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Multiple roles include: coach, judge, explorer, warrior, treasure hunter, media expert, and advocateЁ( Љ ЉЊ ЕІјида№№ џџџюьсI}OНРPMџ€€ˆ8Š0К___PPT10‹ы.“/Ы/U^"ю{я€ л№г№№№Л№( № №№ƒЂ № ƒ №D€Р№…ППџ€УПTextBox 1№p€`я №ŸЈеCoach/counselor: managers primary responsibility is to train staff to attain goals of the organization -gives feed back to staff -encourages them to devise their own plans for improvement -supports growth -conveys a combination of genuine concern for the employee AND the expectation that tasks will be accomplished Judge: evaluates performance of staff -may be called upon to resolve differences -may need to make painful, difficult decisonsЊ жІ №да№№ џџџюьсI}OНРPMџ€€ˆ8Š0К___PPT10‹ы.“/Ы јѕ"юЏя€ №№№я№( № №№ЗЂ № ƒ №D€ =<…ППџ€УПTextBox 1№рА:А  №CŸЈ Explorer: Engages staff as partners in searching for solutions to problems Competitor: Seeks higher performance levels -coaxes staff to achieve in face of obstacles Treasure hunter: Ever mindful that generating resources is of great importance Public Relations Ambassador: Obtains support of the public for programs Must be knowledgeable about ways to communicate messages and information Advocate: may need to advocate for change for the agency and for various populations that the agency serves Њ І №да№№ џџџюьсI}OНРPMџ€€ˆ8Š0К___PPT10‹ы.”/ЫРмUm"ю1я€ ‘№‰№№q№( № №№9Ђ № ƒ №D€Р<<…ППџ€УПTextBox 1№€CЪ №TˆLŠDК___PPT9‹&Ќ №iŸЈ§Handling Multiple Roles -need to understand these roles and when they are being evoked -assess strengths and weaknesses regarding various roles -obtain training or mentorship -important to support supervisors who work directly with clients Ё(ххЊ ўІјида№№ џџџюьсI}OНРPMџ€€ˆ8Š0К___PPT10‹ы.•/Ы№ђY'"юjя€ Ъ№Т №№Њ№( № №№rЂ № ƒ №D€ ў…ППџ€УПTextBox 1№€Tь№TˆLŠDК___PPT9‹&Ќ №ЂŸЈ6Delegating Assignments -managing is the art of getting things done through people -delegating is the process of giving staff assignments to complete -takes considerable planning -supervisors and staff may resist delegation *select the right people *ensure that assignments are fair and realistic *distinguish between delegating and dumptin *make assignments clear *give staff a voice in the assignment *convey that staff should consider solutions before coming to you *recognize the fine line between no interference and lack of guidance Ё(Њ 7Іјија№№ џџџюьсI}OНРPMџ€€ˆ8Š0К___PPT10‹ы.•/ЫВэw"ю6я€ –№Ž0№ №v№( № № №>Ђ № ƒ №D€  …ППџ€УПTextBox 1№рр^_ №ЪŸ `4. Applying Motivational Theory to Improve Staff Performance Maslow s Need Hierarchy McGregor s Theory X and Theory Y McClelland s Need for Achievement Theory Vroom s Expectancy Theory Herzberg s Hygiene-Motivator Theory Expect staff to be motivated to do a good job *Staff are more likely to be motivated when goals are meaningful *Staff respond to clear expectations *Staff are motivated in individual and unique ways Ё(щ.šБЊ БІ №да№№ џџџюьсI}OНРPMџ€€ˆ8Š0К___PPT10‹ы.–/Ы№њ:"ю‡я€ ч№п@№$№Ч№( № №$№Ђ №$ ƒ №D€@E…ППџ€УПTextBox 1№рАЅ Ѕ  №ŸЈс5. Elements of Good Supervision - Enhance the supervisory relationship -Provide constructive criticism -Avoid common supervision mistakes -Convey clear expectations Management by expectations is a two-way street! 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The agency does not have sufficient funding to continue providing sessions beyond a number specified by managed care. How would you work with staff to reduce average client sessions from 20 to 6? 2. Your agency has been faced with a 25% reduction in funding and the likelihood that 20% of staff must be laid off. Should staff be involved in determining criteria for who stays and who goes? What actions, if any could staff take to soften the layoffs? 3. How would you handle a resistant staff member who did not want to take on an assignment? Which motivational theory or theories would you apply?Ё<MˆMˆЊ №І №да№№ џџџюьсI}OНРPMџ€€ˆ8Š0К___PPT10‹ы.–/ЫРzFџ"юЌя€  №`№,№ь№( № №,№ДЂ №, ƒ №D€@……ППџ€УПTextBox 1№PрЭ7№TˆLŠDК___PPT9‹&Ќ №фŸ xHumanizing the Organization ** Creating a positive agency culture leads to positive staff performance -key values include: ownership higher purpose emotional bonding trust pride in one s work -effective managers: **play an important role in managing staff stress distinguish between positive stress and stress that overwhelms **foster diversity within the organization **Address complacency in the workplace Ё(  Њ НІјида№№ џџџюьсI}OНРPMџ€€ˆ8Š0К___PPT10‹ы.˜/Ы‡Nѕ"юня€ =№5p№0№№( № №0№АЂ №0 ƒ №D€€„…ППџ€УПTextBox 1№АрTі №<ŸЈ Њ І №да№№- Ђ №0 ƒ №D€џ…ППџ€УПTextBox 2"ёѓ ЉУэ PK!Zуfўт[Content_Types].xml”‘MOФ †я&ў2WгR=cJї`ѕЈFз0iKЖТ`н§їв§ИзФ#ЬМЯћъеvХL‘­w ЎЫ 9эuН‚ѕSq‚:ƒЃwЄ`G ЋцђЂ^яБШiЧ †”ТН”ЌšKШхIчу„)c/ъ і$oЊъVjяЙTЄ…MнR‡Ÿcл|}0‰42ˆ‡УтвЅC­Ц”MхьЬ–тиPцф~‡ј*k€ќЕa™œ/8ц^ђгDkHМbLЯ8e i"KуП\ЄЙќВXN\јЎГšЪ6r›co4ŸЌЮбyР@§_ќћ’;Схў‡šoџџPK!1н_aв _rels/.relsЄСjУ0 †яƒНƒбНqкCЃNo…^KЛ [ILcЫX&mпОІ0XFo;ъњ>ёяіЗ0Љ™ВxŽжM ŠЂeчу`ры|X}€’‚бсФ‘ мI`пНПэN4aЉG2њ$ЊRЂKIŸZ‹) 4œ(жMЯ9`ЉctB{СєІmЗ:џf@З`ЊЃ3nъ|Oеќ‡МЭ,м—ЦrамїоОЂjЧзxЂЙR0T И,Я0гмдч@ПіЎџщ•}WўBќLЋѕЧЌ5vџџPK!ˆQ“eˆЃdrs/shapexml.xmlьXпOл0~ŸДџСђыT’ў`k#*HlЊhyFNт”ЌŽйNiљыwg'-Cš@C ЅЉэ;лw_юЛs|rЖ-йpm %cк? )с2UY!W1НY^іЦ”ЫdЦ„’<І;nшйщчO'Ud*“Ѕ‰Њ˜оY[EA`в;^2sЄ*.A–+]2 ]Н *Э —–YиЈС П%+$=…ЅфfQЭ5ЖвЋЭ\“"‹щЩJиrЩЗі\mЩ€*Л…A0йJ˜трёZЦ­ЩЂmЎЫЦTі7ІfšнƒџOЌd‘Ъs;NњЃQ8эb::ўŽ ,+I тq89ž G”Є 0†ус`„7U+mьwЎ^mС…bЊyjFБЭЬXПUЛKuYёZ<Кг*BєГЎžР?М /Ц—мkq$!Ш(бV\(гаyeЊimС…Ц3Пю,Œ]ирЏнлНО6˜_ьZ„qY2=CгБqэbу|!…Ь€nˆ‰аMP’ё|Щ’ХУ!ЌРyЇТйLžы5F8Щ•ДS7…” ‘lФАг“+иy-SXОяPrQЅh“ЉвyjЩ†СВ§M4>ж8чyЋkзmе`ўA:Ээ3z4Љ/„^nЌIНxи7/С}ч ^ЕSБ,ёaЫ"@укѓиa‰[AV€рКЎЫЂT? )xS.{7 ШO€^Œ”LœаЋдm4Ћ‹5фЉЎEЩškLvH]’Т4игGCехx5 Ж—В(ћbŸПМOgІœЇFЉЩxШпAТsœжЛmђ_ўЁ ­`тМ{|ЛVаr Ђ[4– зПџџPK-!Zуfўт[Content_Types].xmlPK-!1н_aв /_rels/.relsPK-!ˆQ“eˆЃ*drs/shapexml.xmlPK-!XЎЃељрdrs/downrev.xmlPKѕт№ @,Ю№zˆrŠjК___PPT9‹LЌD №<Ÿ ”Questions for Discussion: Are there discrepancies between your organization s expressed values and actual policies? 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