TUGAS TEKHNIK SUPERVISI (KEDISIPLINAN)

1. Steps How to discipline the employees

How to Discipline Employees

Discipline Employees

Disciplining employees is a process of communicating with an employee to improve unacceptable behavioral patterns or performance. Use it when methods like coaching and performance appraisals are ineffective. Disciplining employees is meant to be constructive. The goal is to guide the employee to correct their behavior or performance and not to punish employees. Take more severe actions when no improvement is shown

Instructions

Issue an Oral Warning

·  1

  Set time and place to ensure privacy.

·  2

Make notes about what needs to be said before the meeting.
 

·  3

  Clearly state that you are issuing an oral warning about unacceptable behavior. Be specific in describing the behavior. Give concrete examples that depict the problem you want to fix.

·  4

Remind the employee of acceptable behaviors and company rules. If a list is available in writing, present it to the employee.

·  5

State the consequences of non-compliance.

·  6

Note the oral warning on your calendar. If the problem persists after a specified amount of time, issue a written warning.

 

Issue a Written Warning

·         7

Clearly state that you are issuing a written warning. Cite proper personnel policy that supports this procedure if there is one.

·         8

Describe in detail the performance problem. Give examples stated during the oral warning along with examples that occurred since that meeting. The employee needs to understand that you see no progress since the oral warning was given.

·         9

Outline previous steps taken to correct the behavior such as coaching, performance appraisals or any other previous disciplinary action.

·         10

Describe the impact of the problem. Be specific. Give examples of how the employee's behavior directly impacts the company.

·         11

Note employee's explanation for the behavior.

·         12

Reiterate the company's expectations. Note that if immediate sustained improvement is not demonstrated, further action must be taken. If termination is a possibility, specify that in your letter.

·         13

Refer the employee to the appropriate policy or contract provision to appeal the warning.

·         14

Deliver the letter to employee and place a copy of the letter in their personnel file.

Take more severe action

·         15

Issue a suspension without pay for one to ten days.

·         16

Recommend a reduction in pay for a specified period of time.

·         17

Enact either a permanent or temporary demotion if subsequent written warnings or other disciplinary measures are not effective.

Terminate the employee

·         18

Terminate or dismiss the employee if and when adequate performance standards are not met within reasonable accommodations as required by law.

·         19

Termination is a last resort and used only when severe, documented, non-compliance issues arise.

·         20

Follow organizational standards, federal law, and union or collective bargaining procedures closely when terminating an employee.

Tips & Warnings

·         Written warnings are often used more than once. Many organizations have policies that allow for three or more written warnings before a more severe disciplinary measure is enacted.

2. Kenapa Kedisiplinan merupakan faktor keberhasilan dalam organisasi?

Menurut Ir Ahamd Tohardi MM (2002), disiplin merupakan perilaku seseorang yang sesuai dengan prosedur kerja yang ada. Disiplin SDM terbagi menjadi dua macam, yaitu disiplin terhadap waktu dan disiplin terhadap perbuatan ataupun tingkah laku. Selain itu, disiplin juga mempunyai dampak pada beberapa hal, misalnya pada pencapaian tujuan pada suatu organisasi ataupun perusahaan, yang mana perusahaan tersebut banyak memiliki karyawan yang kurang disiplin terhadap waktu ataupun tidak disiplin terhadap aturan yang ada, sehingga hal tersebut menyebabkan tidak tercapainya tujuan perusahaan. Hal tersebut dapat menyebabkan kerugian bagi suatu organisasi ataupun perusahaan. Makanya gara-gara tidak menyebabkan kerugian, kita harus disiplin, baik disiplin terhadap waktu ataupun disiplin terhadap peraturan

Disiplin yang baik mencerminkan besarnya rasa tanggung jawab seseorang terhadap tugas-tugas yang diberikan kepadanya. Hal ini mendorong gairah kerja, semangat kerja, dan terwujudnya tujuan suatu organisasi ataupun perusahaan, karyawan dan masyarakat. Oleh karena itu, setiap pimpinan senantiasa berusaha agar memiliki disiplin yang baik, agar bisa memberikan contoh yang baik pula terhadap bawahannya.

Disiplin kerja yang tinggi merupakan suatu proses belajar yang terus-menerus. Supaya proses pembelajaran lebih efektif, maka pimpinan yang merupakan agen pengubah perlu memerhatikan prinsip-prinsip yang konsisten, adil, bersifat positif, dan terbuka.

3. Contoh-contoh Kedisiplinan dalam Organisasi

1. Kedisiplinan Waktu
Karyawan harus disiplin terhadap waktu kerja yg ditetapkan oleh perusahaan.
2. Kedisiplinan Kerja
Karyawan harus disiplin dan dapat bertanggung jawab atas pekerjaan/kewajiban yg diberikan oleh perusahaan.
2. Kedisiplinan Peraturan
Karyawan harus patuh dan disiplin terhadap peraturan yang ditetapkan oleh perusahaan.

FRONT OFFICE II ASSIGNMENT

1. The Functions of FOM

• Basic Functions of a Front Office Manager
• By Keith Evans, eHow Contributor
• A front office manager fill a variety of roles.
• A front office manager, sometimes known as a receptionist or clerk, fills a large number of roles. This customer-facing position, typically found in the hospitality industry, serves to both interface with customers and carry out front-office business duties. Though responsibilities and compensation vary considerably from organization to organization and even within companies, many front office managers share a number of basic duties.
•  
• Customer Interface
• Front office managers frequently interface with customers, often greeting them as they enter the establishment, answering inquiries and generating sales. According to a generic job description posted on the employment website Career Builder, front office managers might receive and process payments from customers and provide receipts as needed. In some cases, according to Career Builder, front office managers also deal with troublesome customers or guests and engage appropriate security personnel to address customer security concerns. Depending on the organization, a front office manager might interface with all guests or only with those considered sensitive or important.
• Office Management
• Front office managers ensure the front office of the business continues to operate in an efficient manner. Managing the office can involve analysis of expenditures to minimize cost, according to a job description posted on the lodging website Hotel Mule, and some managers review daily logbooks to maintain an awareness of business activities. Front office managers should be familiar with typical office applications like spreadsheets and word processors. According to the employment website The Job Fool, employees in this position also can use company proprietary systems to maintain business operations.
•  
• Manage Customer Experience
• Employees in a front office manager position have considerable responsibility for ensuring customers and guests receive exemplary service. In addition to simply interacting with customers and addressing security issues, front office managers also act as a single point of contact for customer complaints and escalated issues. Front office managers might approve promotional rates in response to customer negotiations, according to a job description posted on Hotel Mule, and some front office managers have the authority to grant discounts, service credits or complimentary service to unsatisfied guests. Front office managers also might work with other groups within the business, like housekeeping and maintenance, to ensure guests see a clean, fully operational property upon arrival.
• Staff Supervision
• Depending on the organization, front office managers might be responsible for supervising members of the hotel staff. Supervisory duties, according to The Job Fool, can include scheduling of personnel to meet customer demand, planning and assigning work, and developing employee communications. Front office managers might plan and conduct periodic staff meetings and even collaborate with heads of other departments to ensure completion of organizational tasks. In some cases, employees in this position develop and deliver training to keep employees abreast of changing business practices.

SOURCE : http://www.ehow.com/list_6397029_basic-functions-front-office-manager.html

2. Front Office Supervisor Job Descriptions

Front Desk Supervisor Job Description

By K.A. Francis, eHow Contributor

Front desk supervisors keep customers happy.

The front desk supervisor is in charge of the staff that directly assists hotel guests. They are responsible for the smooth operation of check-ins and check-outs, guest services, guest satisfaction and rectifying any issues that arise. The front desk staff reports to the front desk supervisor, and he or she is responsible for scheduling the staff and is expected to be knowledgeable and capable of performing all front desk tasks. The front desk supervisor reports directly to the general hotel manager.

General Responsibilities

• A front desk supervisor hires and trains employees and is in charge of the front desk staff. The supervisor is ultimately responsible for ensuring the happiness and satisfaction of the guests, including accurate billing services, swift and efficient registration services and fostering a convivial and professional atmosphere.

Daily Duties

• Supervisors are responsible for all aspects of recordkeeping, such as the work schedule for the staff, cash accounting for the front desk and paying vendors. The supervisor also acts as the front office manager when the manager is not in the office.

Education

• Front desk supervisors should have a high school diploma or equivalent. A bachelor's degree in hotel management or hospitality is preferred.

Experience

• Supervisors should have a working knowledge of day-to-day hotel office procedures and previous hotel department supervisory experience.

Special Skills

• Front desk supervisors should have an eye for detail, excellent customer service and communication skills, computer skills and basic math skills.

Source : http://www.ehow.com/about_6111814_front-desk-supervisor-job-description.html

LEADERSHIP

1. The conclusion
 the meaning of the leadership is an activity to influence the others to make good coorporation for reaching the main goal.
Approachments Leadership Studies

     * Approachment Character

           That the leader is seen or arising out of a combination of traits that appear in a person

     * Approachment Behavior

           That the leader is seen emerging from one's personal or related to
           his leadership.

     * The views Situational (Contingency)

  This view considers that the conditions that determine leadership effectiveness varies with the situation of the tasks performed, the skills and expectations of subordinates, environmental organizations and so on.
Elements of Leadership

     * The activator cadres,
     * The participant-driven, the communication, the goals of the organization
     * The benefits are not only enjoyed by some members

       functions of Leadership

     * Taking the decision
     * Develop information
     * Maintain and develop member loyalty
     * Giving impetus and encouragement to members
     * Responsible for all activities of activities
     * Conduct oversight of the implementation of activities
     * Giving the award to members who excel

TASK LEADER
        a. As it relates to employment

     * Taking the initiative
     * Set the pace and direction
     * Provide information
     * Provide support for
     * Giving thought
     * Taking a conclusion

b. Related to the cohesiveness of the members:

     * Encouraging, friendly, receptive
     * Be reconcile
     * Capable to change and customize the opinion
     * Facilitate the implementation of the task
     * Provide rules


       Leadership Style

     * Style with Orientation Task (Task Oriented)

Managers direct and supervise subordinates in a closed session to ensure that the tasks carried out according to what he wanted.

     * Style with Employee Orientation (Employee Oreinted)

The more managers motivate their subordinates than mangawasi. The group members were given the opportunity to excel and grow.

                    Factors - Factors Affecting Leadership Behavior

According to Mary Parker Follett, there are three variables that affect leadership styles are:

     * Leaders
     * The ability and leadership qualities
     * Followers or subordinates

  Ability and quality of followers in the receiving direction from their leaders.

     * situation

                Environment that affects the followers or subordinates.

2. what do you know about Leadership?

1.

the position or function of a leader,  a person who guides or directs a group: He managed to maintain his leadership of the party despite heavy opposition. Synonyms: administration, management, directorship, control, governorship, stewardship, hegemony.

2.

ability to lead: As early as sixth grade she displayed remarkable leadership potential. Synonyms: authoritativeness, influence, command, effectiveness; sway, clout.

3.

an act or instance of leading; guidance; direction: They prospered under his strong leadership.

4.

the leaders  of a group: The union leadership agreed to arbitrate.

 

3. the Leadership Tasks

Leadership Tasks are close to management tasks:


Let us discuss some of the leadership tasks for the sake of
setting an example. Depending on the leadership objectives
and goals, these leadership tasks might vary. These
leadership principles listed below must cascade down
through the whole organization.
Team building
When you become a leader and need to build teams, ensure
that you select the right people with the right skills to
achieve your goals. Look after your team members and
communicate with them regularly. You need to help your
team members to develop. Develop people via training or by
experience. Agree with your team members on the
objectives and responsibilities that will interest and stretch
them. Always support them while they strive to improve and
take on challenging.
Delegation
Delegation is an important management skill. Planned and
educated delegation decision saves you time, develops you
team members, grooms a successor, and motivates all team
members. Poorly planned delegation will cause you
frustration and confuses everyone. This leadership task is
coined as the art of management.
Communication
Communication is critical skill for any leader. Ensure that you
listen well, understand, discuss, consult, involve, and explain
the things and issues that are going around your team
members. Ask and learn about what your team members
think. Know how they think improvements should be done.

Set the example
Some leaders lead by example by doing many tasks. This is
labeled 'hands on' leader. Others are more distanced and let
their team members do it (partially delegation). The way you
work and lead and conduct yourself will be the most you can
possibly expect from your team members. If you set low
standards then you should expect the same from your team
members.
Credit and blame control
Always give your team members the credit for your
successes. Never take the credit yourself even if it's all down
to your leadership work. You might think it is your work, but
it is real team work that achieves successes. When it comes
to the blame, you must take full responsibility. Never blame a
team member publicly. His failure is yours, in fact. So, don’t
blame yourself in public.


Manage your team
You need to have faith in your team members. Give them the
longitude and latitude to work and excel. Coach them when
you spot a mistake. Let’s them make mistakes. This is how
they learn. This is how we learned to walk; we fell few times
before we managed to make our fist steps. Provide your
team members with relevant interesting opportunities Guide
then with proper measures and rewards.  This is a very
important leadership task.
Decisive decision making
As a leader, you need to make difficult decisions bravely.
However, stay truthful and sensitive when you implement
such decision. Don’t take the decision because you can, take
them because you have to reach your goal. Don’t be afraid of
change.

 

 

 4. The Leadership Style

Styles

Leadership style refers to a leader's behavior. It is the result of the philosophy, personality, and experience of the leader. Rhetoric specialists have also developed models for understanding leadership (Robert Hariman, Political Style,^[47] Philippe-Joseph Salazar, L'Hyperpolitique. Technologies politiques De La Domination^[48]).

Autocratic or authoritarian style

Under the autocratic leadership style, all decision-making powers are centralized in the leader, as with dictators.
Leaders do not entertain any suggestions or initiatives from subordinates. The autocratic management has been successful as it provides strong motivation to the manager. It permits quick decision-making, as only one person decides for the whole group and keeps each decision to him/herself until he/she feels it needs to be shared with the rest of the group.^[49]

 Participative or democratic style

The democratic leadership style favors decision-making by the group. Such a leader gives instructions after consulting the group.
They can win the cooperation of their group and can motivate them effectively and positively. The decisions of the democratic leader are not unilateral as with the autocrat because they arise from consultation with the group members and participation by them.^[49]

 Laissez-faire or free rein style

A free-rein leader does not lead, but leaves the group entirely to itself. Such a leader allows maximum freedom to subordinates; they are given a free hand in deciding their own policies and methods.
Different situations call for different leadership styles. In an emergency when there is little time to converge on an agreement and where a designated authority has significantly more experience or expertise than the rest of the team, an autocratic leadership style may be most effective; however, in a highly motivated and aligned team with a homogeneous level of expertise, a more democratic or laissez-faire style may be more effective. The style adopted should be the one that most effectively achieves the objectives of the group while balancing the interests of its individual members.^[


If I were a Leader I would use employee oriented style to manage my management
giving motivation for the employee in order they could improve their ability to get more knowledge in the workfield. giving motivation is also could give a good impact for the company and for employee itself.
so that there's a good comunication and good relationship between the leader and the employee.