i. Optimum utilization of resources.
The main objective supervisors in organizations are to secure maximum output with minimum efforts and resources. Human Resource management is basically concerned with utilizing the human and material resources available to enterprise for deriving the best results. This leads to reduction in the cost of production.
ii. Increasing efficiency of factors of production.
Through proper utilization of various factors of production like capital and labor, supervisors leads to avoidance of wastage of time money and efforts, This leads to increase in the productivity of all factors of production and thus encourages the growth of an enterprise.
iii. Securing maximum prosperity for employers and employees.
This is one of the main objectives of supervisors in an organization and aims at securing maximum prosperity for the employers by generating high profits at minimum cost (Silbiger, p.137). It also aims at prosperity for the employees by providing reasonable remuneration and other benefits for their services to the organization.
iv. Ensuring human betterment and social justice.
Supervisors in an organization also aim to raise the standard of living and quality of life of people. It provides more leisure and amenities to people. Management provides social justice through its uniform policies.
CONFLICTS IN AN ORGANIZATION
The conflict-free company has never existed and will never exist. Antagonism, tensions, aggressions, stereotypes, negative attitudes and the frustration and perceived conflicting needs will always be present, whenever men are forced to live and work together.
The management job within the business organization calls for the supervisor to function in such a way as to maximize the coordination of human and work system and to minimize the conflict of the individual within the formal organization.
Four Tools of supervisor for Conflict Resolution:
(c) Sharpening into conflict, and
(d) Transformation into problem solving.
A supervisor can avoid the occurrence of many differences among his subordinates. For example, he can place people in groups whose experiences are similar, who have had similar training and who come from a similar level of society. Because of something is common, these people tend to see things similarly, to have common interests and objectives, to approach problems in much the same way. The behavior of such groups is more predictable and it is easy for the supervisor to avoid conflict. Another way of avoiding differences is the controlling of interpersonal contacts of the people. He can place two conflicting individuals in different groups or physical locations. (Ahuja, 2005, p.245).