tag:blogger.com,1999:blog-66979144844135822552024-02-02T02:29:45.427-08:00Nunu Rahmat NugrahaGuru SMA Negeri 1 Sajira Lebak
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<span style="font-family: "Arial","sans-serif"; font-size: 12.0pt; line-height: 200%;">To
communicate effectively, supervisor need to determine their audience
specifically they need to be able to answer the following qustions</span></div>
<ol style="text-align: left;">
<li><span style="font-family: "Arial","sans-serif"; font-size: 12.0pt; line-height: 200%;"> </span><span style="font-family: "Arial","sans-serif"; font-size: 12.0pt; line-height: 200%; mso-fareast-font-family: Arial;"><span style="mso-list: Ignore;"><span style="font: 7.0pt "Times New Roman";"> </span></span></span><span dir="LTR"></span><span style="font-family: "Arial","sans-serif"; font-size: 12.0pt; line-height: 200%;">What
does the audience already know ?</span></li>
<li><span style="font-family: "Arial","sans-serif"; font-size: 12.0pt; line-height: 200%;"> </span><span style="font-family: "Arial","sans-serif"; font-size: 12.0pt; line-height: 200%;">What
does it want to know ?</span></li>
<li><span style="font-family: "Arial","sans-serif"; font-size: 12.0pt; line-height: 200%;"> </span><span style="font-family: "Arial","sans-serif"; font-size: 12.0pt; line-height: 200%;">What
it’s capacity for absorbing informations ?</span></li>
<li><span style="font-family: "Arial","sans-serif"; font-size: 12.0pt; line-height: 200%;"> </span><span style="font-family: "Arial","sans-serif"; font-size: 12.0pt; line-height: 200%;">What
does it hope to gain by listening ?is it hoping to motivated ? informed
?convinced ?</span></li>
<li><span style="font-family: "Arial","sans-serif"; font-size: 12.0pt; line-height: 200%;"> </span><span style="font-family: "Arial","sans-serif"; font-size: 12.0pt; line-height: 200%; mso-fareast-font-family: Arial;"><span style="mso-list: Ignore;"><span style="font: 7.0pt "Times New Roman";"> </span></span></span><span dir="LTR"></span><span style="font-family: "Arial","sans-serif"; font-size: 12.0pt; line-height: 200%;">Is
the audience friendly or hostile ?</span></li>
</ol>
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<span style="font-family: "Arial","sans-serif"; font-size: 12.0pt; line-height: 200%;">Effective
communication is two way process. Informations must be flow back and forth
between sender and reciever. The flow from reciever to the sender is called
feedback. It’s inform the sender wheter the receiver the correct messege. It’s
also let the receiver know if he or she has received the correct messege.</span></div>
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<span style="font-family: "Arial","sans-serif"; font-size: 12.0pt; line-height: 200%;">Many
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<span style="font-family: "Arial","sans-serif"; font-size: 12.0pt; line-height: 200%; mso-fareast-font-family: Arial;"><span style="mso-list: Ignore;">2.<span style="font: 7.0pt "Times New Roman";"> </span></span></span><span dir="LTR"></span><span style="font-family: "Arial","sans-serif"; font-size: 12.0pt; line-height: 200%;">Be
sure that the content and tone of document are appropriate for the audience.
Don’t waste reader time communicating information they already know. However do
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Always use a polite tone, especially when writing to costumer. </span></div>
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<span style="font-family: "Arial","sans-serif"; font-size: 12.0pt; line-height: 200%; mso-fareast-font-family: Arial;"><span style="mso-list: Ignore;">3.<span style="font: 7.0pt "Times New Roman";"> </span></span></span><span dir="LTR"></span><span style="font-family: "Arial","sans-serif"; font-size: 12.0pt; line-height: 200%;">Proofread
the document, If you are using a computer use the spell check function. If you
are not using computer use a dictionary to check spelling of words you do not
know. Always read<span style="mso-spacerun: yes;"> </span>the document for
incorrect grammar or usage.</span></div>
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<span style="font-family: "Arial","sans-serif"; font-size: 12.0pt; line-height: 200%;">All
bussines people need to able to speak effectively. Wheterthey are talking to a
college or presenting a keynote address before thousand of people they need to
follow the same rule of thumb.</span></div>
<br />
<ol style="text-align: left;">
<li><span style="font-family: "Arial","sans-serif"; font-size: 12.0pt; line-height: 200%;"></span><span style="font-family: "Arial","sans-serif"; font-size: 12.0pt; line-height: 200%;">Make
emotional contact with listener by addressing them by name where possible. When
talking face to face establish eye contact</span></li>
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<![endif]--><span style="font-family: "Arial","sans-serif"; font-size: 12.0pt; line-height: 115%; mso-ansi-language: EN-US; mso-bidi-language: AR-SA; mso-fareast-font-family: Calibri; mso-fareast-language: EN-US; mso-fareast-theme-font: minor-latin;">Avoid speaking in monotome. Use your voice to emphasize important word
within a sentence</span></span></li>
<li><span style="font-family: "Arial","sans-serif"; font-size: 12.0pt; line-height: 200%;"><span style="font-family: "Arial","sans-serif"; font-size: 12.0pt; line-height: 115%; mso-ansi-language: EN-US; mso-bidi-language: AR-SA; mso-fareast-font-family: Calibri; mso-fareast-language: EN-US; mso-fareast-theme-font: minor-latin;"></span></span><span style="font-family: "Arial","sans-serif"; font-size: 12.0pt; line-height: 200%;"><span style="font-family: "Arial","sans-serif"; font-size: 12.0pt; line-height: 115%; mso-ansi-language: EN-US; mso-bidi-language: AR-SA; mso-fareast-font-family: Calibri; mso-fareast-language: EN-US; mso-fareast-theme-font: minor-latin;"><span style="font-family: "Arial","sans-serif"; font-size: 12.0pt; line-height: 200%; mso-fareast-font-family: Arial;"><span style="mso-list: Ignore;"><span style="font: 7.0pt "Times New Roman";"></span></span></span><span style="font-family: "Arial","sans-serif"; font-size: 12.0pt; line-height: 200%;">Be
enthusiastic and project a positive outlook. Focus on what going to right
rather than what is going wrong</span></span></span></li>
<li><span style="font-family: "Arial","sans-serif"; font-size: 12.0pt; line-height: 200%;"><span style="font-family: "Arial","sans-serif"; font-size: 12.0pt; line-height: 115%; mso-ansi-language: EN-US; mso-bidi-language: AR-SA; mso-fareast-font-family: Calibri; mso-fareast-language: EN-US; mso-fareast-theme-font: minor-latin;"><span style="font-family: "Arial","sans-serif"; font-size: 12.0pt; line-height: 200%;"></span></span></span><span style="font-family: "Arial","sans-serif"; font-size: 12.0pt; line-height: 200%;">Avoid
interrupting others. Even if you know what the other person is going to say,
avoid cutting other people off or finishing their sentence for them.</span></li>
<li><span style="font-family: "Arial","sans-serif"; font-size: 12.0pt; line-height: 200%;"> </span><span style="font-family: "Arial","sans-serif"; font-size: 12.0pt; line-height: 200%;">Always
be courteous. Avoid getting angry when other people are talking, even if you
disagree with what they are saying.</span></li>
<li><span style="font-family: "Arial","sans-serif"; font-size: 12.0pt; line-height: 200%;"> </span><span style="font-family: "Arial","sans-serif"; font-size: 12.0pt; line-height: 200%; mso-fareast-font-family: Arial;"><span style="mso-list: Ignore;"><span style="font: 7.0pt "Times New Roman";"></span></span></span><span dir="LTR"></span><span style="font-family: "Arial","sans-serif"; font-size: 12.0pt; line-height: 200%;">Avoid
empty sound or word, such as “uh”, “um”, and “you know”. Sprinkling your speech
with empty fillers will make you sound profesional.</span></li>
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<br />
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<span style="font-size: 14.0pt;">Most appropriate method
of communications</span></div>
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<span style="font-size: 14.0pt;">Type of communication</span></div>
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<td style="border-top: none; border: solid windowtext 1.0pt; mso-border-alt: solid windowtext .5pt; mso-border-top-alt: solid windowtext .5pt; padding: 0cm 5.4pt 0cm 5.4pt; width: 223.85pt;" valign="top" width="298"><div class="MsoNoSpacing" style="margin-left: 36.0pt; mso-list: l0 level1 lfo3; text-indent: -18.0pt;">
<span style="color: red; font-size: 14.0pt; mso-bidi-font-family: Calibri; mso-bidi-theme-font: minor-latin;"><span style="mso-list: Ignore;">1.<span style="font: 7.0pt "Times New Roman";">
</span></span></span><span dir="LTR"></span><span style="color: red; font-size: 14.0pt;">Oral communication alone</span></div>
<div class="MsoNoSpacing">
<br /></div>
<div class="MsoNoSpacing">
<br /></div>
<div class="MsoNoSpacing" style="margin-left: 36.0pt; mso-list: l0 level1 lfo3; text-indent: -18.0pt;">
<span style="color: #1f497d; font-size: 14.0pt; mso-bidi-font-family: Calibri; mso-bidi-theme-font: minor-latin; mso-themecolor: text2;"><span style="mso-list: Ignore;">2.<span style="font: 7.0pt "Times New Roman";">
</span></span></span><span dir="LTR"></span><span style="color: #1f497d; font-size: 14.0pt; mso-themecolor: text2;">Writtin communication alone</span></div>
<div class="MsoNoSpacing">
<br /></div>
<div class="MsoNoSpacing">
<br /></div>
<div class="MsoNoSpacing">
<br /></div>
<div class="MsoNoSpacing">
<br /></div>
<div class="MsoNoSpacing">
<br /></div>
<div class="MsoNoSpacing">
<br /></div>
<div class="MsoNoSpacing">
<br /></div>
<div class="MsoNoSpacing" style="margin-left: 36.0pt; mso-list: l0 level1 lfo3; text-indent: -18.0pt;">
<span style="font-size: 14.0pt; mso-bidi-font-family: Calibri; mso-bidi-theme-font: minor-latin;"><span style="mso-list: Ignore;">3.<span style="font: 7.0pt "Times New Roman";">
</span></span></span><span dir="LTR"></span><span style="font-size: 14.0pt;">Oral communication followed by written communication</span></div>
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<td style="border-bottom: solid windowtext 1.0pt; border-left: none; border-right: solid windowtext 1.0pt; border-top: none; mso-border-alt: solid windowtext .5pt; mso-border-left-alt: solid windowtext .5pt; mso-border-top-alt: solid windowtext .5pt; padding: 0cm 5.4pt 0cm 5.4pt; width: 223.9pt;" valign="top" width="299"><div class="MsoNoSpacing" style="margin-left: 19.15pt; mso-list: l1 level1 lfo4; text-indent: -18.0pt;">
<span style="color: red; font-family: Symbol; font-size: 14.0pt; mso-bidi-font-family: Symbol; mso-fareast-font-family: Symbol;"><span style="mso-list: Ignore;">·<span style="font: 7.0pt "Times New Roman";">
</span></span></span><span dir="LTR"></span><span style="color: red; font-size: 14.0pt;">Reprimanding </span></div>
<div class="MsoNoSpacing" style="margin-left: 19.15pt; mso-list: l1 level1 lfo4; text-indent: -18.0pt;">
<span style="color: red; font-family: Symbol; font-size: 14.0pt; mso-bidi-font-family: Symbol; mso-fareast-font-family: Symbol;"><span style="mso-list: Ignore;">·<span style="font: 7.0pt "Times New Roman";">
</span></span></span><span dir="LTR"></span><span style="color: red; font-size: 14.0pt;">Resolving disputes within the company</span></div>
<div class="MsoNoSpacing" style="margin-left: 19.15pt; mso-list: l1 level1 lfo4; text-indent: -18.0pt;">
<span style="color: #1f497d; font-family: Symbol; font-size: 14.0pt; mso-bidi-font-family: Symbol; mso-fareast-font-family: Symbol; mso-themecolor: text2;"><span style="mso-list: Ignore;">·<span style="font: 7.0pt "Times New Roman";">
</span></span></span><span dir="LTR"></span><span style="color: #1f497d; font-size: 14.0pt; mso-themecolor: text2;">Communicating information require
future action</span></div>
<div class="MsoNoSpacing" style="margin-left: 19.15pt; mso-list: l1 level1 lfo4; text-indent: -18.0pt;">
<span style="color: #1f497d; font-family: Symbol; font-size: 14.0pt; mso-bidi-font-family: Symbol; mso-fareast-font-family: Symbol; mso-themecolor: text2;"><span style="mso-list: Ignore;">·<span style="font: 7.0pt "Times New Roman";">
</span></span></span><span dir="LTR"></span><span style="color: #1f497d; font-size: 14.0pt; mso-themecolor: text2;">Communication information of
general nature</span></div>
<div class="MsoNoSpacing" style="margin-left: 19.15pt; mso-list: l1 level1 lfo4; text-indent: -18.0pt;">
<span style="color: #1f497d; font-family: Symbol; font-size: 14.0pt; mso-bidi-font-family: Symbol; mso-fareast-font-family: Symbol; mso-themecolor: text2;"><span style="mso-list: Ignore;">·<span style="font: 7.0pt "Times New Roman";">
</span></span></span><span dir="LTR"></span><span style="color: #1f497d; font-size: 14.0pt; mso-themecolor: text2;">Communication information require
immediate action</span></div>
<div class="MsoNoSpacing" style="margin-left: 19.15pt; mso-list: l1 level1 lfo4; text-indent: -18.0pt;">
<span style="color: #1f497d; font-family: Symbol; font-size: 14.0pt; mso-bidi-font-family: Symbol; mso-fareast-font-family: Symbol; mso-themecolor: text2;"><span style="mso-list: Ignore;">·<span style="font: 7.0pt "Times New Roman";">
</span></span></span><span dir="LTR"></span><span style="color: #1f497d; font-size: 14.0pt; mso-themecolor: text2;">Communication directives or orders</span></div>
<div class="MsoNoSpacing" style="margin-left: 19.15pt; mso-list: l1 level1 lfo4; text-indent: -18.0pt;">
<span style="font-family: Symbol; font-size: 14.0pt; mso-bidi-font-family: Symbol; mso-fareast-font-family: Symbol;"><span style="mso-list: Ignore;">·<span style="font: 7.0pt "Times New Roman";">
</span></span></span><span dir="LTR"></span><span style="font-size: 14.0pt;">Communicating<span style="mso-spacerun: yes;"> </span>information <a href="https://www.blogger.com/null" name="_GoBack"></a>about an important policy of changes</span></div>
<div class="MsoNoSpacing" style="margin-left: 19.15pt; mso-list: l1 level1 lfo4; text-indent: -18.0pt;">
<span style="font-family: Symbol; font-size: 14.0pt; mso-bidi-font-family: Symbol; mso-fareast-font-family: Symbol;"><span style="mso-list: Ignore;">·<span style="font: 7.0pt "Times New Roman";">
</span></span></span><span dir="LTR"></span><span style="font-size: 14.0pt;">Communicating with one’s immediate superior about a work relate
problem</span></div>
<div class="MsoNoSpacing" style="margin-left: 19.15pt; mso-list: l1 level1 lfo4; text-indent: -18.0pt;">
<span style="font-family: Symbol; font-size: 14.0pt; mso-bidi-font-family: Symbol; mso-fareast-font-family: Symbol;"><span style="mso-list: Ignore;">·<span style="font: 7.0pt "Times New Roman";">
</span></span></span><span dir="LTR"></span><span style="font-size: 14.0pt;">Praising<span style="mso-spacerun: yes;"> </span>an employee for
outstanding performance</span></div>
</td>
</tr>
</tbody></table>
<div class="MsoNormal" style="line-height: 200%; text-align: justify;">
<br /></div>
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Anonymoushttp://www.blogger.com/profile/08180817219971135951noreply@blogger.com1tag:blogger.com,1999:blog-6697914484413582255.post-37023063563566379342014-03-06T17:05:00.000-08:002014-03-16T04:43:24.317-07:00Communication as a supervisory skill<div dir="ltr" style="text-align: left;" trbidi="on">
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<span style="font-family: "Arial","sans-serif"; font-size: 12.0pt; line-height: 200%;">Communication
as a supervisory skill</span></div>
<br />
<ol style="text-align: left;">
<li><span style="font-family: "Arial","sans-serif"; font-size: 12.0pt; line-height: 200%;">Supervisor
must give directions to the people who work for them, superviosrs who fail to
give clear guidance often find that employees perform their job poorly because
they do not understand what is expected of them</span></li>
<li><span style="font-family: "Arial","sans-serif"; font-size: 12.0pt; line-height: 200%;">Supervisor
must be able to motive people, good supervisor use their ability to communicate
to get the other people excited about their jobs</span></li>
<li><span style="font-family: "Arial","sans-serif"; font-size: 12.0pt; line-height: 200%;">Supervisors
must be able to absorps the ideas of others, supervisor interact with many
people, including co workers, customers, and suppliers. To be effectively they
must be able to understand and accept other peoples viewpoints</span></li>
<li><span style="font-family: "Arial","sans-serif"; font-size: 12.0pt; line-height: 200%;"> </span><span style="font-family: "Arial","sans-serif"; font-size: 12.0pt; line-height: 200%;">Supervisors
must be able to persuade other people, supervisor often have idea that other
oppose. To persuade other people to accept thei ideas, supervisors must be able
to communicate effectively</span></li>
</ol>
<br /></div>
Anonymoushttp://www.blogger.com/profile/08180817219971135951noreply@blogger.com1tag:blogger.com,1999:blog-6697914484413582255.post-52403857405521879882014-03-06T17:01:00.002-08:002014-03-16T04:43:38.393-07:00how to make a decision for a supervisor<div dir="ltr" style="text-align: left;" trbidi="on">
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<span style="font-family: "Arial","sans-serif"; font-size: 12.0pt; line-height: 200%;">The
following steps, based on on the scientific method are recommended for making
decisions</span></div>
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<span style="font-family: "Arial","sans-serif"; font-size: 12.0pt; line-height: 200%; mso-fareast-font-family: Arial;"><span style="mso-list: Ignore;">1.<span style="font: 7.0pt "Times New Roman";"> </span></span></span><span dir="LTR"></span><span style="font-family: "Arial","sans-serif"; font-size: 12.0pt; line-height: 200%;">Be
alert to indications and symptoms of problems, is an integral part of
recognizing the need to make a decisions. All too often supervisors tend to
brush off or ignore indicators and symptoms of problems. Supervisors should
constantly be cognizant of any changes that might be indicates a potensial
problem.<span style="mso-spacerun: yes;"> </span></span></div>
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define the problem</span></div>
<div class="MsoListParagraphCxSpMiddle" style="line-height: 200%; margin-left: 57.0pt; mso-add-space: auto; mso-list: l0 level1 lfo1; text-align: justify; text-indent: -18.0pt;">
<span style="font-family: "Arial","sans-serif"; font-size: 12.0pt; line-height: 200%; mso-fareast-font-family: Arial;"><span style="mso-list: Ignore;">3.<span style="font: 7.0pt "Times New Roman";"> </span></span></span><span dir="LTR"></span><span style="font-family: "Arial","sans-serif"; font-size: 12.0pt; line-height: 200%;">Collect
fact and redefine the problem if necessary </span></div>
<div class="MsoListParagraphCxSpMiddle" style="line-height: 200%; margin-left: 57.0pt; mso-add-space: auto; mso-list: l0 level1 lfo1; text-align: justify; text-indent: -18.0pt;">
<span style="font-family: "Arial","sans-serif"; font-size: 12.0pt; line-height: 200%; mso-fareast-font-family: Arial;"><span style="mso-list: Ignore;">4.<span style="font: 7.0pt "Times New Roman";"> </span></span></span><span dir="LTR"></span><span style="font-family: "Arial","sans-serif"; font-size: 12.0pt; line-height: 200%;">Identify
possible alternatives</span></div>
<div class="MsoListParagraphCxSpMiddle" style="line-height: 200%; margin-left: 57.0pt; mso-add-space: auto; mso-list: l0 level1 lfo1; text-align: justify; text-indent: -18.0pt;">
<span style="font-family: "Arial","sans-serif"; font-size: 12.0pt; line-height: 200%; mso-fareast-font-family: Arial;"><span style="mso-list: Ignore;">5.<span style="font: 7.0pt "Times New Roman";"> </span></span></span><span style="font-family: "Arial","sans-serif"; font-size: 12.0pt; line-height: 200%;">Gather
and recognize fact concerning<span style="mso-spacerun: yes;"> </span>identified
alternatives</span></div>
<div class="MsoListParagraphCxSpMiddle" style="line-height: 200%; margin-left: 57.0pt; mso-add-space: auto; mso-list: l0 level1 lfo1; text-align: justify; text-indent: -18.0pt;">
<span style="font-family: "Arial","sans-serif"; font-size: 12.0pt; line-height: 200%; mso-fareast-font-family: Arial;"><span style="mso-list: Ignore;">6.<span style="font: 7.0pt "Times New Roman";"> </span></span></span><span dir="LTR"></span><span style="font-family: "Arial","sans-serif"; font-size: 12.0pt; line-height: 200%;">Evaluate
possible alternatives</span></div>
<div class="MsoListParagraphCxSpMiddle" style="line-height: 200%; margin-left: 57.0pt; mso-add-space: auto; mso-list: l0 level1 lfo1; text-align: justify; text-indent: -18.0pt;">
<span style="font-family: "Arial","sans-serif"; font-size: 12.0pt; line-height: 200%; mso-fareast-font-family: Arial;"><span style="mso-list: Ignore;">7.<span style="font: 7.0pt "Times New Roman";"> </span></span></span><span dir="LTR"></span><span style="font-family: "Arial","sans-serif"; font-size: 12.0pt; line-height: 200%;">Choose
and implement the best alternative</span></div>
<div class="MsoListParagraphCxSpLast" style="line-height: 200%; margin-left: 57.0pt; mso-add-space: auto; mso-list: l0 level1 lfo1; text-align: justify; text-indent: -18.0pt;">
<span style="font-family: "Arial","sans-serif"; font-size: 12.0pt; line-height: 200%; mso-fareast-font-family: Arial;"><span style="mso-list: Ignore;">8.<span style="font: 7.0pt "Times New Roman";"> </span></span></span><span dir="LTR"></span><span style="font-family: "Arial","sans-serif"; font-size: 12.0pt; line-height: 200%;">Follow
up</span></div>
</div>
Anonymoushttp://www.blogger.com/profile/08180817219971135951noreply@blogger.com0tag:blogger.com,1999:blog-6697914484413582255.post-78943638412697415812014-03-06T16:56:00.000-08:002014-03-16T04:43:49.304-07:00Five characteristic are important key to supervisory success<div dir="ltr" style="text-align: left;" trbidi="on">
<ol style="text-align: left;">
<li><span style="font-family: "Arial","sans-serif"; font-size: 12.0pt; line-height: 200%;">Ability
and willingness to delegate, most supervisors<span style="mso-spacerun: yes;">
</span>are promotive jobs and have been accustomed to doing the work themselves.
An often difficult and yet essential, skill that such supervision must develop
is the ability or willingness to delegate work to others</span></li>
<li><span style="font-family: "Arial","sans-serif"; font-size: 12.0pt; line-height: 200%;"> </span><span style="font-family: "Arial","sans-serif"; font-size: 12.0pt; line-height: 200%;">Proper
use of authority, some supervisor let their newly acquired authority alone
doesn’t get the support<span style="mso-spacerun: yes;"> </span>and cooperation
of employees. Learning when not to use authority is often important as learning
when to use it</span></li>
<li><span style="font-family: "Arial","sans-serif"; font-size: 12.0pt; line-height: 200%;"> </span><span style="font-family: "Arial","sans-serif"; font-size: 12.0pt; line-height: 200%;">Setting
a good examples. Supt ervisor must always remember that the work group look to
them to set up examples. Employees expect fair and equitable treatment for
their supervisor. Too many supervisors play favorites and treat employees inconsistenly
.government legislation has attempt to reduce this practice in some areas, but
the problem is still common</span></li>
<li><span style="font-family: "Arial","sans-serif"; font-size: 12.0pt; line-height: 200%;"> </span><span style="font-family: "Arial","sans-serif"; font-size: 12.0pt; line-height: 200%; mso-fareast-font-family: Arial;"><span style="mso-list: Ignore;"><span style="font: 7.0pt "Times New Roman";"> </span></span></span><span style="font-family: "Arial","sans-serif"; font-size: 12.0pt; line-height: 200%;">Recognizing
the change in rule, peoplewho have been prompted into supervision must
recognize that their role has changed and they are no longer one of the gang.
They must remember must that being a supervisor may require unpopular decision.
Supervisor are connecting link between the other level of management and the
operative employee and must learn to represent both gang.</span></li>
<li><span style="font-family: "Arial","sans-serif"; font-size: 12.0pt; line-height: 200%;"> </span><span style="font-family: "Arial","sans-serif"; font-size: 12.0pt; line-height: 200%;">Desire
for the job, many people who have no desire to be supervisor are promoted into
supervision merely because of their technical skill. Regardless of one
technical skill, the desire to be a supervisor is necessary for success in
supervision. That desire encourage a person to develp the other type of skills
necessary in supervision – human relation, administrative, and decision making
skills</span></li>
</ol>
<br />
<br /></div>
Anonymoushttp://www.blogger.com/profile/08180817219971135951noreply@blogger.com1tag:blogger.com,1999:blog-6697914484413582255.post-44696978361202204462014-03-02T08:01:00.000-08:002014-03-08T07:53:46.082-08:00seni melakukan kritik yang membangun<div dir="ltr" style="text-align: left;" trbidi="on">
<div class="separator" style="clear: both; text-align: justify;">
<span style="font-size: large;"><a href="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEjatSzYLH6OrA2tIXLRgROuJiSDixx6nC3hVyq3c7G_1EFINANmV_tCFrukF658-8NLpzdBV-xbDMQbUh2J3ArULPEJwpMJz6bLLXeVZ-gpVNuKoUql9T-Ynyodw2wpY3icJqp_VSMid1rG/s1600/kritik.jpg" imageanchor="1" style="clear: left; float: left; margin-bottom: 1em; margin-right: 1em;"><img border="0" src="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEjatSzYLH6OrA2tIXLRgROuJiSDixx6nC3hVyq3c7G_1EFINANmV_tCFrukF658-8NLpzdBV-xbDMQbUh2J3ArULPEJwpMJz6bLLXeVZ-gpVNuKoUql9T-Ynyodw2wpY3icJqp_VSMid1rG/s1600/kritik.jpg" height="125" width="200" /></a></span></div>
<ol style="text-align: justify;">
<li style="text-align: justify;"><span style="font-size: large;">critize in privat, kritikan dilakukan ditempat private bukan di muka umu hal ini dilakukan untuk menjaga perasaan orang yang dikritik. bila seorang kepala sekolah ingin menegur bawahannya, maka sebaiknya bawahannya dipanggil ke kantor kepala sekolah untuk dibicarakan empat mata poin poin yang dianggap masih lemah dari diri sang bawahan. hindari melalkukan kritik terhadap bawahan di muka umum atau tempat terbuka karena hanya akan menjatuhkan harga diri atau kepercayaan si bawahan dan menurunkan atau bahkan mengilangkan respek sang bawahan kepada si kepala sekolah</span></li>
<li style="text-align: justify;"><span style="font-size: large;">begin with mild critism, kritik atau teguran kepada bawahan harus dimulai dengan lembut atau halus dan tidak dilakukan dengan cara kasar dan terbuka. bila memang tidak terjadi perubahan perilaku yang positif teguran bisa ditingkatkan intensitasnya namun tetap tidak menggunakan cara dan bahasa yang kasar karena hanya akan menimbulkan masalah baru saja.</span></li>
<li style="text-align: justify;"><span style="font-size: large;">base the critisism on objective fact, dalam melakukan teguran seorang atasan harus menggunakan fakta fakta yang bersifat objektif bukan melalui penilaian yang subjektif karena sering kali penilaian subjektif ternyata tidak sesuai dengan fakta</span></li>
<li style="text-align: justify;"><span style="font-size: large;">express your critisism in term of a common goal, kritik atau teguran kepada bawahan atau rekan sejawat diusahakan di bingkai dalam upaya pencapaian tujuan bersama. hindari kata kata yang bersifat ofensif atau menyalahkan orang tersebut. gunakan konteks kerjasama dalam usaha menyelesaikan tugas contoh ,"tugas kita akan cepat selesai jika laporan data statistik yang kamu buat di gabung dengan laporan data yang sedang aku kerjakan," ....daripada menggunakan kata kata ofensif seperti, " kalo data statistik kamu belum beres maka tugas kita gak akan beres padahal data aku sudah saya kerjakan 2 hari yang lalu,".</span></li>
<li style="text-align: justify;"><span style="font-size: large;">avoid playing boss, kebanyakan pegawai selalu mengingat gesture gaya bahasa tubuh atau kata kata siboss ketika mengkritik dari pada isi dan konten kritikan si boss. hindari gerak tubuh dan gesture muka seperti boss "BOSSY" agar pesan dapat ditangkap dengan jelas oleh bawahan tanpa ada perasaan resistens terlebih dahulu melihat gaya dan akta-kata pimpinan yang kurang baik.</span></li>
<li style="text-align: justify;"><span style="font-size: large;">when criticizing your boss, relate ot to your work performance, jika suatu ketika kita terpaksa melakukan kritik terhadap pimpinan kita usahakan kritik yang kita lontarkan dengan menggunakan bahasa yang sopan serta jangan lupa kritik tersebut di lontarkan berkaitan dengan performa kerja kita dan kita juga jangan lupa ketika melakukan kritik terhadap pimpinan (apalagi jika pemimpin kita adalaha orang yang sangat tidak kooperatif) jangan lupa mengatakan, ," walaupun aturan yang dibuat oleh pimpinan baik tetapi kebijakan tersebut dapat mengganggu kinerja para bawahan seperti saya,".</span></li>
</ol>
</div>
Anonymoushttp://www.blogger.com/profile/08180817219971135951noreply@blogger.com0tag:blogger.com,1999:blog-6697914484413582255.post-79605168901639385562014-03-02T07:27:00.001-08:002014-03-02T08:32:49.985-08:00Manajemen konflik di sekolah<div dir="ltr" style="text-align: left;" trbidi="on">
<div class="separator" style="clear: both; text-align: center;">
<a href="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEh1hyphenhyphenVlW_-Y6dSunEjLoWwiw_1Txgzb7xFxsXSCHu-ogOxrYpWu4FyFWvPfWrGwUBb1fRPR2K72x0ZxMLRYzhC_1WXFScsqkPTRGshrGC-qGZNpVX4wfc-Qd5mxzXUely6_Clt_Z3Z4nkNN/s1600/manajemen-konflik.jpg" imageanchor="1" style="clear: left; float: left; margin-bottom: 1em; margin-right: 1em;"><img border="0" src="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEh1hyphenhyphenVlW_-Y6dSunEjLoWwiw_1Txgzb7xFxsXSCHu-ogOxrYpWu4FyFWvPfWrGwUBb1fRPR2K72x0ZxMLRYzhC_1WXFScsqkPTRGshrGC-qGZNpVX4wfc-Qd5mxzXUely6_Clt_Z3Z4nkNN/s1600/manajemen-konflik.jpg" height="120" width="400" /></a></div>
Pertentangan atau cekcok buka hal yang mustahil timbul di sekolah yang ibu atau bapak pimpin. dengan faktor pemicunya sangat bermacam-macam maka konflik sukar untuk dielakan untuk tidak terjadi dilembaga sekolah. menurut Andre Du brin mengatakan bahwa bebrapa faktor penyebab konflik adalah<br />
<br />
<ol style="text-align: left;">
<li>competition for limited resources (kompetisi dalam sumber-sumber daya yang terbatas), yang artinya adalah konflik bisa terjadi disebuah lembaga manapun dimana individu individubya saling bersaing memperebutkan sesuatu yang memang terbatas seperti misalnya jabatan, uang, kesempatan mengikuti training, dll. maka seorang manajer atau kepala sekolah harus mambu membuat sistem yang baik dalam menghadapi persaingan ini. persaingan ini tidak boleh dihilangkan karena disisi lain persaingan ini memberikan nilai positif bagi sekolah karena diaman individu individu tersebut akan berbuat yang terbaik agar mendapatkan nilai yang dimaksud (sebuah persaingan ehat) namun kadang kala terjadi pula sebuah persaingan tidak sehat dimana ketika persaingan mmemperebutkan sumber sumber daya yang terbatas tersebut terjadi upaya dan usahasaling menjegal satu sam lain. disini peran seorang kepala sekolah harus mampu menjadi penengah dan wasit yang adil bial terjadi indikasi persainga tidak sehat dalam sebuah sekolah</li>
<li>diffrences in goals and objectives (perbedaan pandangan akan tujuan dan cara upaya pencapaian tujuan), sering kali terjadi konflik antar individu dalamsebuah organisasi berkaitan dengan tujuan organisasi serta cara pencapaian tujuan organisasi. bial ini tidak mendapatkan perhatian serius makaakan terjadi perpecahan dari dalam dimana akan ada salah satu fihak yang kalah (merasa tidak terakomodir kepentingannya atau suranya) yang kemudian menarik diri dari usaha pencapain tujuansebuah organsiasi. </li>
<li>the generation gap and personality clash (gap antar generasi dan pertikaian pribadi), konflik bisa terjadi jika ada perbedaan cara pandang terhadap diri sendiri, misalkan ada pengelompokan senior dan junior dimana senior merasa harus dihormati atau minimal didengar suaranya. bahkan dalam kasus yang lebih khusus ada kelompok senior yang ingin menduduki jabatan atau psosisi penting dalam sebuah organisasi whatever it takes. senior memandang pada anak muda (junior) sebagai pribadi pribadi yang bau kencur dan tidak tahu apa-apa. hal ini bisa meletupak konflik diantara dua kelompok ini. konflik juga bisa terjadi dalam bentuk pertikaian individu</li>
<li>gender diffrences, konflik dapat terjadi dalam sebuah organsisai ketika secara kulutral terjadi perbedaan peran antara perempuan dan laki laki. misalkan ketika seorang pemimpin perempuan akan rentan mendapat "perlawanan" dari bawahannya yang tidak suka dipimpin oleh seorang perempuan. yang ujung ujungnya akan menyulitkan dalam membangun tim yang solid karena ada "duri" yang mengganjal</li>
<li>competing work and family demand, konflik juga dapat terjadi ketika terjadi persaingan antara kepentingan pekerjaan dengan peran dan fungsi karyawan di keluarga. misalkan ada kepentingan keluarga yang tidak bisa kita tinggalkan sementara disis lain tugas pekerjaan juga tidak bisa ditinggalkan. hal ini bisa memicu konflik kepentingan dalam diri karyawan karena salah satu mesti dikalahkan</li>
<li>sexual harashment, konflik yang terjadi yang melibatkan biasanya karyawan perempuan oleh atasan dalam bentuk pelecehan sexual. misalkan ketika seorang atasan melontarkan joke-joke seputar seks sampai dengan tindakan pelecehan kepada bawahannya. </li>
</ol>
</div>
Anonymoushttp://www.blogger.com/profile/08180817219971135951noreply@blogger.com0tag:blogger.com,1999:blog-6697914484413582255.post-86959357398193568102014-03-02T07:00:00.001-08:002014-03-02T08:44:01.112-08:00Meningkatkan kinerja guru<div dir="ltr" style="text-align: left;" trbidi="on">
<div class="separator" style="clear: both; text-align: center;">
<a href="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEikP2ZmsgNmX1ags8obW1x7nYlnn82OHbISlnqsKpg8HAdt0nI1qUnAB9BFcY1PACtIfhgnltfWXhYCyM4zRwmqY6I2_0oiy9m1Rjri08AyL2hav9-DGtmtrefAw6g5NkJokETdYRbeWwR-/s1600/kinerja+guru.jpg" imageanchor="1" style="margin-left: 1em; margin-right: 1em;"><img border="0" src="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEikP2ZmsgNmX1ags8obW1x7nYlnn82OHbISlnqsKpg8HAdt0nI1qUnAB9BFcY1PACtIfhgnltfWXhYCyM4zRwmqY6I2_0oiy9m1Rjri08AyL2hav9-DGtmtrefAw6g5NkJokETdYRbeWwR-/s1600/kinerja+guru.jpg" height="266" width="400" /></a></div>
Dalam sebua organisasi sekolah peran seorang kepala sekolah sangat penting dalam menjaga kinerja bawahannya agar selalu berada pada level top performance/kinerja tingggi. seorang kepala sekolah harus mampu menjadi motivator bagi para bawahannya dengan selalu memberikan supervisi dan bimbingan kepada bawahannya. dalam buku yang berjudul <b><i>Applying Psychology : individual and organizational effectiveness</i></b>, Andrew du brin mengatakan bahwa kinerja tinggi itu ditunjang oleh dua faktor, yang pertama adalah motivasi dimana motivasi kerja si bawahan yang tinggi akan membuat passion bekerja mereka juga tinggi. untuk itulah seorang pemimpin harus mampu men-drive motivasi bekerja anak buahnya dengan memberikan reward berupa pujian atau bonus kepada bawahan yang telah menyelesaikan tugas dengan baik atau bahkan bila ada anak buah yang mempunyai kinerja melebihi atas apa yang telah dibebankan kepada dirinya karyawan tersebut bisa diberikan percepatan kenaikan pangkat atau jabatan. dan yang kedua adalah ability (kemampuan), kemampuan seorang pimpinan memberikan tugas yang sesuai antara tugas yang diberikan dengan kempuan si bawahan maka akan timbul kepercayaan diri dari bawahan untuk mampu menyelesaikan tugasnya dengan baik (The expectancy Theory of motivation) . pemberian tugas yang tidak sesuai atau beban kerja yang terlalu berat akan menimbulkan tekanan atau stress kerja bagi bawahannya.</div>
Anonymoushttp://www.blogger.com/profile/08180817219971135951noreply@blogger.com0tag:blogger.com,1999:blog-6697914484413582255.post-20215895488578253382014-03-02T06:57:00.000-08:002014-03-02T06:57:34.432-08:00manajerial skill untuk kepala sekolah<div dir="ltr" style="text-align: left;" trbidi="on">
ada idiom yang mengatakan bahwa kepala sekolah adalah guru yang mendapatkan tugas tambahan. saya secara pribadi kurang sependapat dengan penamaan seperti itu, karena seorang kepala sekolah adalah individu yang ditunjuk atau ditugasi sebagai manajer institusi pendidikan berdasarkan kompetensi yang dimilikinya. artinya adalah dia merupakan individu terpilih yang memiliki kapasitas dalam segi kepemimpinan daripada rekan guru lainnya. ada tiga kemampuan yang harus dipunyai oleh seorang pemimpin pendidikan<br />
<br />
<ol style="text-align: left;">
<li>konsep skill, dimana seorang kepala sekolah harus mampu membuat peta konsep atau road map bagi organisasi yang dipimpinnya. hal ini membutuhkan wawasan yang luas terutama dari segi perencanaan dan evaluasi, karena maju dan mundurnya sekolah diawali oleh sebuah perencanaan. apabila seorang kepalasekolah tidak bisa membuat perencanaan yang baik maka sudah bisa ditebak hasilnya bahwa sekolah tersebut tidak mempunyai arah dalam progress kedepannya. program atau kegiatan dilakukan tanpa perencanaan sehingga hasilnya akan kurang maskimal</li>
<li>technical skill, seorang kepala sekolah harus mempunyai keterampilan teknis dalam pekerjaan yang menyangkut administrasi, keuangan, kesiswaan, kehumasaan, sarana dan prasarana dll. bukan berarti nanti seorang kepala sekolah arus ikut campur dalam pekerjaan teknis para bawahannya namun hal ini akan sangat membantu ketika didalam pekerjaanya seorang kepala sekolah harus memsupervisi bawahannya. karena ketika kepala sekolah tahu tentang juklak dan juknis pekerjaan teknikal tersebut maka dia akan dengan mudah memberikan arahan dan masukan ketika melihat ada bahwahan yang dalam bekerja belum maksimal. maka sudah seharusnya seorang kepala sekolah sebelumnya pernah menjabat wakil kepala sekolah di bidang kurikulum, kesiswaan, sarana dan prasarana dll.</li>
<li>social skill, kemampuan sosial yang dimiliki seoarng kepala sekolah membuat yang bersangkutan tidak kaku dalam menjalankan tugasnyasebagai kepala sekolah. seperti diketahui ketika seorang kepalasekolah memimpin bawahan yang berjumlah puluhan orang, maka akan ada sekian banyak karakter bawahan yang berbeda-beda. untuk itu butuh sebuah pendekatan yang luwes bagi seorang kepala sekolah adalam bertugas. perlilaku kaku dan kurang luwes seorang kepala sekolah sering kali menjadi pemicu masalah seperti konflik dengan bawahan yang pada akhirnya akan merugikan organisasi atau sekolah tersebut.</li>
</ol>
</div>
Anonymoushttp://www.blogger.com/profile/08180817219971135951noreply@blogger.com0tag:blogger.com,1999:blog-6697914484413582255.post-6689850004989078522014-03-01T20:53:00.004-08:002014-03-01T20:54:37.689-08:00<div dir="ltr" style="text-align: left;" trbidi="on">
<a href="http://mariamah-sulaiman.blogspot.com/2013/03/pancasila-sebagai-ideologi-terbuka.html"><span style="font-family: Trebuchet MS, sans-serif; font-size: x-large;">Pancasila sebagai ideologi terbuka</span></a></div>
Anonymoushttp://www.blogger.com/profile/08180817219971135951noreply@blogger.com0tag:blogger.com,1999:blog-6697914484413582255.post-62123813248688476882014-03-01T20:50:00.003-08:002014-03-01T20:55:28.314-08:00<div dir="ltr" style="text-align: left;" trbidi="on">
<a href="http://mariamah-sulaiman.blogspot.com/2010/02/hal-yang-menyebabkan-kehilangan.html"><span style="font-family: Trebuchet MS, sans-serif; font-size: x-large;">Hal yang menyebabkan seseorang kehilangan kewarganegaraan</span></a></div>
Anonymoushttp://www.blogger.com/profile/08180817219971135951noreply@blogger.com0tag:blogger.com,1999:blog-6697914484413582255.post-13061322729152622072014-03-01T20:41:00.000-08:002014-03-01T20:54:57.807-08:00<div dir="ltr" style="text-align: left;" trbidi="on">
<br />
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