Leadership for Addressing Absenteeism Research Paper

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Supervisory Skills and ChallengesIntroductionAs a Shift Supervisor at Fast Fleet Shoes Manufacturing, I recognize a number of challenges that we face as an organization. The purpose of this paper is to outline the immediate, six-month, and one-year goals to address these challenges, using various supervisory techniques and concepts, as well as to provide an overview of the issues in a concise manner. First, I will present the overview, and following this will be the immediate, intermediate, and longer-term goals.OverviewAn inability to address issues and meet quotas suggests a managerial approach that lacks leadership qualities (Contu, 2023). As the new supervisor, I want to embody leadership by inspiring and motivating the team, understanding the needs of all team members, doing my best to meet those needs without sacrificing the goals of the company, and setting a vision that all can buy in to. In the great debate between managers vs. leaders, there is no simple answer: managerial tasks like scheduling and monitoring are essential, and will never be less than crucial in day-to-day operations. However, it is equally crucial to lead by example, to build trust among stakeholders, and to create a positive team culture that sustains performance. But trust cannot be created or maintained if some workers are not doing their jobs and committing to their work (Gustafsson et al., 2021). Absenteeism is a problem that will not be tolerated. You are either all-in or you are out. If you are late or not showing up, it will quickly become clear to me that you desire to be out. You will decide on this matter. To succeed, we need all hands on deck, and everyone buying in to the new culture and spirit that I want to bring.What about morale? Morale was low under the previous supervisor because performance objectives were not being met. When the team is failing, no one is happy. But winning cures a host of problems. My goal therefore is to create a culture that supports winning. That means giving credit where credit is due. It is my understanding that there are some here who have been here for a long while and who have been passed over. I believe strongly in the power of wisdom, experience, mentorship, and guidance (Broughton et al., 2019). Those who can mentor will be given a special role on my leadership team. But mentorship is not just something that comes with age. The young, too, possess skills that not all have, and it is important for them to step into mentorship roles when the need arises. I will be judging this on a case by case basis. Those who can lead and desire to lead will be given their chance to lead.As for the issue of remote work, it is on my radar. Let us be clear: some jobs require full-time on-site presence.

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Others do not. What matters most is that the work is getting done and performance goals are being met. If your job is one that can be done effectively remotely and you would like to try this, we will talk about and see if we can make it work.The Finer PointsI am not a hatchet man and I have not come to make everyone’s life miserable. There are problems, yes—but there are also solutions. It is my mission to solve problems rather than…

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…necessary skills. Importantly, we need to emphasize respect in this area, so that there is no ill will between older and younger generations of workers (Ely & Thomas, 2020).Leadership DevelopmentFor this goal, I want to use Theory X and Y. I will assess the leadership styles of our co-leads, Jane and John. If they lean towards Theory X (authoritarian), I will encourage them to adopt more of a Theory Y (participative) approach, fostering a more inclusive and motivating environment.One-Year Goals and SolutionsEstablishing a Strong Team CultureFor this goal, I will use the Leaders vs. Managers approach and Feedback. I will focus on being a leader who inspires and motivates, rather than just managing tasks (I am not slighting management, just pointing out the difference). Regular feedback sessions will be held to ensure open communication and continuous improvement.Addressing FavoritismIf there is any favoritism here, I will apply the simple approach of Counseling. If any instances of favoritism arise, I will address them immediately through counseling sessions. It is absolutely essential for every team member to feel valued and to be treated fairly.Empowering Co-leadsMy approach here is simple Delegation. I will delegate more responsibilities to Jane and John, based on their strengths. There will be regular check-ins to ensure they have the support they need and that tasks are on track.ConclusionAs the new supervisor at Fast Fleet Shoes Manufacturing, I see numerous challenges, but with the right techniques and a proactive approach, I believe we can overcome them. I am committed to fostering a positive, productive, and inclusive environment for all team members and I want everyone here to be just as committed as I am. I look forward to collaborating closely….....

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