Ryan Fitts HR400-01 Dr. John Theodore March 13, 2011 HM: Working at night is a bit different than working in the daytime. Describe some work experiences you have had while working at night that demonstrate the difference between nighttime and daytime work. You: Soon after I graduated from high school I went to work at a convenient store that was open 24 hours and 7 days a week. I was a night clerk that worked from 11PM to 7AM for over a year. I also worked the 2nd shift from 3PM to 11PM for almost a year until they promoted me to a shift supervisor.
I enjoyed the 3rd shift more than the 2nd shift, but I can handle either one. It will be much easier for me to work the 3rd shift now since I just finished my business degree at Kaplan. Night shift requires you to work with little or no supervision, so it is imperative for you to be able to work well on your own. I have always been a self-starter, and worked well on my own, so it would not be a problem for me to run the 3rd shift. Also, you have to learn to sleep during the day, which is a challenge until you get acclimated. Since I have had experience doing that it will be easy for me to adjust.
HM: As a supervisor you will be expected to communicate effectively with your employees and resolve disputes while the store manager is off duty. Has there ever been a time when you resolved a conflict on the job without the help of a superior? What were the results of your actions? You: You must learn to read people and be an excellent listener to be an effective communicator. You must be open and honest with employees. It is always best to never over promise because you must deliver what your promise to maintain integrity with employees.
I have always tried to be an active listener that uses positive reinforcing statements. We need to make the job fun. I had to deal with a co-worker that was not doing her fair share of work. I started working closely with Becky to find out why she was not completing projects in a timely matter and caring her fair share of the work load. I notice she had also developed a bad attitude with customers. We both had projects to finish and it was apparent to me she was falling behind on assignments that must be finished each day. So I decided to help her finish some of her projects to help open the line of communication.
After I helped her a few times she started to confide in me she was going through some though times in her personal life and she appreciated my assistance with her projects. When I made it safe for her to confide in me this improved our relationship 100%. You must create an environment that if fair and open. Her work starting improving because she realized I genuinely cares for her success and well being. You must never make employees feel threatened. You never know what employees may be faced with so you must always be willing to go the extra mile to assist them to get back on track.
Being an effective communicator is imperative to be a good supervisor. HM: Being a Supervisor creates some demands in terms of dealing with a diverse workforce. Sometimes it is necessary to make difficult decisions. How would you handle a scenario in which an employee who reports to you has repeatedly been late but has never been disciplined due to their personal situation of tending to a dying parent? You: Under this situation you need to show compassion with the employee and demonstrate to them you’re sincerely concerned. You need to find a solution by working with them to help resolve this problem that would be fair to him and Home Depot.
I would look at possibly a flexible schedule that may be more suited for him caring for the dying parent. You must keep your absenteeism policy flexible enough to allow for special problems and situations that might arise such as this person caring for a dying parent. You would have to explain clearly to them that no company policy is going to remain effective unless it is applied consistently and fairly to all employees. For this reason, supervisory personnel should be clear on their responsibilities for recording data and for counseling and disciplining employees.
Employers expect employees to get to work on time. Occasional problems with traffic or family issues sometimes make employees late. But chronic tardiness is another thing altogether. In this situation, if this person had not had a chronic problem with tardiness in the pass, then it would be the supervisor responsibility to work with him on different options such as special schedule, personal time off, or flexible hours. You have to keep in mind what ever you do for this person it will set a principle.