Motivation supervisors

The first aspect of a PMP is to have a schedule for regular maintenance of all your equipment. Seeond, it motivates supervisors to make eertain that all operators are condueting daily inspections. Third, it assures the eompany that all defeets are reported immediately. Finally, it documents that repairs are made prior to operating vehicles or equipment. If this is impossible, the equipment should be tagged and removed from service. 

Future improvements in accident prevention and safety statistics will only be made with better trained and motivated supervisors, along with targeting sites for specific attention where near misses are prevalent and reported. 

Supervisors are responsible to see that every worker is adequate on the job. Physically, mentally, and emotionally inadequate workers are accident prone. Personal hazards are lack of knowledge, conflict of motives, physical, and mental factors. 

Kovach, K. A., What motivates employees Workers and supervisors give different answers, Bus. Horizons, Sept.-Oct., 58, 1987. 

All supervisors receive basic training in industrial and chemical plant safety, including training and motivation of their workers for safety on the job. They also receive specialized training appropriate to their responsibilities. Formal training courses, held annually with documentation of the training, focus on some phase of the safety and loss prevention program. In addition, specialized courses address specific operational problems. 

These immediate and simple findings motivated me to accept Gerrit Schuiirmann s request and to implement COSMO as a new kind of SCRF model in the semi-empirical quantum chemistry package MOPAC [39]. Shortly afterwards, I met Jimmy Stewart, the author of the MOPAC package, in a European Computational Chemistry Workshop in Oxford, where he was available as a supervisor for a entire workshop. I gave a short presentation of my COSMO ideas and he was interested to get COSMO as the first solvation model in MOPAC. Therefore, he introduced me to some extend to the MOPAC program code, and we identified the places where COSMO would have to link in. 

When thousands of supervisors were asked to list, in descending order, what they thought motivated workers, they got it all wrong. They listed ... 

A fermentation department attempts to operate its culture lab, seed and main fermenters at 100% aseptic conditions. Good performance is when contamination occurs in 1 % or less of the batches. Naturally, any occurrence of such problems raises the cost of production, and the worst situation is when production is brought to a stop due to contamination. First, it is necessary to have standard operating procedures which are rigidly followed. Second, it is important to have well-trained operators who report back all problems, errors and irregularities, and third, the supervisors and engineer must listen to the operators, and react or explain the information, as the case may be, to close the communication loop and motivate the operators. 

For supervisors. How to motivate workers to use the proper personal protective equipment. Part of 15-volume series, "Supervisors Development Program."... 

Motivating and instructing supervisors to train their people. Practical training methods by comparing one supervisor who trains staff poorly to one that does an excellent job and has a good safety record. 

All that, can never be achieved unless all top and midmanagement, will be completely convinced of the necessity of implementing those principles to the degree that management motivation will carry an impact on supervisors and employees. 

Involve the supervisors and operators in each "fix. Whenever possible, give them detailed guidelines of an attempted fix, and leave them with some freedom for making the system work. The author has experienced several cases where actions of a motivated operator made a fix work, and other cases where a correct fix was unsuccessful because of an unmotivated effort by the operators. 

Supervision has to be helpful and supportive if employee motivation is to be maintained and stress is to be avoided. This means that supervisors should not use individual performance data as a basis for interaction. The supervisor should be knowledgeable about the technology and serve as a resource when employees are having problems. If management wants employees to ask for help, the relationship with the supervisor has to be positive (not coercive) so that the employee feels confident enough to ask for help. If employees are constantly criticized, they wiU shun the supervisor and problem situations that can harm productivity will go unheeded. 

How do your managers and supervisors encourage and motivate employees to develop and utilize their full potential Include formal and/or informal mechanisms you use to encourage and support employees in job- and career-related development/learning objectives. 

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