Supervisory Management Research Articles

An Empirical Investigation of Supervisory Management Styles and Associated Factors for Postgraduate Level Research Supervision

Based on the dynamic model of supervisory management styles this research focused on the empirical verification of the preferred supervisory management styles and their associated baseline characteristics of supervisors and supervisees. The study used a mixed-methods research approach and conducted in two phases. In the first phase, semi-structured interviews were conducted from 30 supervisors from different disciplines to get an overview of the context specific supervision problems faced by supervisors and their approaches to solve them during the different research stages. These interviews helped to develop items of supervisory management styles questionnaire (SMSQ). This questionnaire was based on 12 different situations. In the second phase, supervisors and supervisees from the 13 different universities of Punjab were selected purposively to respond the supervisory management styles questionnaire. The chi-square tests were performed to analyze the preferred supervisory management styles and their association with personal, academic and institutional characteristics of supervisors and supervisees. The results showed significant influence of the supervisees’ background profile characteristics and supervisors’ administrative position on the adoption of a particular supervisory management style at postgraduate level. The study identified the baseline characteristics associated with different supervision styles that may help to resolve possible supervisory alignment conflicts

The Impact of Personal, Training, Support, Supervisor and Organization Management on Job Performance among Young Engineers at Workplace

The Impact of Personal, Training, Support, Supervisor and Organization Management on Job Performance among Young Engineers at Workplace

الاحتراق الوظيفي وعلاقته بالمناخ التنظيمي لدى المشرفات التربويات بإدارة التعليم بالعاصمة المقدسة

الاحتراق الوظيفي وعلاقته بالمناخ التنظيمي لدى المشرفات التربويات بإدارة التعليم بالعاصمة المقدسة

Realization of prototype hardware model with a novel control technique used in electric vehicle application

Battery and ultra-capacitor (UCp) combination forms the multiple energy storage model (MESM), which provides the optimum benefit to hybrid electric vehicles/electric vehicles (EVs) for its successful operation. The inherent high power density characteristic of UCp is used during starting and momentary periods of EV. On the other hand, the battery provides the average power to the EV, during the steady-state periods. The development of the supervisory energy management strategy, corresponding to the EV dynamics is one of the key issues. In this paper, a new control technique is proposed to attain a smooth and automatic transition between energy sources in MESM according to the EV requirement. A speed condition-based (SCB) controller is designed with four individual math functions, corresponding to the speed of the electric motor (EM). A combination of the SCB controller and the artificial neural network (ANN) formed a SCBANN hybrid controller (SCBANNHC). To identify the proper power split between energy sources, the proposed SCBANNHC is applied to the main circuit in four different case studies corresponding to the load on the EM. Four different case study circuit models are realized in the MATLAB/Simulink environment along with a prototype hardware model for validation of the proposed control technique.

Information Technology Capability Process Measurement in Organization using Cobit 5

The purpose of this research is to know the priority IT process in IT department at XYZ Organization and to know the level of capability in each IT process priority at IT department at XYZ organization. The data used and processed in this research were obtained from interviews with IT Director, IT Governance Supervisor, IT Development Supervisor, IT Operations Supervisor and Information Management Supervisor, and also observed the processes in the IT department. The result is obtained by priority IT processes and the level of capability in each of the priority IT processes at XYZ Organization. Based on the case study analysis, in order to create IT governance in accordance with the standards in the COBIT 5 framework, the organization have to improve IT governance thoroughly and continuously and fulfill the criteria in the COBIT 5 framework for all IT process in XYZ Organization.

A PROPOSED FRAMEWORK OF THE IMPACT OF INSPIRATIONAL LEADERSHIP AND ADAPTED WITH CHANGE ON QUALITY OF WORK LIFE A COMPARATIVE STUDY BETWEEN AIN SHAMS UNIVERSITY AND OCTOBER 6 UNIVERSITY

This study is mainly concerned with providing a framework that studies the nature of the relationship between inspiring leadership and adapting to change in the quality of the occupational life between the employees of the two universities under study at Ain Shams University and October 6 University at various job levels. The study sample consists of (382) items from all levels of administrative staff. The preliminary data of study was collected through survey (inventory). The survey list is designed and tested directly regarding the purpose and contains closed-ended questions with specific answers. This list was distributed to the targeted sample items. The study uses the descriptive-analytical method. Regarding the study results: the results of the study showed the validity of the first hypothesis: There is a statistically significant effect of the dimensions of inspiring leadership on the quality of the career life of employees at Ain Shams University and the October 6 University under study. The results proved validity of the second hypothesis: There is a statistically significant effect of the dimensions of adaptation to change on the quality of the occupational life of employees at Ain Shams University and the October 6 University. Finally, the study presented practical recommendations which most important is to encourage university directors to work with modern concepts in management and using them as an administrative method in their daily work by spreading the culture of inspiring leadership in a practical framework that supports the application automatically. Setting an objective and fair system of wages and remunerations, i.e. attention to increasing wages for workers, especially for middle and supervisory management positions and typical jobs, which leads to an increase in their feelings of enthusiasm and optimism at work.

IMPLEMENTASI MULTI CRITERIA DECISION MAKING MENGGUNAKAN METODE SIMPLE ADDITIVE WEIGHTING (SAW) PADA SISTEM PENDUKUNG KEPUTUSAN PROMOSI KENAIKAN JABATAN

Telkomsel Distribution Center (TDC) Jombang has problems in promoting employees to fill the Supervisor (SPV) and Branch Manager (BM) positions. TDC Jombang has several assessment criteria for employees to be able to fill SPV and BM positions. But in the assessment process, each criterion still tends to be subjective. In making decisions based on several criteria, a Multi-Criteria Decision Making (MCDM) approach can be used by applying the method that is considered most appropriate to produce the best alternative decision recommendations. This study aims to provide the best solution by implementing the Multi-Criteria Decision Making approach using the SAW (Simple Additive Weighting) method which will be programmed in a computer-based decision support system (SPK). The SAW method was chosen because it can weigh the values on each attribute and rank to get the best alternative recommendations. The data used are Jombang TDC employee data. From this study, it was obtained that the use of the SAW method programmed in the SPK succeeded in presenting information comparing the value of preferences between candidates. Candidates with the highest preference value are the most recommended alternatives to choose

Evaluation of a new set of indicators for mental health care implemented in Madhya Pradesh, India: a mixed methods study

BackgroundMental health information systems are, in general, inadequate and unreliable in India. We have developed key mental health indicators for measuring mental health service coverage in primary care. This study aims to evaluate the use of these new indicators in seven health care facilities in Sehore District of Madhya Pradesh in India.MethodsThe study employed a mixed methods approach. We conducted: a qualitative study (n = 26) with health workers, Health Management Information Systems (HMIS) staff, project coordinators and supervisors; a review of case records (n = 61 at time 1 and n = 74 at time 2); and a structured questionnaire (n = 26) with health workers. The performance, user-friendliness, appropriateness, perceived utility and sustainability of the use of new mental health indicators was assessed.ResultsHigh levels of completion, and correctness of completion, of the new mental health indicators were found for the case records. The simplicity of the forms, as well as technical support from the project team, contributed to acceptability and feasibility of implementation. Perceived sustainability of the new forms was, however, affected by the overstretched primary care staff. Further work is needed to support the integration of mental health with routine HMIS.ConclusionThis study demonstrated that the implementation of key mental health service delivery indicators in Sehore District primary care facilities was feasible. Technical assistance was imperative in maintaining the performance of the indicators over the two studied time points. The integration of mental health indicators in routine health information systems, and political buy-in, are needed to monitor and sustain community mental health programmes in India.

Dental Reception and Supervisory Management

Dental Reception and Supervisory Management

Analysis of the integration of the three-way catalyst thermal management in the on-line supervisory control strategy of a gasoline full hybrid vehicle

Full hybrid electric vehicles have proven to be a midterm viable solution to fulfil stricter regulations, such as those regarding carbon dioxide abatement. Although fuel economy directly benefits from hybridization, the use of the electric machine for propulsion may hinder an appropriate warming of the aftertreatment system, whose temperature is directly related to the emissions conversion efficiency. The present work evaluates the efficacy of a supervisory energy management strategy based on Equivalent Minimization Consumption Strategy (ECMS) which incorporates a temperature-based control for the thermal management of the Three-Way Catalyst (TWC). The impact of using only the midspan temperature of TWC is compared against the case where temperature at three different sampling points along the TWC length are used. Moreover, a penalty term based on TWC temperature has been introduced in the cost functional of the ECMS to allow the control of the TWC temperature operating window. In fact, beyond a certain threshold, the increase of the engine load, requested to speed up TWC warming, does not translate into a better catalyst efficiency, because the TWC gets close to its highest conversion rate. A gasoline P2 parallel full hybrid powertrain has been considered as test case. Results show that the effects of the different calibrations strategies are negligible on the TWC thermal management, as they do not provide any improvements in the fuel economy nor in the emissions abatement of the hybrid powertrain. This effect can be explained by the fact that the charge sustaining condition has a greater weight on the energy management strategy than the effects deriving from the addition of the soft constraints to control the TWC thermal management. These results hence encourage the use of simple setups to deal with the control of the TWC in supervisory control strategies for full hybrid electric vehicles.

The extent to which primary school principals apply TQM standards in education in Riyadh from the point of view of school administrators

Study entitled "The importance of implementing the principals of elementary schools to the standards of comprehensive quality management on education at Riyadh city from the point of school management supervisors view.
 The study aimed at knowing the degree of implementing the principals of elementary schools principals to the standards of comprehensive quality management on education at Riyadh city from the point of school management supervisors view, knowing the requirements of implementing the standards of comprehensive quality management of education at Riyadh city from the point of school management supervisors view, knowing the most of obstacles on implementing standards of comprehensive quality management of education at Riyadh city from the point of school management supervisors view.
 The researcher has utilized the analytical descriptive methodology, questionnaire as the tool to collect the data that appropriate to the population of study which consisting of the total of elementary school management supervisors on education at Riyadh city. The sample of study has been conducted on (54) supervisor of the school management in elementary school at Riyadh city. The most results of study:The virtual fact to implement the principals of elementary schools to the standard of comprehensive quality management in education, encourages the humanitarian to relations in schools, attends the teachers with courses on comprehensive quality management, delegation of powers and spreads the culture. One of obstacles on implementing the elementary school managers to the standards if comprehensive quality management in education, is shortage of qualified staff on the field of comprehensive quality management, weakness of participation the schools principals on taking decision about the implementation of comprehensive quality management.

Energy management strategy for hybrid electric vehicles based on adaptive equivalent consumption minimization strategy and mode switching with variable thresholds.

To improve the real-time capability, adaptivity, and efficiency of the energy management strategy in the actual driving cycle, a real-time energy management strategy is investigated for commute hybrid electric vehicles, which integrates mode switching with variable threshold and adaptive equivalent consumption minimization strategy. The proposed strategy includes offline and online parts. In the offline part based on the historical traffic data on the route of the commute vehicle, particle swarm optimization is applied to optimize all the thresholds of mode switching, equivalence factor of the equivalent consumption minimization strategy, and the engine torque and speed at the engine-alone propelling mode so as to establish their mappings on the battery state of charge and power demand. In the online part, the established mappings are involved in the energy management supervisor to generate timely appropriate mode switching signals, and an adaptive equivalence factor for instantaneous optimization equivalent consumption minimization strategy and the optimal engine torque and speed at engine-alone propelling mode. To fully demonstrate the effectiveness of the proposed strategy, the simulation results and comparison with some other strategies and the benchmark dynamic programming strategy are presented by implementing the strategies on the GT-SUITE test platform. The comparison result indicates that the control effect of the proposed energy management strategy is much nearer to that of the benchmark dynamic programming than those of other strategies (the rule-based control, the conventional equivalent consumption minimization strategy, the adaptive equivalent consumption minimization strategy, the rule-based-equivalent consumption minimization strategy, and the stochastic dynamic programming strategy) with the respective improvement in fuel efficiency by 25.9%, 13.25%, 4.6%, 1.32%, and 1.13%.

Development of a Care Delivery Model for High-Need Older Adults in the Community.

High-need older adults have multiple needs and require different types of care services. Care coordinators in community care centers in Taiwan, however, often experience difficulties in providing sufficient care services because of the inadequate capacity of case management. The aim of this study was to develop a realistic care delivery model for the care coordinators to manage the care of high-need, community-dwelling older adults. Focus-group interviews concerning elements and process for establishing a care delivery model were conducted with 12 care management experts in two groups: the practical work group (three registered nurses and three social workers) and the care management group (three care managers and three care management supervisors). The interviews were video-recorded and subjected to content analysis. A five-stage care delivery model was formulated: case screening, case assessment, care plan, care delivery, and follow-up evaluation. Six types of high-need older adults were identified: those living with disability, solitude, dementia, depression, elder abuse, and poverty. A list of categorized care services, including care resources, social welfare resources, and caregiver resources, was then used as a guide for case management and care delivery. The developed model-consisting a classification of services for different types of high-need older adults-serves as a guide for care coordinators in community care centers to make better decisions on service linkages, resource management, and care plan monitoring.

The Effect of Learning and Development on Employees’ Career Development in NNPC

The study examine investigate the effect of learning and development practices on employee career development in NNPC. The study adopted descriptive survey research design. The population of the research consisted of 9,024 top level, middle level and lower level management (Supervisors) staff of the NNPC who has spent more than 5years in the organization and have up to 5 years before retirement age of 60 years and sample size of 1,960 was derived using Slovin formula and purposive sampling procedure. Structured questionnaire with a six point modified Likert- Scale was administered with a 74.6% response rate (926) copies of the questionnaires came correctly and were used for the study. The obtained from the questionnaire was analyzed quantitatively using descriptive and inferential statistics. The results revealed that learning and development have a significant effect in employee career development in NNPC. The also revealed that that learning and development policy satisfies the career development needs of the employees of the Corporation. But, there is no established career path for every employee and professional groups in NNPC. The study concludes that learning and development practices have significant effect on Employee Career Development in NNPC. The study recommended that NNPC should improve and expand their training programmes for employees by encouraging more employees’ participation and free flow of information to enable all the staff aware of the Learning and development programme available both locally and internationally. Keywords: Learning and development practice, Employees career development, NNPC, Corporations, Nigeria DOI : 10.7176/JRDM/56-05 Publication date :June 30 th 2019

Influence of Organizational Support Practices on Employees’ Career Development in the Nigerian National Petroleum Corporation

The study investigated the influence of organizational support practices on employee career development in NNPC. Descriptive survey research design was adopted. Population of the research consisted of 9,024 top level, middle level and lower level management (Supervisors) staff of the NNPC who has spent more than 5years in the organization and have up to 5 years before retirement age of 60 years. Sample size of 1,960 was derived using Slovin formula and purposive sampling procedure. Structured and validated questionnaire with a six point modified Likert- Scale was administered with a 74.6% response rate (926) copies of the questionnaires came correctly and were used for the study. Data obtained from the questionnaire was analyzed quantitatively using descriptive and inferential statistics. Results revealed lack of Organizational support practices, no established career path for every employee and professional groups, organization Support practice with respect to supervisors in NNPC is not encouraging. The study concludes that organization Support practice has no significant influence on Employee Career Development in NNPC. It recommended that NNPC should adopt an integrated approach toward formulation and implementation of HRM practices. This will provide wholistic approach to the implementation of HRM in the Corporation and it’s Strategic Business Units (SBUs). Keywords: Corporations, Employees Career development, NNPC, Nigeria, Organization Support. DOI : 10.7176/EJBM/11-18-04 Publication date :June 30 th 2019

외식프랜차이즈 기업의 내부마케팅 요인이 슈퍼바이저의 직무만족에 미치는 영향

This study aims to examine the effect of internal marketing factors of food-service Franchise Companies on supervisors" job satisfaction. The survey was conducted among 100 supervisors who currently work in domestic food-service franchise companies specialized in chicken, porridge, Korean fast food, pizza, coffee, and desert. Analysis of this study shows that internal marketing does have a significant effect on supervisors" job satisfaction. In detail, empowerment, compensation system, and internal communication have significant effects on supervisors" job satisfaction. The result of this study can be applied to supervisor management strategy of restaurant franchise companies.

How middle managers facilitate interdisciplinary primary care team functioning

BackgroundThe Veterans Health Administration (VA) primary care is organized as a Patient Centered Medical Home (PCMH) that is based on continuity management of patient panels by interdisciplinary “teamlets” consisting of primary care providers, nurses, and clerical associates. While the teamlets are envisioned as interdisciplinary in this model, teamlet members may continue to report separately to middle management supervisors within their respective disciplines. Little is known about the role of middle managers in medical home implementation; therefore, the study purpose is to examine and characterize teamlet members’ perceptions of middle managers’ role in primary care operations and teamlet functioning in an outpatient setting. MethodsThis study applied a formal qualitative data collection method and analysis based on semi-structured interviews of 79 frontline interdisciplinary staff (primary care providers, nurses, and clerical associates) in VA Patient Aligned Care Teams (PACT) teamlets. Interviews were analyzed using a method of constant comparison. ResultsTeamlet members recognize that their supervising middle managers are essential to daily functioning of PACT teamlets in terms of clarifying roles and responsibilities, setting expectations, providing coverage strategies, supporting conflict resolution, and facilitating teamlet-initiated innovation. Teamlet members identified challenges when middle manager involvement was lacking. ConclusionWithin a multilevel system, frontline interdisciplinary staff continue to perceive the need for leadership by middle managers from their own professional disciplines for solving interdisciplinary problems, setting role-specific schedules and expectations, and fostering innovation. As such, greater focus on the structure and training of middle managers for participation in PCMH models is needed.

Perceived Influence of Principals’ Distributed Leadership Skills on Teachers Job Performance in Imo State Secondary Schools.

The study examined principals‟ distributed leadership skills and its influence on teachers‟ job performance in Imo State secondary schools. It was a descriptive survey. A sample size of 300 teachers was selected out of the total population of 6845 using stratified random sampling techniques. Instrument used data collection is a rating scale titled “Principals‟ Distributed Leadership Skill Scale” (PPLSS). A reliability coefficient value of 0.84 was determined using Cronbach Alpha technique. Mean scores and standard deviations were used to answer the research questions while Analysis of Variance (ANOVA) was used to test the null hypothesis at 0.05 level of significance. Findings of the study among others include; fairness, creativity, spirit of team work, intelligence, resourcefulness, good communication skill, consistency, reliability, interactiveness, discipline and task orientedness etc were essential features of distributed leadership skills. Also that these features had great positive influence on teachers‟ job performance. However, the researcher recommended among others, that principals of secondary schools in Imo State should adopt this new dimension of leadership and that the stake holders (Ministry of Education, Secondary Education Management Board, Supervisors and Inspectors of Education etc) should visit schools regularly to ascertain the extent of progress and its effects on achieving stipulated education goals.

Transference Leadership For Heads Educational Management In AFIF Province And Its Relation With Job Satisfaction For Educational Supervisors

The study aimed to: - Identifying with the degree of The practice of heads educational management for type of transference leadership from the views of supervisors. - Acquaintance with the level of job satisfaction of educational supervisors in Afif Educational management. - Recognizing the statistical significance relation between the practice of heads educational management degrees' in Afif Educational management for the style of transference leadership and job satisfaction of educational Study Methodology: The researcher used the descriptive method (survey ) & descriptive method (Correlative) Study Population and Sample: The study population consists of all heads educational department and educational supervisor whether they are mails or females in Educational Management of AFIF. Study Tool: The researcher built tow questionnaires, the first questionnaire to measure using of the transference leadership and it consist of two parts one is personal information anther is phrases for measuring the practice of heads educational management degrees' in Afif Educational management from the points of view of educational supervisors , also it contain forth transference leadership diminutions( typical effective, mental- excitation, personal considerations, accusatory motivation) in (39) sentences. The second questionnaire to measure the level of educational supervisors' job satisfaction in (28) sentences. Moreover, the researcher used the fifth Grading scale to measure the responses of study sample. Study Results: the results of the study can firmed the following: - The overall average of total to the degree of transference leadership applying for Heads Department (4,10) , so this is the mean between fourth category which indicated to high degree. - The general average of the responses of the study sample at the axis of educational supervisors job satisfaction for in Educational management in AFIF that is mean (3,85 over 5) indicated to (high) degree of study tool. The results proved that there is connective, direct, strong relation & statistical function at (0,01) between the practice of heads educational management degrees' in Afif Educational management for the style of transference leadership and job satisfaction of educational. Also, the result show that connective the relation between general degree of the measure of transference leadership and general degree of the measure of job satisfaction is (0,56) , so it is positive direct relation. Study Recommendations: - Encouraging and training the Heads of educational management to be attention in knowing the weakness points about their work which is hinder the transference leadership practice. - Caring of training and qualifying staff who have primitive readiness for having transference leadership properties and characters. - Necessity of hold periodical specialist courses to create leaders and trine them about modern administrative styles that make job satisfaction for personnel.

Leadership Succession Practices And Employees’ Career Development In The Nigerian National Petroleum Corporation

The inability of organizations to have a well-articulated Leadership Succession plan and culture has led to disruptions in operations and leadership transition crisis. Limited literature is available on the relationship between leadership succession planning and employees career development in NNPC raising debate whether the link is tenable with the corporation. In the NNPC, there is no deliberate and structured plan for leadership succession. So, this study examined the effect of leadership succession planning on employees’ career development in NNPC. The Social Cognitive Career Theory and Common-Sense Theory were used to support this research. The study adopted descriptive survey research design. The population of the research consisted of 9,024 top level, middle level and lower level management (Supervisors) staff of the NNPC who has spent more than 5years in the organization and have up to 5 years before retirement age of 60 years and sample size of 1,960 was derived using Slovin formula and purposive sampling procedure. Structured questionnaire with a six-point modified Likert- Scale was administered with a 74.6% response rate (926) copies of the questionnaires came correctly and were used for the study. The data obtained from the questionnaire was analyzed quantitatively using descriptive and inferential statistics. The results revealed that there is lack of leadership succession planning and practices in NNPC. The also revealed that there is no established career path for every employee and professional groups in NNPC. The study concludes that Leadership Succession practice have no significant effect on Employee Career Development in NNPC. The study recommends that Federal Government should empower the NNPC to put in place proper Leadership Succession planning especially in HR itself. This can be achieved when the corporation embeds a formal employee career development policy and procedure. Also, NNPC should continuously be strategizing and moving with the global trend in HR practices and to learn about future possibilities. The NNPC management and staff should align themselves with strategies to survive in the changing global business reality