JOB SUPERVISION AND EMPLOYEE EFFECTIVENESS IN MANUFACTURING SECTOR
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ABSTRACT
Although supervision has always been a vital part of every organization in Nigeria, in recent years it has been either neglected or given scant consideration. The purpose of the study was to examine the impact of supervision on employee performance in the Manufacturing sector of the state of Rivers. It examined the type, nature, obstacles, and impacts. The study contends that while the supply of infrastructure and personnel are essential for assuring the efficacy of employees, the absence of supervision could result in poor performance. The descriptive survey served as the research design for this investigation. Simple random sample and stratified random sampling were employed to collect and compile first-hand information pertinent to the study from respondents in order to determine the influence of supervision on employee productivity. All 50 responders, including directors, external supervisors, circuit supervisors, and other staff, comprised directors, external supervisors, and other personnel (training officers, budget officers and administrators). These respondents contributed pertinent information for the study. While the majority of internal supervisors supported and advocated for a greater emphasis on internal supervisors, external supervisors (from regional offices) preferred the promotion of both systems in the Manufacturing sector, according to the findings of the study. In addition, it became clear that supervision cannot be neglected because it is a crucial tool for increasing employee productivity when the correct supervisors, tools, and resources are provided. The study revealed that performance evaluation findings are essential for counseling sessions since employees expect to be instructed on their deficiencies. Staff job satisfaction cannot have an effect on performance if it is minimized. For enhanced performance, supervisors must prioritize employee job happiness.
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FIRST PART
INTRODUCTION
1.1. BACKGROUND OF THE STUDY
Several times, supervisors have been criticized for their influence on staff productivity. Nevertheless, regardless of the charges thrown against them, their accomplishments cannot be overstated. If it is the role of supervisors to increase employee productivity by equipping them with knowledge, interpersonal skills, and technical abilities, then it can be said that organizations cannot function without their participation.
Mills (1997) argued that supervision has a direct impact on employee performance. Supervisors assign tasks with clear responsibilities, and they expect assignees to do those duties accurately and on time. In addition, supervision equips those who are supervised to take initiative and assume responsibility in order to proceed independently. The purpose of supervision is to provide individuals with the knowledge, attitudes, and skills they need to be valuable, not only to themselves but also to their immediate community and country.
It is essential that the effectiveness of employees be continuously monitored and evaluated in order to keep up with changes and new innovations. Today, supervision appears to be erratic and frequently functions as a token action that is incapable of achieving its stated goals.
Then, supervision is viewed as a method of control tasked with modifying the behaviors of individuals and organizations to ensure that their performance conforms to plans. Plans must be created, but they are unlikely to be realized if activities are not monitored and deviations from plans are not immediately discovered and addressed.
Consequently, the purpose of this study is to determine whether supervision aids and encourages individuals to acquire autonomy in doing their jobs efficiently.
The relevance of supervision in boosting the performance of an organization’s employees cannot be overlooked in any nation’s development process. Different authors have defined supervision in various ways to suit their own audiences. Tanner and Tanner (1987) view supervision as an essential component of structured education. This remark is visible in corporate practice. Frequently, men seek to provide the best supervision to maintain worker motivation and boost productivity.
1.2. STATEMENT OF THE PROBLEM
The situation of supervision in the manufacturing sector in the state of Rivers is puzzling in light of a critical evaluation of the attitude of employees towards the work for which they were hired. Some individuals who require the services of offices in the manufacturing sector believe that the performance of staff has been unsatisfactory since they must wait long hours, if not days, before receiving what they require. According to Wiles (1967), supervision is a useful strategy that may be utilized to generate positive employee performance outcomes. It is also understood that there is always a connection between supervision and effective work, but this will only hold true if the necessary resources and dedication are accessible and utilized prudently. Though employee effectiveness may not be the only criterion for measuring the effectiveness of supervision, it is crucial that all stakeholders in education make it relevant enough to be utilized here as a proxy for measuring supervision’s efficacy.
It is commonly agreed that mechanisms implemented in every institution must be perceived to be effective, and that monitoring, assistance, and assessment must be implemented to verify that work is actually being performed. Records of action plans, monitoring, and follow-up reports indicate that supervision occurs in every unit, but the effect does not appear to be reflected in the staff’s work environment. Is supervision carried out effectively in the Manufacturing sector? Does this seem to impact the performance of its employees? Exist problems or obstacles facing supervision to the point where work performance is subpar? These inquiries motivated the researcher to investigate “The Impact of Supervision on Employee Productivity in The
The manufacturing industry in the state of Rivers.
1.3. RESEARCH OBJECTIVES
The particular aims of the study are as follows:
Determine the type and practice of supervision in the Rivers state industrial sector.
To investigate the issues posed by the need for manufacturing sector oversight in the state of Rivers
To evaluate the impact of supervision on the industrial sector in the state of Rivers.
1.4. RESEARCH QUESTIONS
The following research questions served as a guide for this study:
What kind of supervision is conducted in the manufacturing sector of the state of Rivers?
How does supervision affect employee productivity in the manufacturing sector in the state of Rivers?
What problems do supervisors in the manufacturing sector in the state of Rivers confront as they carry out their duties?
1.5 RESEARCH HYPOTHESIS
HO1: To investigate the issues faced in the supervision of the Manufacturing sector in the state of Rivers
To evaluate the impact of supervision on the industrial sector in the state of Rivers.
1.6 Importance of the Research
The significance of the study was to examine the extent of supervisory techniques and the level of employee competence. The study also aimed to assess the supervision level exhibited by the four frontline Assistant Directors. Aside from this, the research, which is the first of its kind in the directorate, would go a long way toward enhancing supervisory work to encourage effective and efficient employee performance.
In addition, industrial authorities will obtain insight into the supervisory status of the various units. Such efforts will also result in enhanced staff performance, hence raising the performance bar in the municipality.
Lastly, the study will contribute to the current literature on supervision and employee performance for the benefit of academics and the general public. The recommendations presented will hopefully be useful in policy decisions that emphasize the need of good supervision, foster healthy supervisor-supervisee relationships, and permit frequent and mandatory supervision sessions.
1.7 RADIUS AND RESTRICTIONS OF THE STUDY
The study focused on Manufacturing sector employees in the state of Rivers. The selection of the manufacturing sector in Rivers state personnel was based on the fact that they play a vital role in the social development.
In addition, supervision with its accompanying counseling component will assist the personnel in doing their jobs as intended.
Due to financial and time constraints, the research was limited to the state of Rivers. In addition, only fifty individuals were reached in the region. Not all questions were correctly answered, and not all questionnaires were returned by respondents. In addition, some respondents were unwilling to disclose information. In spite of the anticipated difficulties, the collected information was cross-checked to confirm its quality and authenticity.
1.8 OPERATIONAL DEFINITION OF TERMS
Supervision is the act or function of watching over something or someone. A person who supervises is a “supervisor,” but they may not always have the formal title. The one receiving supervision is the “supervisee.”
Employee refers to workers and supervisors who are employed by a firm, organization, or community. These individuals are the organization’s staff. In general, any person recruited by a company to perform a certain job is an employee.
Effectiveness of employees: The degree to which objectives are attained and specified problems are resolved. Effectiveness, in contrast to efficiency, is determined without regard to costs, and whereas efficiency refers to “doing the job correctly,” effectiveness refers to “doing the right thing.”
The term “manufacturing sector” refers to those industries engaged in the production and processing of goods, as well as the creation of new goods or the addition of value.
1.9 ORGANIZATIONAL PROFILE
The research was organized into five chapters. The first chapter examined the study’s history, the problem statement, research objectives, research questions, a brief methodology, the study’s importance, scope, limitations, and organization. The second chapter examined the literature review pertinent to the study. The information was gathered via the internet and sources, both published and unpublished, such as books, journals, and newspapers, that contained pertinent data on the subject under consideration. The third chapter discussed the process utilized for data gathering and how the data was analyzed. The sample methodology was also discussed. The fourth chapter consisted of data presentation, outcomes analysis, and discussions. The fifth chapter focused on a study summary, conclusion, recommendations, and proposals for further research.
JOB SUPERVISION AND EMPLOYEE EFFECTIVENESS IN MANUFACTURING SECTOR
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