goals. Look at the problem and discuss it among yourselves. Try to get to the bottom of it without being
negative or critical.
Be alert for days youre feeling tired or sick. These are
times when you might not have enough energy to use
your human relations skills appropriately.
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Self-Check 3
Match each phrase in Column A with its description in Column B.
Column A
Column B
______ 2. Favoritism
______ 4. Socializing
______ 5. Harmony
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Value Conflicts
In the human relations field, values are those ideas, things,
or events people believe are important. Some commonly held
values are family relationships, church, life style, and even
the way you want other people to think of you. People have
different values, and sometimes conflicts can arise as a
result.
Noreen worked for Robert in a small business supply
store. One of Noreens values was her strong religious
beliefs. Because of these beliefs, she chose not to work on
Sunday.
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Ethnic Implications
When you come right down to it, you might not have much
choice about the people you work with. Earning a living is
something most all of us must do, and its likely that well
come into contact with people of different races or backgrounds. For some people, these differences are a significant
problem. Others, however, have learned that because someone is different doesnt mean he or she is less capable or
acceptable (Figure 4). The following example shows how people can be surprised by others who are different.
When Ned showed up for his first day at the garage, he
was surprised to learn that one of the mechanics was a
woman from a foreign country. Ned had never worked
with a woman mechanic before. Also, he had never met a
person of Tanyas race. Ned didnt dislike minorities. Its
just that he grew up in an area where few people of any
minority group lived. Ned soon noticed that Tanya was a
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good worker. She had been in her countrys army and had
been trained very well as a mechanic. She also seemed to
get along well with everyone and had a great sense of
humor. Ned still felt uncomfortable with Tanya, and
couldnt think of anything to say to her. That morning, at
coffee break, Tanya came over and introduced herself. She
told Ned that if he needed any help, shed be happy to
give it to him. Then, just before lunch, she asked him to
lend her a hand on a car that afternoon.
We dont know how this situation will end, but its getting off
to a good start. Ned felt uncomfortable with Tanya. This is an
honest feeling thats perfectly understandable, especially with
his starting a new job. But Ned recognized his feelings and
was careful not to confuse discomfort with dislike. He wasnt
comfortable with Tanya, but he didnt dislike her. Tanya used
positive human relations skills to make Ned feel at home. She
introduced herself and offered to help Ned if he needed it.
Whats even better, she later asked for his help. Her willingness to help Ned showed him that she was sincere and made
it more likely that he would succeed in his new job. Also,
Tanyas asking for help suggested to Ned that she knew he
was capable, a feeling everyone enjoys.
Ethnic differences between people dont have to cause problems. You dont have to be best friends with everyone. However,
by showing respect for people who are different and spending
time with them, youll learn more about them. The more you
know, the more likely youll be to get along with them. Your
working relationship will grow stronger, even if you dont
share a social relationship.
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Sexual Overtones
When women and men work together, there is always a
chance for a working relationship to develop into romance.
This is a natural development, and no matter what management says about romance on the job, it is going to happen
anyway. Some working romances end up just fine, while others bring about problems for everyone involved.
Jerry and Cathy worked in a nursing home. They knew
each other for a few years, but never really dated. Both of
them ended a relationship at about the same time, and
because they were lonely, they started seeing one another.
Their romance grew, but they didnt want it to affect their
work. They didnt hide their relationship from their
coworkers or supervisors, but they did their best to be
productive. They also worked hard to keep positive relationships with their coworkers.
The case of Jerry and Cathy shows that an on-the-job
romance can work out well if the people involved are clear
about their feelings and keep personal or work feelings and
roles separate. By being aware of their feelings and controlling them, Jerry and Cathy were able to maintain good
working relationships.
Romance can also occur between a worker and a supervisor.
Again, such a relationship can be positive, but there is
also the possibility that it may negatively affect the work
environment.
Kent, the son of the founder of a company, began working
in the company as vice-president. Justine, the office manager, had a great deal of contact with Kent. She was
flattered when Kent began paying attention to her, and
was overjoyed when he asked her out.
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The other people at work, however, felt that Justines relationship with Kent was unfair. Soon, Justines coworkers
began to ignore her and Justines productivity at work
began to fall. Kent, who was something of a ladies man,
let Justine know he was no longer interested in her. He
began dating some of the other women in the office.
Before long, the whole office was suffering from lack of
productivity and many people had been hurt.
In this situation, Kent was inconsiderate. He used his position to
make advances toward the women at work. He was very thoughtless and insensitive, and as a result, many people suffered.
Workplace romances are risky. They can result in a happy
relationship, but they can also come to an unpleasant end.
As a rule, you should approach them with great caution.
Think about the consequences, both current and future, and
be especially sensitive to your coworkers. Perhaps the best
way to consider a workplace romance is to ask yourself this
question: Is my job worth it? There are times when workplace romances result in one or both people either leaving the
job or moving to another position. You must decide if youre
willing to pay this price.
Age Differences
Todays workplace includes people of all ages, from the late
teens through the early seventies. When individuals of different ages work together, there is both an opportunity to learn
from one another and the possibility of disharmony. Older
workers can offer younger workers a great deal of experience,
knowledge, and patience (Figure 5). Younger workers bring
new ideas, enthusiasm, and high energy. When their efforts
combine, the results can be productive and satisfying for
everyone involved, as in the following situation:
Lynn is the head clerk in a supermarket and has worked
there for over 20 years. Ann is much younger than Lynn
and has just begun working in the store as a checker.
Lynn and Ann have an OK working relationship, but its
not very good. Ann just doesnt like being told what to do,
so she isnt learning her job very quickly. Lynn is disappointed in Ann because she thinks Ann is lazy.
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One day Lynn asked Ann if she knew a faster way to find
prices for unmarked items. This chore slowed her checkout speed and often led to customer complaints. Ann had
an idea for solving Lynns problem and shared it with her.
Anns solution worked and Lynn complimented her. Later
that day, Ann asked Lynn to show her how she bags groceries so quickly.
The conflict between Lynn and Ann is a typical old-young
conflict. Almost always, a conflict like this is ended when the
people involved take a chance and ask for or accept help
from each other. The next step is that the people begin
respecting one another. Soon, the relationship is moving
along smoothly.
The source of conflict between older and younger workers is
sometimes found in the paycheck. An older worker with
many years of seniority earns much more than a younger
worker doing similar tasks. The younger worker may feel the
company is being unfair and might resent the older worker.
The older worker may dislike having to train another rookie
who keeps making the same mistakes. Other sources of conflict between older and younger workers include value
conflicts, differences in life styles, and opposing attitudes
toward work.
Age-based conflicts can be avoided by following good human
relations skills. Tolerance, consideration, communication,
and flexibility will make it more likely that a positive relationship will develop. Correct or positive self-talk will also help.
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Irritation Threshold
The people in a working relationship spend much time
together. Sometimes this close contact weakens their relationship because of something called the irritation threshold.
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FIGURE
19Use this
problem figure
determining
the value
The frequency
ofexample
the behavior.
Howfor
often
something
hap-of
C.
pens determines how annoying it is. Someone who coughs
once in a while isnt annoying. Someone who sits beside you
on a plane from New York to San Francisco and coughs for
six hours straight can test your patience.
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Characteristics of Supervisors
The chief reason a person becomes a supervisor is workrelated knowledge. Supervisors have learned about their own
job and the jobs of their employees through experience. They
have gained experience in their present company or while
working for another company. Supervisors have confidence in
their abilities. They believe they can get the job done and that
they can help others work better. They also believe they have
the personnel skills necessary to get the most out of their
employees.
A third characteristic of supervisors is strength of personality.
Supervisors must be strong enough to motivate themselves
and other people. They want to get the job done and are able
to overcome problems when they arise.
Finally, you must remember that supervisors each have a
unique style. They have many similar characteristics, but
theyre also very different from one another. You should keep
this in mind so you dont always respond to all supervisors in
the same way.
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Teacher
First and foremost, supervisors are teachers. They teach you
how to do a job. If you know the job already, they should
help you improve your performance. Supervisors are also
expected to teach you new skills when they become necessary, as the following example shows.
Brandon works for an overnight delivery company. The
company has just started using a new hand-held computer to schedule deliveries. Two weeks before issuing the
computers, Brandons supervisor Janice spent a few days
with him. She showed him how to use the computer and
how to solve problems when they arose. She also spent
some time explaining how the computer would make
Brandons job easier and would help him serve his customers better.
Leader
In the example about Brandon and Janice, Janice did more
than just explain how to use the computer. She also helped
Brandon understand how it would help him provide better
service to his customers. By doing this, she showed leadership. She strengthened their relationship by leading him to
do a better job and to feel better about his job.
Counselor
At times in the vertical relationship, the employee might need
more than job knowledge. A personal problem might arise
that the employee cannot handle alone. When this happens,
the supervisor may become a counselor. A counselor is a person who helps someone see a situation or problem clearly, so
the person can decide what to do.
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Counselors dont really give advice. Instead, they help a person make a wise decision by providing information to clarify
feelings. The following example shows how Janice helped
Brandon by counseling him.
Janice trained Brandon by teaching him how to use the
handheld computer to schedule deliveries. During that
time, Brandon asked Janice if she thought it would be
wise for him to take a night school course about computers. Instead of saying, Yes, or No, Janice asked
Brandon why he wanted to take the course, if he anticipated any problems getting to school, and if he was
willing to make the commitment to complete the course
once he started. Following the conversation, Brandon
decided that he did indeed want to take the course. He
would work hard to succeed, and he would finish.
This situation makes an important point about the counseling role supervisors play. They dont make decisions for
people or push them into something. Janice helped Brandon
clarify his thinking. Then, he was able to make the right
choice on his own.
Advocate
The fourth role supervisors play is as advocates. An advocate
is a person who supports your efforts and who looks out for
your best interest. Supervisors usually serve as advocates for
employees when its time for a promotion, salary increase, or
solution to a job-related problem.
After deciding that he wanted to take the computer course
at night, Brandon learned that it started at 6:00 P.M. This
was a problem because he didnt finish work until 5:30,
and the school was 45 minutes from the garage. He discussed his situation with Janice.
Janice went to her boss, the district manager. She
explained the situation to him and suggested that
Brandon could come to work half and hour early and
leave at 5:00. Her boss agreed and Brandon was very
pleased.
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Self-Check 4
1. Consideration, flexibility, tolerance, and honest communication
a.
b.
c.
d.
3. While persons sometimes get jobs they arent qualified to do, the chief reason a person
becomes a supervisor is her or his
a. unique style.
b. strength of personality.
c. confidence.
d. work-related knowledge.
They
They
They
They
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UNDERSTANDING LEADERSHIP
AND FOLLOWERSHIP
In the productive workplace, there are leaders (supervisors)
and followers (employees). Both are necessary, and neither
can exist without the other. To be productive and move up
the career ladder, you must know why leadership is so
important and how to be a good follower.
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38
FIGURE 6Supervisors
help to solve problems
and provide quality
control.
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40
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When she delivers the meals, she makes sure theyre hot
and look appealing. She helps the older people set up
their table and does a few small chores before she leaves.
One day, Jill was called into her supervisors office. When
she got there, she was surprised to see the town mayor
and newspaper people. They presented her with an award
and wrote a story about her for the newspaper. Everyone
was proud of the wonderful job Jill was doing.
In the many years Jill had worked, she never once
thought her efforts would receive recognition. Still, she
knew the value of her work and the happiness it brought
to those she served. Much to Jills surprise, the older people and her supervisors were all paying careful attention.
Because of her excellent work, she had earned their
respect.
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Self-Check 5
Indicate whether each of the following statements is True or False.
______ 1. One of the jobs of a supervisor is to solve problems when they arise.
______ 2. When an employee lacks motivation, a good supervisor may help to supply it.
______ 3. Quality control helps to guarantee that goods and services are acceptable to customers.
______ 4. Its a good idea to communicate directly with management instead of going through
your supervisor.
______ 5. Effort is required to become a good follower.
______ 6. If you make a mistake, you should accept responsibility for it.
______ 7. Knowing your capabilities and limitations helps you to be productive.
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44
45
46
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Dont be negative about the company with your coworkers. Instead, discuss how you can make the company
better.
Keep in mind that your job depends on the success of
the company. If the company is successful, then youll
benefit.
Do everything you can to have good vertical relationships
with your supervisor, the management, and the owners.
Do everything you can to develop and maintain good horizontal relationships.
Treat everyone in the company with respect.
Even if youll someday change jobs, think of the company you work at as the place youll spend the rest of
your life. This will help you do everything you can to
make the company a better place to work.
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Self-Check 6
Indicate whether each of the following statements is True or False.
49
NOTES
50
Self-Check Answers 1
1. d
3. d
4. c
5. c
Self-Check Answers 2
1. False
2. True
3. True
4. False
5. True
6. True
7. False
Self-Check Answers 3
1. c
2 a
3. e
4. d
5. b
Self-Check Answers 4
1. b
2. c
3. d
Answers
2. b
4. a
51
Self-Check Answers 5
1. True
2. True
3. True
4. False
5. True
6. True
7. True
Self-Check Answers 6
1. True
2. False
3. True
4. False
5. False
6. True
52
Self-Check Answers