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Casual Articles - Management Span of Control and The Power of Models
Early Logo BeginningsThe history of logo design and logos dates back to ancient Greece. The word "logo" means a name, symbol or trademark designed for easy recognition. The use of logos as trademarks has existed as long as there have been traders and merchants. They can be traced back to the thirteenth century. They include masons marks, goldsmiths marks, paper makers' watermarks and watermarks for the nobility, and printers' marks. Why Do Logos Change?Many factors drive advertising or logo trends. The most powerful force that shapes and drives design is “human culture.” You might say advertising, even logo design, reflect the signs of out times.From the early 1800’s to 1940’s, most logos were elegant hand illustrations and lettering. A logo for an electric company during this period was not much more than the company name with a lightning bolt. Some companies have retained part of their original design in their present day logo. In 1920 the Victor Talking Machine Company had a lo
Is the employee coordinating the team's leave schedule or work schedule? If yes, then the employee is acting in a supervisory role.
Is the employee presenting project updates to the manager? If yes, then the employee is acting in a supervisory role.
Is the employee responsible only for providing performance data toward the evaluation of team members? If yes, then the employee is acting in a non-supervisory role.
Is the employee responsible for formally evaluating staff assigned to a project but does not grant leave requests, make hiring or genera
I work with small companies in the southeast UK and for many, the current business climate gives these entrepreneurs two options: they can innovate today or they can fail tomorrow.Costs of production are re-locating the workIncreasingly I notice that production by local firms is being outsourced to China and call centres have migrated from Folkestone to Leeds and Glasgow and even to Beirut and Mumbai. It seems that geographic barriers no longer favour proximity when suppliers compete on price.Product introductions are acceleratingI also see people in far-off lands thinking up novel ideas, trying the innovative product in their own market and then making their second million selling it into our local market. When a new product is a clear success, it is being introduced into adjacent markets as quickly as the news hits the Internet.Choose how you experience your futureThis reduction in the cost of distance and increase in the speed of innovation gives sma
First you should define the roles and responsibilities of Management, Supervisors and non-supervisory employees. Here are some suggestions:
Define a Manager:
A Manager has the responsibility for strategic operations, planning and formulates company policy or directs the work of a department. Exercises supervisory authority that is not merely routine or clerical in nature and requires the consistent use of independent judgment.
Additional Related-Duties may include:
Administers one or more policies or programs of a company, Manages, administers, and controls a local branch office of a company, Has substantial responsibility in human resources management, company-to-public or company-to-employee relations, public information, or the preparation and administration of budgets.
Examples of working titles that are often managerial include: Chief Executive Officer, Chief Operations Officer, Chief Administrative Officer, Division Director (of a major function, i.e., Information Systems and/or PBX).
Define a Supervisor:
A Supervisor is an employee who has responsibility for daily operations and the authority to do, or effectively recommend, most of the following actions:
Hire,
Discipline (demote, suspend, terminate),
Reward (grant merit increases, promotions, bonuses),
Assign/reassign duties,
Approve leave requests,
Resolve/settle employee relations’ problems,
Formally evaluate employee performance.
Examples of working titles that are often supervisory include: Crew Leader, Department Supervisor, Operations Supervisor, Shift Manager, and Clerical Pool Supervisor
Define a Non-Supervisor employee:
A Non-Supervisor employee has the responsibility of performing daily activities as directed by Management and/or a Supervisor.
From time to time, traditional supervisory duties will relegated to employees. Here are some qualifiers that should assist in determining if a non-supervisory employee should be considered a supervisory employee.
Supervisory Qualifiers:
Is the employee making disciplinary or reward decisions? If yes, then the employee is acting in a supervisory role.
Is the employee the source person for difficult questions and problems from less experienced coworkers? If yes, then the employee is acting in a supervisory role.
Is the employee coordinating the team's leave schedule or work schedule? If yes, then the employee is acting in a supervisory role.
Is the employee presenting project updates to the manager? If yes, then the employee is acting in a supervisory role.
Is the employee responsible only for providing performance data toward the evaluation of team members? If yes, then the employee is acting in a non-supervisory role.
Is the employee responsible for formally evaluating staff assigned to a project but does not grant leave requests, make hiring or general
In 1997 I moved to Colorado to work as a research engineer. We lived in a small town in the mountains. That’s when I learned that my company had given bonuses in past years but they stopped them because the local merchants were always badgering the company about the bonuses that didn’t come and the smaller- than-usual bonuses.I didn’t learn this from the company; I learned it from the guy at the hardware store.When your company cut your bonus and said, “We had to do it because the local merchants complained to us,” they may not be kidding.Then again, it is reasonable to dump a bonus plan that has gotten out of hand and too expensive.Our company solved the program by giving a quarterly productivity pay increase that could be raised or lowered according to productivity. We all liked that. One engineer was fired however because the company didn’t think he was worth the increased pay he was getting through the increased productivity of the factory workers.From what I learned down at the local hardware store, the
Additional Related-Duties may include:
Administers one or more policies or programs of a company, Manages, administers, and controls a local branch office of a company, Has substantial responsibility in human resources management, company-to-public or company-to-employee relations, public information, or the preparation and administration of budgets.
Examples of working titles that are often managerial include: Chief Executive Officer, Chief Operations Officer, Chief Administrative Officer, Division Director (of a major function, i.e., Information Systems and/or PBX).
Define a Supervisor:
A Supervisor is an employee who has responsibility for daily operations and the authority to do, or effectively recommend, most of the following actions:
Hire,
Discipline (demote, suspend, terminate),
Reward (grant merit increases, promotions, bonuses),
Assign/reassign duties,
Approve leave requests,
Resolve/settle employee relations’ problems,
Formally evaluate employee performance.
Examples of working titles that are often supervisory include: Crew Leader, Department Supervisor, Operations Supervisor, Shift Manager, and Clerical Pool Supervisor
Define a Non-Supervisor employee:
A Non-Supervisor employee has the responsibility of performing daily activities as directed by Management and/or a Supervisor.
From time to time, traditional supervisory duties will relegated to employees. Here are some qualifiers that should assist in determining if a non-supervisory employee should be considered a supervisory employee.
Supervisory Qualifiers:
Is the employee making disciplinary or reward decisions? If yes, then the employee is acting in a supervisory role.
Is the employee the source person for difficult questions and problems from less experienced coworkers? If yes, then the employee is acting in a supervisory role.
Is the employee coordinating the team's leave schedule or work schedule? If yes, then the employee is acting in a supervisory role.
Is the employee presenting project updates to the manager? If yes, then the employee is acting in a supervisory role.
Is the employee responsible only for providing performance data toward the evaluation of team members? If yes, then the employee is acting in a non-supervisory role.
Is the employee responsible for formally evaluating staff assigned to a project but does not grant leave requests, make hiring or genera
When learning the trade of lock picking there will be a number of terms that you will have to learn. Much like a doctor or a lawyer must learn the words and expressions of the trade the same is true for the profession and hobby of lock picking. The more you understand the terms used the easier you will be able to pick up new procedures and techniques since the ones that will be doing the instruction will be using the right words you will not benefit fully unless you are able to speak the same language. There are a lot of websites and books that will cover all of the more common terms and even many of the obscure words used so that you can get an idea of the types of terminology used in the trade.Another area that you have to become familiar with when getting into the area of lock picking is the tools of the trade. Just like any other profession, lock smiths use a number of different tools to accomplish the task. The cool thing is that the basic tools of the trade can actually be made at your own home and using very basic household
Define a Supervisor:
A Supervisor is an employee who has responsibility for daily operations and the authority to do, or effectively recommend, most of the following actions:
Hire,
Discipline (demote, suspend, terminate),
Reward (grant merit increases, promotions, bonuses),
Assign/reassign duties,
Approve leave requests,
Resolve/settle employee relations’ problems,
Formally evaluate employee performance.
Examples of working titles that are often supervisory include: Crew Leader, Department Supervisor, Operations Supervisor, Shift Manager, and Clerical Pool Supervisor
Define a Non-Supervisor employee:
A Non-Supervisor employee has the responsibility of performing daily activities as directed by Management and/or a Supervisor.
From time to time, traditional supervisory duties will relegated to employees. Here are some qualifiers that should assist in determining if a non-supervisory employee should be considered a supervisory employee.
Supervisory Qualifiers:
Is the employee making disciplinary or reward decisions? If yes, then the employee is acting in a supervisory role.
Is the employee the source person for difficult questions and problems from less experienced coworkers? If yes, then the employee is acting in a supervisory role.
Is the employee coordinating the team's leave schedule or work schedule? If yes, then the employee is acting in a supervisory role.
Is the employee presenting project updates to the manager? If yes, then the employee is acting in a supervisory role.
Is the employee responsible only for providing performance data toward the evaluation of team members? If yes, then the employee is acting in a non-supervisory role.
Is the employee responsible for formally evaluating staff assigned to a project but does not grant leave requests, make hiring or genera
Job advertisements should gain you the best possible applicants for your vacant position. Don’t waste money by paying for non-performing employment advertisements. Learn how to write job ads that will gain you the greatest number of top quality applicants from which to choose the high performing employee who will add profits to your business.Online job advertising has now become the major avenue for recruitment of new employees. Nearly every candidate looks for jobs on the Internet first. Most jobs are now advertised solely on the Internet with many job seekers also searching solely online. It is also much cheaper to post your job advertisement online than in the traditional press. This means that you cannot disregard the Internet when seeking potential job applicants.Online job forums are however different in both their delivery and format to traditional newspapers. Online job advertisements must therefore be different too in order to be successful. If your ad doesn’t stand out and sell your job for you, you wont attract
Define a Non-Supervisor employee:
A Non-Supervisor employee has the responsibility of performing daily activities as directed by Management and/or a Supervisor.
From time to time, traditional supervisory duties will relegated to employees. Here are some qualifiers that should assist in determining if a non-supervisory employee should be considered a supervisory employee.
Supervisory Qualifiers:
Is the employee making disciplinary or reward decisions? If yes, then the employee is acting in a supervisory role.
Is the employee the source person for difficult questions and problems from less experienced coworkers? If yes, then the employee is acting in a supervisory role.
Is the employee coordinating the team's leave schedule or work schedule? If yes, then the employee is acting in a supervisory role.
Is the employee presenting project updates to the manager? If yes, then the employee is acting in a supervisory role.
Is the employee responsible only for providing performance data toward the evaluation of team members? If yes, then the employee is acting in a non-supervisory role.
Is the employee responsible for formally evaluating staff assigned to a project but does not grant leave requests, make hiring or genera
Medical billing can follow a very complex and strange process. For those who don’t or haven’t actually worked as doctors, or for insurance companies, the procedures can be quite opaque, but fundamentally it is quite simple.When a patient goes to a medical provider for surgery or to be put on medication, or simply to diagnose conditions the patient has been experiencing, there are certain costs for each service the medical practitioner provides to the patient. The provider records these costs in a form, usually a HCFA, or “hic-fuh,” which can be either electronic or paper. The HCFA is then sent to the patient’s insurance company, or sometimes to a clearinghouse or other middleman that can process the claim. When processing a claim, the insurance company looks at how valid the charges that the provider put on the claim are. Different companies have different systems for determining this, but in general it can be expected that about half the charges the provider put on the claim will be paid by the insurer, and half by the patient. Things
Is the employee coordinating the team's leave schedule or work schedule? If yes, then the employee is acting in a supervisory role.
Is the employee presenting project updates to the manager? If yes, then the employee is acting in a supervisory role.
Is the employee responsible only for providing performance data toward the evaluation of team members? If yes, then the employee is acting in a non-supervisory role.
Is the employee responsible for formally evaluating staff assigned to a project but does not grant leave requests, make hiring or general staffing decisions, or discipline or reward employees? If yes, then the employee is acting in a non-supervisory role.
Determining Management to Employee Ratio:
Obviously having too many Managers as compared to employees can bog down the departments’ policy process, create confusion in the chain of command, diminish a manager’s related duties and can lead to the dreaded micro-managed environment.
Having too few Managers as compared to employees can result in duties being prioritized, not in order of importance, but in order to fulfill extended commitments. This action results in projects being placed on the back burner; delegation of traditional manager duties to less qualified subordinates and skewed performance reports.
Thus, it’s important to establish a Management-to-staff ratio that strives to create a balanced and healthy work environment for Managers, Supervisors and Employees.
This is a suggested formula to determine management-to-staff ratios. This formula may need to be tweaked depending on your specific department expectations.
Management-to-staff Ratio = [N+(S-1)]/S
where:
N=Number of non-supervisory employees
S=Combined number of supervisors and managers
"S minus 1" excludes the top company executive from being considered a supervised employee. Therefore, for those companies that are directed by more than one top executive, the “S minus 1" should be replaced with "S minus the number of top executives." For example, if your company does not have an executive director, but is directed by three full-time, salaried commissioners, the formula "[N+(S-3)]/S" will be used.
As an example, lets assume that a business has one (1) CEO, four (4) managers of four different departments and employees 25 non-supervisory employees.
The formula would equate to [25 + 5 –1]/ 5 or a management to employee ratio of 1 manager for 5.8 employees.
Why is the ratio important?
This is just a guideline to establish a model. The ultimate goal of this model is to maximize efficiency in employee supervision while allowing managers/supervisors to effectively manage. It should be expanded to allow CEO’s to collect and interpret related collected metrics about the health of his/her company.
Obviously if you have too few managers/supervisors in the chain of command, then those managers/supervisors will not be able to efficiently and effectively manage the employees or keep pace with written evaluations, schedules and other employee related programs. On the other hand, employees may carry too much responsibility and control too much of the department. These are measurable ‘health’ factors of
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