Stresses of Downsizing
Q: Why does it matter if Joe is ‘acting supervisor’ or supervisor? He is still doing the job
and getting a supervisors pay.
Joe is not a trained supervisor and goes about his day doing any job that has
yet been completed, while his efforts, as a supervisor should be more focused on
administrative duties. This lack of training may limit Joe’s vision for long-term
success as he tries to satisfy all the current needs of employees and the client base.
That being said, Joe claims to solve the ambiguity employees find during their daily
course of work, yet Joe has no solid job description, which makes his job extremely
From Dealing with Babies to Horses
Q: Why would someone moving into a Senior Management position feel the need to
prove him or herself as if they were moving into supervision for the first time?
Any employees moving into this position would feel the need to prove
themselves but significantly more if they are being hired from an external source, as
all employees will judge the new manager based on the first couple of decisions they
This may also take a toll on morale of certain employees as many who believe
they had an opportunity for an internal promotion are now being directed from an
individual who has limited experience in their field. Employees may also lack
confidence in the new manager depending on the decisions they make due to a lack
in technical competencies.
Lastly, as a new employee to a new organization, they may feel that their job
is still not secured and that any mistakes they make will be blown out of proportion
or any decisions they make that the board does not necessarily agree with will put
their job at risk.
Q: What are the management strengths that Lana brings from her former jobs to her
new job as director?
After working in a very similar sector for numerous years, Lana has lots of
experience in the pace and high level demand of a 24 hour-a-day service and has the
required interpersonal and conceptual competencies to be a good director. Both of
the jobs require a very similar level of planning and structure to function properly
and effectively. Although she lacks the specific technical competencies for the new
job, many of the skills she learned in her previous occupation plus her ability to
work with and understand people will provide her with a solid base to build new
competencies specific to the new hospital.
Furthermore, due to her experience in a similar position/sector, Lana
realizes the importance on receiving input and working with all the employees on
changes that must be made. By doing this, she will build credibility among the new
staff as they share similar visions for long-term success. Q: What are the major similarities/differences between Joe’s ‘acting supervisor’ and
Lana’s ‘director’ position? Use information’s such as various management functions
and competencies and complexity of the job.
Both Joe and Lana are required to make decisions that help lead and organize
their respective organizations, although these decisions vary in size, as the two
organizations are very different.
All management functions can be applied to bot