Types of-supervision

TYPES OF SUPERVISION:
TYPES OF SUPERVISION
ezra martinez ayado

TYPES OF SUPERVISION:
AUTOCRATIC
LAISSEZ-FAIRE
DEMOCRATIC
BUREAUCRATIC
INDIRECT SUPERVISION
DIRECT SUPERVISION

Direct supervision - is a term that is
used to refer to situations in which a
supervisor is present at all times. The
supervisor oversees activities as they
occur and provides constant direction,
feedback, and assistance.
Indirect supervision - is
characterized by some form of
authority over the work of employees
not under direct supervision. In other
words, the "supervisor" who provides
indirect supervision is responsible for
the work, but not for the worker

Types of Supervision:
Autocratic, Laissez-faire, Democratic and
Bureaucratic Supervision! These Types of
supervision are generally classified according to
the behavior of supervisors towards his
subordinates. These are also called as techniques
of supervision.

Autocratic or Authoritarian supervision:
Autocratic supervision, also known as
authoritarian leadership, is a leadership style
characterized by individual control over all
decisions and little input from group
members. Autocratic leaders typically make
choices based on their ideas and judgments
and rarely accept advice from followers.
Under this type, the supervisor wields
absolute power and wants complete
obedience from his subordinates. He wants
everything to be done strictly according to his
instructions and never likes any intervention
from his subordinates. This type of supervision
is resorted to tackle indiscipline subordinates.

Typical Characteristics of an Autocratic Leader:
* The leader tells and enforces
* Little feedback is sought or needed from the team
members
* Decision on process, tasks, goals are all created by the
leader
*There is a sense that team members are rarely trusted
with tasks and methods
* The leadership style points at a method of just getting the
job done
* No real sense of empowerment normally morale can
suffer in the long term

The benefits of Authoritarian Leadership
For the long term, adopting nothing but an
autocratic leadership style can be more
damaging than rewarding, as it is seen as a
cold, dictatorial. “I’m right” management style
which can undermine people and stifle
creativity. The art of leadership is to be
flexible, whereby the leader selects and uses
the correct style to suit the situation.
That said, there are benefits to using the authoritarian
leadership. Most appropriately, if tasks have to be completed
with great and are time critical, setting clear tasks and
expectations whilst making the decision seems a logical step,
as often there is no time for discussion. In such conditions, one
needs structure, discipline and to get the job done.

Also too, as in the situational leadership model, adopting a more
autocratic style is applicable for not only actions that need to be
completed quickly, but also if a team member’s skills for the task
is very low or novice. In which case, giving clear direction and
making the right decisions allows the person to focus on learning
or applying their skill.
The Negative of Authoritarian Leadership
People that normally opted for this style regularly, can
be seen a bossy, cold, and a dictator. Let’s just say, if it
is the only style you use, the chances are you won’t be
voted as the next best leader sometime soon.
Long term use of its use can also build a resentment and a
feeling of festering, whereby those team members are
never given a chance to grow, proceeding to a feeling of
being unvalued and distrusted.

Research has indicated that due to the nature of a
authoritarian leader, and that he / she makes decision and
controls the group, creative problem solving is often
thwarted as a result.
When to use authoritarian supervision?
• When a task is urgent and needs to be completed quickly,
with little time for thought and –planning.
•Use this style when skills are in short supply and people
need to be guided through task or tasks with clarity and
structure.
•Where there is little or no margin of error.
• When conditions are dangerous – rigid rules can keep
people out of harm’s way.

One thing to remember though; if your team are not
skilled in specific tasks, don’t resort to an
authoritarian approach in the long term. Find ways to
teach, coach and mentor them, so you can do more
delegation and less direction.

Laissez-faire or free-rein supervision:
This is also known as independent supervision. Under this
type of supervision, maximum freedom is allowed to the
subordinates. 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.
Laissez-faire supervision is characterized by:
•Very little guidance from leaders
•Complete freedom for followers to make decisions
•Leaders provide the tools and resources needed
•Group members are expectedto solve problems on their own
•Power is handed over to followers, yet leaders still take
responsibility for the groups decisions and actions

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.

The delegative style can be particularly effective in
situations where group members are actually more
knowledgeable than the group's leader. 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.

Downsides of Laissez-Faire Leadership
Laissez-faire leadership is not ideal in situations where group
members lack the knowledge or experience they need to
complete tasks and make decisions. 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.

Laissez-faire leaders are often seen as uninvolved and
withdrawn, which can lead to a lack of cohesiveness
within the group. 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.

Leadership Styles: Democratic Leadership Style
The democratic leadership style is a very open and collegial
style of running a team. 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.

This style is needed in dynamic and rapidly changing
environments where very little can be taken as a constant. 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.

When is it Used?
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.

Bureaucratic supervision: Under this type certain working
rules and regulations are laid down by the supervisor and all
the subordinates are required to follow these rules and
regulations very strictly. 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? How Rules Can
Guide People
Bureaucratic supervision is one of the oldest forms of
leadership. 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.

Employees in bureaucracies are promoted
based on their ability to conform to the rules.
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. Stepping
out of the organizational role they play is difficult for
them.

Six tenets of bureaucratic supervision
In the late nineteenth and early twentieth centuries, Max Weber developed
formal definitions and described six tenets that define bureaucratic
supervision :
1.Astrict hierarchy that is formalized by the leadership and strictly adhered to.
2. The organization is controlled by immutable rules, regulations, or laws
3. The organization is structured along the lines of specialties. People with
like talents are grouped together
4. The organization has one of two missions:
● “Up-focus,” meaning it focuses on the board of directors or
stockholders
● “In-focus,” which means the organization serves a product-oriented
goal such as increasing profits market share
5. Bureaucratic supervision is impersonal. It is about performance, not the worker
6. Employment is based on the most technically proficient

Types of-supervision

Empfohlen

Empfohlen

Weitere ähnliche Inhalte

Was ist angesagt?

Was ist angesagt? (20)

Andere mochten auch

Andere mochten auch (20)

Ähnlich wie Types of-supervision

Ähnlich wie Types of-supervision (20)

Kürzlich hochgeladen

Kürzlich hochgeladen (20)

Types of-supervision