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Abstract
This research examines the impact of effective supervision in an organization of selected fast food in Port Harcourt. The survey approach was adopted. The population of this study is made up of all staff of The Promise Fast Food and Genesis Fast Food. The Taro Yemens formula was used to determine the sample size of 22. A Self-designed questionnaire on the impact of effective supervision in an organization was used and administered for the collection of data from the respondents in The Promise Fast Food and Genesis Fast Food. The method used to analyze the data was simple descriptive method stated in tables and expressed in percentage. The chi-square statistical test was used to test the hypotheses. The study revealed that planning, organizing and directing influence the organizations in selected fast food in Port Harcourt. Based on the finding of the study, we recommend that the need for organizations (public and private), to have well-trained supervisors who are prepared to provide the necessary and appropriate guidance, structure, and encouragement to their staff and in order for an individual to develop the knowledge and skills to become an effective supervisor of others, he must first go through the process of effective supervision, particularly in terms of being supervised and mentored in the role of supervision.
Table of Contents
Title Page ii
Declaration iii
Certification iv
Dedication v
Acknowledgements vi
Abstract vii
Table of Contents viii
List of Tables x
List of Figures xi
CHAPTER 1 1
INTRODUCTION 1
1.1 Background to the Study 1
1.2 Statement of the Problem 3
1.3 Objectives of the Study 3
1.4 Significance of the Study 4
1.5 Research Questions 4
1.6 Statement of Hypotheses 5
1.7 Scope and Limitations of the Study 5
1.8 Definition of Related Terms 6
CHAPTER 2 7
LITERATURE REVIEW 7
2.1 Conceptual Framework 7
2.1.1 Concept of Supervision 7
2.1.2 Dimension of Effective Supervision 10
2.1.3 Techniques of Supervision 15
2.1.4 Effects of Supervision on Productivity in the Organization 19
2.2 THEORETICAL FRAMEWORK 23
2.2.1 Agency Model of Supervision – Kadushin 23
2.2.2 Developmental Models of Supervision – Erskine 25
2.2.3 Review Empirical Literature 28
CHAPTER 3 30
RESEARCH METHODOLOGY 30
3.1 Research Design 30
3.2 Population of the Study 30
3.3 Sample and Sampling Techniques 31
3.4 Questionnaire Design 32
3.5 Source and Method of data Collection 32
3.6 Data Analytical Method 33
3.7 Reliability and Validity 33
CHAPTER 4 35
DATA PRESENTATION AND ANALYSIS 35
4.1 Data Presentation 35
4.2 Data Analysis 36
4.2.1 Frequency Table 36
4.3 Testing of Hypothesis 39
4.4 Discussion of Findings 43
CHAPTER 5 44
SUMMARY, CONCLUSION AND RECOMMENDATIONS 44
5.1 Summary 44
5.2 Conclusion 44
5.3 Recommendations 45
References 47
APPENDIX II 49
List of Tables
Table 4.1: Questionnaire Administration and Retrieval 35
Frequency Table 36
Table 4.6: The extent to planning affect the organizations 37
Table 4.7: The extent to which organizing promote the organizations 38
Table 4.8: Directing influence the organizations 38
List of Figures
Figure 1: A Conceptual Framework of effective supervision on Organizations 7
CHAPTER 1
INTRODUCTION
1.1 Background to the Study
Traditionally, when people talk about supervision they are usually referring to the managerial or leadership function of overseeing the productivity and progress of employees typically the employees who report directly to the supervisor. But, Bernard, (2005) defines supervision as the ability of superiors to influence the behaviour of subordinates to take a particular course of action. It is the art of influencing people towards achieving organizational goals. He further clarifies that quality of supervision therefore refers to the effectiveness of the superiors in influencing the behaviour of the subordinates in taking a particular course of action. Stemming from their experiences in providing both training and supervision to employees, Rising Sun’s Consultants’ approach to supervision takes a very different perspective; defining supervision more from a coaching and mentoring perspective than from a managerial perspective. They define supervision as a developmental process designed to support and enhance an individual’s acquisition of the motivation, autonomy, self-awareness, and skills necessary to effectively accomplish the job at hand.
Productivity can be defined as a measure of the efficiency of a person, machine, factor, system, etc., in converting inputs into useful output. Productivity is computed by dividing average output per period by the total costs incurred or resources (capital, energy, material, personnel) consumed in that period. Productivity is a critical determinant of cost efficiency.
Supervision is a delicate and often misunderstood function that can have a variety of effects on employees’ productivity. In some situations, supervision can help improve results, while in others it can be a distraction to the effectiveness of the staff. Appropriate supervisory intervention and a good supervisor/supervisee relationship in the workplace can consistently improve employees’ productivity. But, as research clearly demonstrates, it is not only in the best interest of the employee, but also the business, to pay close attention to the supervisor/supervisee relationship. This relationship is critical to the success of the employee and ultimately the organization. We need to have well trained supervisors who are prepared to provide the necessary and appropriate guidance, structure, and encouragement to their staff.
All too often, employees are promoted to the role of supervisor because of their strong technical expertise. However, an effective supervisory relationship requires that the supervisor not only be a content expert, but also accept the enormous responsibility of mentorship. Unfortunately, poor supervision has an enormous impact and cost for both the employee, as well as the organization as a whole.
1.2 Statement of the Problem
Managing people in organisations is parts and parcel of management process. Therefore, managers should realize that people are the critical elements in organisations and that they should be recognized as being synonymous with the organisation. But the problem is to what extent do managers recognize this fact that employees are synonymous with organisations and that they should be adequately motivated so that they can give their best to ensure high performance? Again the supervision behaviour/style in most organisations which believe that workers could be treated anyhow as a result of unemployment situation in the country generally leads to low productivity. Bad leadership is expensive, under the watch of poor leaders and managers, staff morale declines and workers feel less committed in the organization. Poor supervision can stop management from producing new ideas and solution to problems. Of all these, the poor leadership style of the heads have been the major cause of the declining standard in performance, something that warrants the investigation of this study.
1.3 Objectives of the Study
The main purpose of the study is to examine the impact of supervision in an organization. Specifically the objectives of this study are:
1. To determine the extent to which planning affect an organization.
2. To determine the extent to which organizing affect the organization.
3. To ascertain the extent to which direction influencing the organization.
1.4 Significance of the Study
The completion of this study will provide understanding of the concept present so as to generate data and information that every planner could use in order to come up with strategies, plans and designs that will strategically position them in the highly competitive, diverse, and complex business environment that is experienced at present.
By fulfilling the aims that were stated in the objectives section, this study will be helpful for other researchers who may be focusing on understanding the concept of effective supervision.
The notable significance of this study is the possibility that other researchers may be able to use the findings in this study for future studies that will create a huge impact on society.
The finding of the study can be used for other research work that might prove to be helpful in determining the effective supervision that is appropriate for organizations.
1.5 Research Questions
For the objectives above, the research questions would be as follows:
1. To what extent does planning affect the organizations?
2. To what extent does organizing promote the organizations?
3. To what extent does directing influence the organizations?
1.6 Statement of Hypotheses
The following hypotheses were tested at 0.5 level of significance.
HO1: Planning has a significant effect on organizations.
HO2: Organizing has a effect on the organizations.
HO3: Directing has a significant influence on the organizations.
1.7 Scope and Limitations of the Study
The study is delimited under the following headings; content scope, geographical scope and unit of analysis.
Content Scope: The content scope of this study examined the impact of effective supervision in an organization.
Geographical Scope: This study is delimited to Port Harcourt metropolis with reference to the Promise fast food and Genesis fast food in Port Harcourt.
Unit of Analysis: The unit of analysis involved senior and junior staff of Promise fast food and Genesis fast food at the time of the study.
The attitude of respondents toward the researcher’s questionnaire was limited, thus the study covers a small portion of the survey population.
The funds available to the researcher was also limited and therefore the study was limited to a small portion of the survey population.
Another limitation are the difficulties encountered by the researcher in obtaining all needed information and materials from the right source and compilation of data for the project
1.8 Definition of Related Terms
Supervision: Supervision is a management function which ranks at the bottom, but that do not mean that the function is less important means of other functions for supervision has actually been around since the establishment of the organization structure itself.
Planning: Planning is the selecting and relating of facts, and making and using the assumptions regarding the future in the conception and devising of activities that are required to achieve the desired goals and objectives.
Direction: Directing is a function of leading the employees to perform efficiently and productively.
Organizing: Organizing is the process of combining the works done by the individuals or a group to perform the facilities that are required by the personnel to achieve the desired objectives.
Organization: Organization refers to a collection of people, who are involved in pursuing defined objectives.
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