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Leadership Assignment 1. Four Supervisory approaches shown The first supervisory approach is the directive approach. In this approach that involves a supervisor offering clear instructions and guidance to workers on what they are expected to do and how to go about it (Wiyono et al., 2021). In the reading material provided, Yoshimura Abe seems to practice this kind of supervisory approach. She says, “I'm a bit more directive. I'd ask to meet with the teacher, and then I'd share what I see as a problem and ask her to discuss and share her perception of it” (P. 1). The other supervisory approach is the supportive approach. In this approach, the supervisor acts as the coach or mentor, and offers workers guidance and support as they are striving towards an overall goal (Wiyono et al., 2021). Frank Morgan utilizes the supportive approach by listening to workers and helping them find the most effective solutions to their problems. The other supervisory approach is participative approach, which encourages employees to take active part in making decisions and solving problems (Wiyono et al., 2021). Barbara Bachman practices the participatory approach. She says “I think I'll ask her what her perception of the problem is and then verify that perception” (P.2). The last approach is the transformational approach, which aims at motivating and inspiring workers to attain more and more, beyond what is expected. Carlos Davis practices this approach. 2. Supervisory styles The supervisory styles include authoritative, participative, coaching, supportive, servant leadership and directive styles. All these styles refer to different techniques that supervisors utilize while working with their employees (Yang et al., 2022). In this particular scenario, the
supervisory style utilized to solve the problem at hand is participative style. In this style, the supervisor collaborates with the employee and encourages them to develop ideas and inputs on a given problem. When the three supervisors finished discussing about the employee who keeps scrolling on her phone, Barbara Bachman notes that she will ask her about what she perceives of the problem, and agree together on the solutions and possible consequences. Participative styles seems more effective as Wiyono et al. ( 2021) note that it fosters creativity and innovation. 3. Alternative response(s) for one scenario One scenario that I would offer an alternative scenario to is Yoshimura Abe’s directive approach to the issue. Abe notes that he will be more directive in his approach to the issue and after the employee has offered her perception of it, he will implement his own plan to solve it. He notes that he will ask for her input towards the end of their meeting. However, I think this approach is abit lacking and will not be effective in attaining the required results (Ali, Jangga et al., 2015). Therefore, instead, Abe would have first talked to the employee, ask for her perception of the problem and discuss with her the possible solutions to the issue; This will make employee feel more involved in the decision making process and feel valued too. 4. Key Learning from the interactive media piece a. Influence on understanding of supervisory approaches The interactive media piece has exposed me to different kinds of supervisory approaches that leaders utilize. I have realized that different leaders have their own unique ways of approachng issues within their workforce. While these approaches are different, they all seem to have one goal; stop an adverse behavior and promote a positive one among employees. Additionally, I have known what approach works for me, and which one I will have issues with.
For instance, I would have challenges working with a directive supervisor as I will feel less involved and less valued. b. Classification of each response From the interactive media piece, Yoshimura Abe’s response can be categorized as directive control, Barbara Bachman’s response as collaborative, Frank Morgan’s response as directive informational and Carlos Davis’s response as nondirective. All these supervisors seem to practice completely different styles. c. Reasons for choosing each principal response Yoshimura Abe’s response can be categorized as directive control because he focuses on giving instructions and guidelines, Barbara Bachman’s response is collaborative because she seeks to hear from employees and involve them in decision making, Frank Morgan offers instructions, but also seeks to help employees become better in future and Carlos Davis does not offer much instructions and guidelines to employees while solving issues (Lee et al., 2019). d. Connection between Supervisory Behaviors and my professional planks My first professional plank is supportive environment. Upon creating an environment that allows employees to feel valued and supported, I nurture a positive and supportive surrounding that enables effective supervision. Secondly, focusing on learning and development of skills and abilities, which is based on coaching supervisory approach aligns with my professional supervision planks framework (Bayley et al., 2022). Also, building a solid supervisory relationship requires collaboration and communication between the supervisor and the subordinate, which is what the participative style promotes (Pugia, 2021). When it comes to controlling and providing clear direction during the supervisory process, the authoritative and
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directive styles might be useful. To maintain a balance between different methods, it's crucial to put an emphasis on personal growth and learning as well as create a welcoming environment.
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