Credibility of International Human Rights Organizations Term Paper

Credibility of International Human Rights Organizations - Term Paper Example The organizations play their roles through mobilizing people and confronting any institution or individuals who are acting in an injustice or inhuman manner, thus jeopardizing the dignity of humanity. The International Human Rights Organizations monitors basic human right issues all over the world and promote their views on such issues (Barsh, 113). They undertake their responsibilities through lobbying and advocacy, trying to convince the United Nations as well as other national governments to adopt their established policies on human rights and freedoms (Emilie and Kiyoteru, 407). Such International Human Rights Organizations have observers in many regions of the world where they monitor and give their views on the violation and abuse of human rights in those regions. To protect and promote human rights the world over, such organizations collaborates with other regional and locally based organizations, as well as human rights defenders, to mobilize, lobby and advocate for non-viola tion of basic human rights by governments and other institutions (James and Peter, 276). However, the idea of human rights protection have been overemphasized in the last two decades, with human rights organization taking the center stage in running the affairs of the people. More than ever in the world, human rights organizations have been integrated in each aspect of a countries affair, having the media focus on them and huge budget allocations channeled towards them (Emilie and Ron, 375). The support for human rights organization has been immense from the public, since they perceive such organizations as their protector against the violations of their basic freedoms and rights by the government. Therefore, human rights organizations have become an effective platform through which people advocate for their rights and seek redress whenever their freedoms and rights are violated. Thus, the reputation of International Human Rights Organizations has grown bigger than of many other lea ding corporations (Emilie and Kiyoteru, 407). Though in the 1970s such organizations were excluded in the main global policy circles, these has changed with any policy involving finance, security and power incorporating these organizations at the center stage of such issues. Thus, human rights have been integrated in the global culture, where every aspect of human interaction has to be aligned based on the policies and views promoting human rights and freedoms. Social change in the developing world is greatly imparted by the International Human Rights Organizations, as any aspect of social change in such countries has to be monitored and assessed based on how it suits the established policies by these organizations. For such organizations, two basic issues are fundamental for their success in actively playing their roles. The first of this fundamental task is to persuade the political, social, and economic elites that human rights are universal and desirable for all, and thus they s hould be promoted at whatever cost (Emilie and Ron, 375). This can be achieved through having politicians and other social elites prioritize human right issues in their meetings and forums. Journalists and bureaucrats have an enormous role to play in promoting these issues through articulating them in media. The second tasks are translating the human rights language and policies into a reality and have such

Death of a Salesman Idealism and Truth Essay Example for Free

Death of a Salesman Idealism and Truth Essay ?Idealism describes the belief or pursuit of a perfect vision often based upon unrealistic principles. This pursuit is often contrasted and opposed by truth. The truth and reality in an individual’s life is what enables this person to remain grounded and down to earth. An individual must set themselves high expectations in order to be their best, but they must also acknowledge the fact that everything they desire is not achievable. The imbalance of idealism and truth in an individual’s life can have calamitous effects. It is significant in an individual’s life because it can lead to the deterioration of an individual’s sanity, destruction of family relationships and ultimately death. This is exemplified in Death of a Salesman by Arthur Miller, by Willy Loman. Willy spends his whole life pursuing the American Dream. This pursuit leaves him in debt and lacking less than a sliver of sanity. This man lacks the capacity to face the truth; the reality of his situation. The negative effect that his dream has on his family and life is simply overlooked and ignored. As Willy’s life swerves out of control, he tumbles deeper into the abyss of his idealism, to a point of no return. The inability for an individual to achieve a single-minded dream can lead to the deterioration of their sanity. In Willy’s case, he has spent his whole life pursuing the American Dream; a dream that is impossible to achieve. His inability to cope with the failure of his life at first simply causes him to feel lost, but eventually causes him to go insane. Ironically enough this man, so set on having the perfect life, has an affair with a secretary of one of the buyer. This is simply a financial transaction of gifts for sex and access to the buyers. Willy does this to escape the truth of his life, and in the process completely contradicts his goals. In an attempt to protect himself from the reality of his life, he goes into self-protection mode. His own mind morphs his memories to achieve and establish his desires. Willy’s constant flashbacks lay the groundwork to support that he is becoming senile and that his idealistic tendencies caused him to lose the ability to recognize reality from illusion. Willy is a very insecure individual, and he tries to make himself look better by lying to himself and his family. In his world of delusion, Willy is a hugely successful man. He disguises his profound anxiety and self-doubt with extreme arrogance. Biff nails it on the head when he points out the fact that Willy â€Å"had all the wrong dreams. All, all, wrong. † The overpowering pursuit of idealism over truth can lead an individual to lack the ability to cope with reality. Willy has a lot of potential, but he also has a whopping case of self-deception paired with misguided life goals. He has based his whole life on supporting others and does not know how to live any other way. The effect of lacking a manly figure during his youthful development is substantial effect in how Willy raises his own sons. In Willy’s pursuit of the American Dream, he clearly instills in his sons that being well-liked is more important than character. By emphasizing likability as being the most desirable quality for success he places a higher premium on outward projection over inner strength of character. He simply passes on these unrealistic qualities to his sons. â€Å"I never in my life told him anything but decent things. † Willy’s memories reveal that the values with which he raised his sons has made Biff comes to consider himself exceptional and entitled to whatever he wants regardless of how hard he works or whether it harms others. Biff’s perfect illusion is shattered when he discovers that his father is having an affair and he feels hateful and confused about his father’s actions. His excessive pursuit of idealism shatters Willy’s relationship with his son; this is something that he does not have the ability to repair. Willy’s pursuit of idealism in his life was extremely unrealistic and eventually prevented him from having the ability to see the truth in life. He spent his whole life trying to provide for his family. He wanted the life of a salesman. To be well-liked and have a massive funeral when he dies. The reality is that he spent his whole life pursuing unrealistic dreams based on negative personal values. Willy himself points out that he’s â€Å"worth more dead than alive. † It’s quite tragic that Willy believes he has to kill himself to feel that he is worth something to his family. The reality of the situation is that his death is in vain. The Loman’s only had one more payment left on the house, and don’t actually need the money anymore. But in his blinded illusion, Willy cannot see through or cope with his failure. This causes him to believe that he is worth nothing more alive and kills himself to enable his family to collect his life insurance money. The unevenness of idealism and truth in an individual’s life can lead to the loss of sanity, deterioration of relationships and even death. By having a good balanced of idealism and truth, there is a greater potential that an individual will discover contentment in life. While pursuing an ideal, an individual may be confronted with truth that must be recognized, and if ignored will have cataclysmic effect. Idealism provides a good source of motivation to strive for excellence and truth reminds us that we are all flawed. Together, with an appropriate balance of both, you have the tools to live a life happy.

Healthsouth: The Rise and Fall Essay -- essays research papers

Running head: HEALTHSOUTH: THE RISE AND FALL HealthSouth: The Rise And Fall Abstract Richard Scrushy (Scrushy) had a vision and was driven by his leadership and entrepreneurial abilities. Scrushy was the mastermind and major creator of HealthSouth Corporation (HealthSouth). Scrushy served as chairman and Chief Executive Officer (CEO) of the corporation for more than 20 years. A Biographical Sketch: Richard Scrushy and HealthSouth. Retrieved March 22, 2005, from the World Wide Web: http://www.richardscrushy.com/biography.aspx. The U.S. Securities and Exchange Commission charged HealthSouth Corporation and CEO Richard Scrushy with fraud, alleging the earnings of HealthSouth have been extremely overstated since approximately 1999. Bassing, T. (2003, March 19). SEC charges Scrushy; 41.4B civil fraud alleged. Birmingham Business Journal. Retrieved March 23, 2005, from World Wide Web: http://birmingham.bizjournals.com/birmingham/stories/2003/03/17/daily30.html?t=printable. Scrushy has been replaced Jay Grinney (Grinney) who recently accepted the position of President and C EO of HealthSouth. Grinney has a vision for HealthSouth and is confident he will succeed in restoring the corporation to its original status of leadership in the world of healthcare. HealthSouth: The Rise and Fall   Ã‚  Ã‚  Ã‚  Ã‚  Richard Scrushy (Scrushy) was born in Selma, Alabama in 1952. He had two siblings which consisted of an older sister and a younger brother. Scrushy was raised by two working parents and the family attended a local Methodist Church located in Selma. As a young boy, Richard was always able to find a job making money. His entrepreneur endeavor’s emerged during his teenage years and continued there after. A Biographical Sketch: Richard Scrushy and HealthSouth. Retrieved March 22, 2005, from the World Wide Web: http://www.richardscrushy.com/biography.aspx.   Ã‚  Ã‚  Ã‚  Ã‚  Scrushy chose to continue his education beyond high school and was graduated from college, but not before marrying his first wife and becoming the father of two children. During his years in higher education, he became interested in respiratory therapy and enrolled in the respiratory therapy program at the University of Alabama at Birmingham (UAB). Scrushy was intellectually gifted, had excellent leadership abilities and quickly began climbing the corpo... ...ushy Please Step Forward, The New York Times A Biographical Sketch: Richard Scrushy and HealthSouth. Retrieved March 22, 2005, from the World Wide Web: http://www.richardscrushy.com/biography.aspx. Rehab Resource (March 1, 2005). Administrator’s Corner, Volume 5, Issue 3 Retrieved March 22, 2005 from the World Wide Web: Institute For Global Ethics, November 10, 2003, http://www/globalethics.org/newsline/members/issue.tmpl?articleid=11100316510695 Retrieved March 22, 2005 from the World Wide Web: U.S. Department of Justice, September 29, 2004, www.usdoj.gov/usao/aln Retrieved March 22, 2005 from the World Wide Web: http://www.al.com/specialreport/birminghamnews/healthsouth/scrushypay.jpg Retrieved April 5, 2005 from the World Wide Web: http://www.healthsouth.com/medinfo/home/app/frame. Retrieved April 5, 2005 from the World Wide Web: http://www.al.com/specialreport/birminghamnews/healthsouth/index.ssf   Ã‚  Ã‚  Ã‚  Ã‚   Retrieved April 5, 2005 from the World Wide Web: http://www.usatoday.com/money/industries/health/2004-10-25-scrushy-cover_x.htm Retrieved April 6, 2005 from the World Wide Web: A Guide To The Sarbanes-Oxley Act, 2002. http://www.soxlaw.com/

Dubai Islamic Bank Essay

The document â€Å"Information Security Policy Framework† focuses on strategy and roles for implementation security policy in â€Å"Dubai Islamic Bank†. Information Security has become and important aspect for the financial institution especially for a bank to protest critical information resources. The importance of this fact needs to be clearly highlighted so that adequate measure can be implemented to ensure that acceptable level of security is in place at the systems and networking level. The policy also addresses the password security guidelines for effective management of passwords associated with user and administrative profiles, network devices and other specialized peripheral devices associated with the infrastructure. Responsibility of the Employees The information security policy should be completely read and its importance should be understood. In case of any queries, write letter to concerned department head. Keep corporate information confidential; don’t share this information with people outside DIB. Maintain confidential of your password. Only you are accountable with all the activities associated with your profile. Be observant look for suspicious activities in your area and report it to your manager for corrective actions. It is the responsibility of every individual to comply with this policy. Non compliance may result in disciplinary action. Components of security policy: The major components of security policy are: ? Risk analysis – identification of critical assets ? Risk management – protection of identified assets. The objective is to make sure that employee’s of the bank should know their roles and responsibilities in protection of information assets and to emphasize the importance of having secured communication. Risk analysis – critical business applications As all functions of DIB are automated, downtime of any system has a direct implication to efficiency and working. Some systems are mission critical as they impact directly to customers. Mission critical application are mentioned as follows, in order of priority. ? Core banking application ? Electronic messaging Risk management Risk management is the process of identifying potential threats. Protection of information resources Information resources including customer information or other critical system parameters should be protected from accidental or intentional modification or disclosure. This includes loss of information physically and logically. Information should be classified with the level of risk associated with it by the business owners. Once the information is classified, appropriate controls should be implemented to protect the information. Internet Security Internet access would be granted to users for business purpose only. Paper information security Confidential information such as account statements, reports, ledgers or customer related information, security policy, corporate policy and procedure etc should be retained in a secure and locked cabinet. Information such as software license or maintenance agreements or information that is highly confidential should be kept securely in safe or fire proof cabinet with combination lock enabled. Never leave your desk unattended for long hours. While dispatching memos / letters internally, It should be marked as â€Å"Confidential† with recipient name and address and should be sealed in an envelop. Information security administration Information technology division reserves the right to assign or revoke user permissions based on approved request and conduct entitlement review. Security officer should be assigned to conduct this task in segregation. The security officer not is involved in performing any transactions that conflict with the security administration function. Security officer is required to review security audit logs, exception handling reports and document any unusual or suspicious activity. Compliance Dubai Islamic branches and corporate office divisions are required to ensure compliance as per the rules and guidelines mentioned in security policy. Divisional heads should have a formal documented process to conduct self-assessment on semi annual basis. These results should be communicated to risk management ream for mitigation activities. Audit and implementation division should reference the security policy while conducting internal audit of branch / divisions. System and operations division should ensure compliance for all the functional unit areas of Dubai Islamic bank. Conduct self-assessment and periodic checks that regulatory and central bank requirements are being adhered to. A process should in place to make sure that whenever a new project is launched, concerned division will ensure and verify that security controls are implemented at the initial phase of the project. Human resource division includes security awareness program as an integral part of training IT quality assurance and compliance manager will ensure compliance of this policy for all systems and technology related platform. Self-assessments and review will be conducted to validate that relevant processes are in place. This unit are will also circulate letters to create awareness among users to follow the security policy and abide by the rules and regulations as defined. In case of any incident or malicious or fraudulent activity, inform your respective manager and divisional head IT for further investigation. Social Engineering Social engineering is the human action of breaking the security. Users should be careful while talking within and outside the organization. Information security can be violated very easily or may fail, if an employee gives away confidential information whether intentional or unintentional. Employees should be careful while talking on telephone and answering questions with unknown recipient or replying back an unknown email message. If a user is not sure whether to answer such a question, he/she should consult the line manager. Information sharing Confidentiality of information should be maintained. This includes information such as PIN codes, TPINS, passwords, customer’s financial statements, bank’s budgetary statements, cash positions are all treated as confidential information and should not be shared among employees. Avoid reading confidential documentation in a public area. The classification for confidential and public / shared information should be classified by information owners. Information that is required to be shared can be circulated in the form of letter or policy document or can be uploaded on internet. Access rights should be implemented so that unauthorized people does not go through the information that is meant for some specific people. Employees can share information only if they have valid business reason. Installation of software applications Application / software installed on corporate systems should be licensed. Unlicensed software should not be installed on any system. all software installations would be carried out by the IT support staff by ensuring first that the said software fulfills the obligations of software licensing. For third party software installations, the IT support staff would accompany such individuals with prior scheduling and reviewing all hardware requirements and post implementation impacts. Users would be restricted from downloading and installing software, freeware and shareware or evaluation copy of software on corporate laptops / workstations. This increase the chance of installing virus or Trojan thus compromising critical corporate resources. Only standard corporate software on approved list should be installed and accessed. In case there is a requirement to install application other than approved software then deviation should be filed and approved by divisional head IT and subsequent approvals from group head IT. Users are not allowed to download and install flashy screen saves and desktop backgrounds, only windows default settings should be used. User of external media Domain recipients are not allowed to connect personal laptop or workstation on the DIB network. Only corporate equipment should be connected on corporate network. Any such attempt would be taken up as an attempt to sabotage the network. Use of removable media such as floppy disk, CDs, DVDs, flash drives via USB port or any other external media on DIB domain is strictly prohibited. In case if there is any business requirement the same may be forwarded to the information technology division or for scanning and uploading of document in a shred folder with restricted access rights. Use of modems of any sort on the corporate workstations/ laptops and dialing out via internet over corporate network is strictly prohibited. Should there be business requirements to do so; the said workstation would NOT be allowed to connect to the corporate network.

A Talk About Oral English Teaching Problems and Solutions Essay

As a result, spoken language becomes more and more important. Nowadays, almost everyone knows the importance of learning English, it is taught as a compulsory subject at elementary school, secondary school and university in China. A lot of people consider that vocabulary is the key to learning English, so they prefer to memorize words as many as possible. It is true that one cannot communicate effectively or express his ideas in both oral and written forms without a sufficient vocabulary. However, we all know that the effect of learning language is marked by the students’ communication ability. There is a phenomenon which we called â€Å"Dumb English† in China, which means a large number of students can only read and write instead of speaking. Although vocabulary is an indispensable element in learning foreign language, a more important one is how to speak that language out. However, after several years of learning, students’ spoken English is also poor. They cannot express their thoughts in English in daily life. They are afraid of communicating with native speakers in English. What’s worse. They even cannot figure out what others say in English. Why did these phenomenons happen? Three reasons are introduced. The first one is that there are still many problems existing in spoken English teaching, such as absence of English learning environment, the Grammar-Translation Methods, and teachers paying much attention to vocabulary and grammar. The second one is the subjective reason: students are afraid of speaking English. They are scared of being laughed at by others if they say something wrong. There is a saying: â€Å"Practice makes perfect. † They are lack of practice, so their spoken English is poor. The third one is the objective reason, for example, the non-English environment, the different culture between China and western countries. This paper will only focus on the problems existing in spoken English teaching in High school and suggests some teaching strategies to deal with these problems to help improve students’ spoken English and communicative competence. Theoretical Framework 1 1. 1 The requirements of the New English Curriculum Standard The overall aim of the New English Curriculum Standard is to develop students’ overall language ability. Such abilities are grounded in the development of language skills, language knowledge, affects, cultural awareness and learning strategies. Language skills contain listening, speaking, reading and writing. And the requirements of speaking skills in junior high school advocate what students can do in the speaking process as following listed: the third level requires students can tell some simple and short stories. The fourth level requires students can use simple words to describe his own or others’ experiences with the teacher’s help. And the fifth level requires students can exchange ideas and complete tasks corporately. New English Curriculum Standard,2001). It has six designing principles: Firstly, it aims for educating all students, and emphasizes quality-oriented education. Secondly, it promotes learner-centeredness, and respects individual differences.

Free Essays on The Appraisal Process

The Appraisal Process The appraisal process is the periodic evaluation of each employee’s on-the-job performance as well as skill levels, attitudes, and potential. Management uses this written form of communication as a tool to inform employees of their progress made during the evaluation period. Management also uses the appraisal process for insight on potential employees who might be considered for advancement. Also known as performance appraisal or performance review, the application of this process is used through most organizations. The appraisal process has become an important tool in communicating managements thought on employee’s progress. The appraisal process is also used to evaluate an employees potential. Management may decide to delegate more tasks to an employee whose performance meets or exceeds expectations. This includes added responsibilities and advancement within the organization. Recognizing and rewarding employees is another reason organizations use performance appraisals. Not only does recognizing and rewarding boost an employee’s morale, it allows for other employees to model their work ethics upon. The appraisal process will also highlight those areas of employee performance that may need improvement. One way to improve employee’s performance may be to provide additional training in areas lacking. This appraisal tactic allows management the ability to eliminate employees whose performance does not meet standards and expectations set forth by the organization The Appraisal Process is usually conducted one to two times throughout the year. Employees are evaluated depending on the criteria prevalent to the current job of such employee. This evaluation must be free from any kind of contamination, and requires acceptance by the organization and its management as realistic criteria. The appraiser must have full and complete knowledge of the job responsibilities of the employee, and maintain ... Free Essays on The Appraisal Process Free Essays on The Appraisal Process The Appraisal Process The appraisal process is the periodic evaluation of each employee’s on-the-job performance as well as skill levels, attitudes, and potential. Management uses this written form of communication as a tool to inform employees of their progress made during the evaluation period. Management also uses the appraisal process for insight on potential employees who might be considered for advancement. Also known as performance appraisal or performance review, the application of this process is used through most organizations. The appraisal process has become an important tool in communicating managements thought on employee’s progress. The appraisal process is also used to evaluate an employees potential. Management may decide to delegate more tasks to an employee whose performance meets or exceeds expectations. This includes added responsibilities and advancement within the organization. Recognizing and rewarding employees is another reason organizations use performance appraisals. Not only does recognizing and rewarding boost an employee’s morale, it allows for other employees to model their work ethics upon. The appraisal process will also highlight those areas of employee performance that may need improvement. One way to improve employee’s performance may be to provide additional training in areas lacking. This appraisal tactic allows management the ability to eliminate employees whose performance does not meet standards and expectations set forth by the organization The Appraisal Process is usually conducted one to two times throughout the year. Employees are evaluated depending on the criteria prevalent to the current job of such employee. This evaluation must be free from any kind of contamination, and requires acceptance by the organization and its management as realistic criteria. The appraiser must have full and complete knowledge of the job responsibilities of the employee, and maintain ...

Interactive Communication Skills Essay Example

Interactive Communication Skills Essay Example Interactive Communication Skills Essay Interactive Communication Skills Essay Youre supposed to tell people what to do. All too often, though, people in management positions forget to make expectations clear, so make sure your employees or supervises know exactly what you want from them on every project. Make Expectations Reasonable With budget cuts sweeping the nation, more and more people are shouldering extra responsibilities. From volunteers at non profits to high level employees at large corporations, were all working extra hard. In this climate, its important to keep seasonable expectations. Dont give people tasks that are doomed to failure. If your company or department is suffering from budget cuts or employee losses, productivity may dip, so its important not to blame employees for things theyre not responsible for. Correct Mistakes When someone makes a mistake, let them know. This gives them an opportunity to correct it rather than making the same mistake. Correcting mistakes does not mean youre being a bully. Rather, it means youre giving people a chance to succeed. Communicate When youre in a position of power that allows you to see the big picture, it can be say to forget that not everyone has the benefit of your birds eye view. Communicate frequently with people you supervise about future plans, projects, and goals. Make sure to communicate both the positive and negative. Too often, bosses get caught up in criticizing rather than praising, so avoid this common mistake. Treat Employees Like People You shouldnt be overly involved in your employees personal lives in most cases, but that doesnt mean its not a good idea to invest in them as people. Make small talk and convey a sense of genuine care for them as people. Remembering birthdays, offering condolences when someone dies, and creating a team environment can lead to a substantially better working environment. Criticize Constructively Criticism can be beneficial to a persons Job performance, but not if they feel like theyre being torn down as a human being. Rather than questioning a persons dedication or competence, give specific instructions about what they can do differently. Dont engage in blaming or name calling. Offer Praise Perhaps the most important thing a good boss does is to offer praise when someone does something right. Aim to praise everyone at least twice as often as you criticize them. Even employees who are slacking off or not performing well can benefit from regular praise. When people feel good about themselves they tend to do better. Accept Criticism Perhaps the most critical difference between good bosses and great ones is that great bosses are willing to accept constructive criticism. Ask your employees what you can do to be a better supervisor, and be willing to listen to their concerns. Dont Engage in Office Gossip Every office has its own politics, with in groups, out groups, and cliques. Dont get manage, will suffer. Treat each employee equally, and dont Judge performance based upon how much you or someone else likes a particular employee. Dont Be a Pushover Its true that some of the worst bosses are Just blatantly mean, but being a pushover can be equally problematic. If youre afraid of confrontation, your employees dont have a chance to get meaningful feedback and improve at their Jobs. Work to straddle the line between being a pushover and a bully, and instead be assertive but kind. Your employees will be grateful for your combination of assertiveness and friendliness. 0 QUALITIES A SUPERVISOR SHOULD HAVE The 10 main qualities required are: 1 . Great communication skills: As a supervisor one must communicate clearly and correctly to avoid misunderstandings and frustrations. When receiving information from a subordinate, she should be sure to receive it correctly There is no harm in asking again if necessary. 2. Adapt to the changes: World is changing at a fast pace. The efficient supervisors ought to keep up with it. Do not Just blindly follow the age old norms and rules. Think out of the box if required. Adjust to the needs of the organization. 3. Value the employees: The people are any supervisors real asset. They are ones running the business and the work. A good supervisor understands their worth and treats them accordingly. 4. A coacher/mentor: Share your experience. A good supervisor shares her wisdom, knowledge and experience with the employees. She helps them perform better. This also strengthens the bond and the trust between them. 5. Disciplined: If a supervisor is disciplined then only can she expect the people to be so. The boss is an example Come on time, meet the time- lines, set a behavioral code if necessary. 6. Feedback/incentives: Promotions, feedback, raises and accolades should be showered on the deserving people. 7. Be an example: Be hands on Do not Just always delegate. At times the boss should take on projects too. She may try picking up something less attractive or uninteresting and complete it wonderfully. This sets an example to all the team about taking up challenges and about how any work is important. . Be approachable: The employees should not hesitate in approaching the supervisor with their concerns and problems. An efficient supervisor will make sure that there is enough trust and openness teeny her and the employees for the latter to come to her with their grievances. 9. Be considerate: People are not Just employees. They have families, friends and a life beyond work. Unless there is som ething urgent, do not make them work beyond the usual hours. Let them have their weekends and vacations. Be practical when setting the time-lines. This all will in turn improve the efficiency and the productivity of the employees. 10. Positive attitude: Be polite. Wish employees good mornings and be generous in thanking them. Inquire after about their families off and on. 11. Criticize instructively: When mistakes happen a good supervisor tries and understands the reasons behind the mishap. She criticizes or assesses the employee in proportion to the mistake. And it is always better to not to scream or scold in front of the others. Give constructive feedback; show them the right way to do things. . Equally important is understanding and incorporating employee feedback. A good supervisor interacts effectively with her employees, maintaining open lines of communication to ensure she stays informed bout project progress and brewing problems. Empathy If you cant place yourself in your employees shoes, you cant lead them effectively. For example, a parent might not be able to work overtime, or an employee going through a hard time might need temporary special considerations. Be as accommodating as possible in the face of genuine need, and your employees will be loyal in return. Ability to Delegate A good supervisor excels in delegating tasks to those employees best-equipped to handle them. Proper delegation streamlines a project, ensuring efficiency and maximizing profitability. Poor delegation, on the other hand, compromises a project. For example, if you delegate a vital task to an inexperienced employee, the whole project can slow. Worse, you might have to backtrack to fix errors, an inefficient use of time and resources. Flexibility No single approach to management works in every situation. Rather, a good supervisor chooses tactics based on the situation. For example, as a deadline nears, you might adopt a hard-line approach to ensure the work gets done. But your employees cant operate at full-speed perpetually, so adopt a more relaxed approach during downtime between projects. This gives employees time to recover their strength. Confidence Your employees look to you for inspiration. If you seem wish-washy or fearful, theyll assume you dont know what youre doing. That insecurity will create a negative workplace atmosphere, stifling productivity. But if you display confidence and positivist, your employees will be secure in your skills as a leader. Humility While a confident and positive outlook is important, not every decision you make will work out well. When a project fails or a choice backfires, accept responsibility and learn from the mistake. Dont blame your employees for problems that resulted from your mistakes. (1) Tame yourself You have to begin by understanding your personality and taming it. If you are too quiet, you will need to work on becoming more outgoing and decisive. If you are too decisive, to the point where you scare people, you will need to work on toning yourself down. You want to become a thoughtful, considerate leader who knows where you are going and is able to communicate that properly to the team. (2) Have a goal If you dont know where you are going, you will never arrive, and no one will be able to follow you. Your goal can e as simple as providing every customer with the best service or no injuries, no deaths on the Job or make a profit. (3) Have a clear, simple message You must be able to convey your goal in a sound bite. People can understand and retain clear, simple messages. You have to be able to repeat the message at meetings, in newsletters and in general conversations. If your people know the message, they will be able to follow. (4) Look and act like a leader People have a much easier time following someone who looks as they should. Your cl othes should be clean and pressed. Your shoes should be polished. You should walk with confidence. (5) Be trustworthy People wont follow you if they dont trust you. You must be ethical and People dont trust people who say one thing at a meeting, and then say or do something different outside of the meeting. (6) Care about your people You cant supervise people if you dont like them. You shouldnt become best friends with your staff, but you should know them and know what their problems are. Because you care, you should attend their weddings, and the funerals of their close family members. Because you are their leader, you should not attend more personal unctions, such as their birthday parties. You need to keep yourself concerned with your staff, but not intimately involved with them. If you are really not a people person, consider another, non-managerial position in your organization. Ruth Hag (wry. Managerial. Com) is the President and CEO of Hag Environmental Company, a hazardous waste consulting firm. Ruth is also a business management consultant. She trains supervisors to identify their shortcomings and tame them, while creating management systems that focus on their employees rather than themselves. She is also the author of several books, including a four-book series on supervisory management which includes Taming Your Inner Supervisor, Day to Day Supervising, Hiring and Firing and Why Projects Fail. She and her partner, Bob Hag, host the weekly radio show Manage Living, which can be heard on-demand on her site. 5 most important skills to become an effective supervisor 1 . Delegation skills: This is one of the most important supervisory skills and requires logical rules and technique for proper assignment. Effective delegation saves time, develops people, motivates the team and increases the production. Poor delegation will result in frustration, De-motivation and creates confusion among the sub- ordinates. The delegated task must be specific, measurable, realistic, agreed, time bound, ethical and recorded. 2. Interpersonal Skills: Employers appreciate supervisors who get along with people at all levels and so they hire supervisors with good interpersonal skills like communication, problem solving skills and team building skills. Interpersonal skill helps to build a trust between you and the sub- ordinates and thus able to work harmoniously and efficiently. 3. Performance valuation skills: Evaluation of employee performance is one of the most challenging aspects of a supervisors Job. This evaluation improves employees Job satisfaction and morale by letting him/her know that the supervisor is interested in their Job progress and personal development. This serves as systematic guide in planning employees further training, assist in determining special talents, skills and capabilities. PEP also provides an opportunity for employees to discuss Job problems and interests. 4. Training Skills: It is a supervisors Job to identify and impart training to the employees on regular basis. It helps in increasing the Job knowledge and skills of the employees and thus expand the overall personality of the employee to achieve individual goal and organization goals. 5. Decision making skill: This is an important skill required for a supervisor in order to complete their Job responsibilities. Best way is to solve problems by selecting one course of action from several possible alternatives where the positive outcome can outweigh possible losses. Avoiding decision may be easier; however, making own decision and accepting the consequences is the best way to stay control of your time and success.