that they have workers’ interests and welfare at heart;
and that they respect workers’ opinions, knowledge, and
skills.
In the list below, we have provided some of the
human relations factors that lead to positive discipline.
Good supervisors
1. understand the principles, standards, rules, and
regulations necessary to good conduct; they believe in
these things and practice them themselves;
2. know their personnel as individuals, and treat
them fairly and impartially;
3. develop the feeling of “belonging” and security
in the group;
4. get information to the group through proper
channels, and promptly eliminate rumors;
5. use authority sparingly and always without
displaying it;
6. delegate authority as far down the line as
possible;
7. never make issues of minor infractions or
personal issues of disciplinary matters;
8. display confidence in the group, rather than
suspicion of it (workers are reluctant to betray expressed
confidence);
9. train the group technically;
10. look after the mental and physical welfare of
the group;
11. try to avoid errors, but show willingness to
admit errors when they make them;
12. develop loyalty in the group and of the group;
and
13. know that because of individual differences,
discipline cannot be a completely routine matter. Some
of the principal causes of misconduct are discontent,
idleness, lack of interest in the job, misunderstanding of
regulations, resentment, and emotional strain. The wise
supervisor avoids the necessity for formal discipline by
removing as many of these causes as possible.
RELATIONSHIPS WITH YOUR
SUPERIORS
Your bosses are very important people to you. In
their hands rests much of your success in your job.
Whether or not you like them personally, you have to
cooperate with them if you hope to advance.
Many supervisors rate loyalty at the top of the list
of desirable qualities. A loyal supervisor does not
criticize the boss to others even if there is cause for
occasional disagreement.
Dependability is another desirable quality your
superior looks for in you. Your boss likes to know that
when you are given an assignment you will complete it
to the best of your ability and on time. There are few
things more annoying to a boss than a subordinate who
always has an alibi-who cannot be depended upon.
Do not be a “yes” person; but, on the other hand, do
not go to the extreme of being a “no” person. Good
bosses want subordinate supervisors who are not afraid
to tell them tactfully what they think, even if it means
telling them that they are wrong. But they do not like
having a subordinate who is against everything and who
stubbornly resists every idea!
MAKE SUGGESTIONS TACTFULLY
Most bosses resent employees who make it a
common practice to tell them bluntly what should be
done or what should not be done. It is easy to get your
ideas across to the boss without incurring resentment;
just put them in the form of a question: “What do you
think about this idea?” or “Do you think this would
work?”
If the boss gives you an assignment that is obviously
a mistake, tactfully ask about handling it from another
angle. However, if the boss insists on carrying out the
order as specified, do not argue.
KEEPING THE BOSS INFORMED
Bosses like to know what is going on, but they do
not want to be bothered with all the petty details. Keep
them advised of personnel problems, proposed changes,
and other important matters.
If you make a serious mistake, tell your boss about
it immediately. Don’t wait until your boss discovers the
mistake and then try to defend your actions. And
remember–lengthy explanations of your actions are not
required.
WORKING RELATIONS WITH YOUR
FELLOW SUPERVISORS
Friction and jealousy are your prime enemies in
establishing cooperation with your fellow supervisors.
A good supervisor avoids “backstabbing,” gossiping,
and criticizing fellow supervisors when the competition
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