A subordinate supervisor who has quite a following with the workers disagrees with you on a point in administration. What is the best course of action?

• A. Inform the supervisor that you are the chief administrator and until he is in your position he is to follow your ideas
• B. Try to win him to your way of thinking and thus use his leadership to advantage
• C. Transfer him to a position where he will be unable to interfere with the particular point of administration
• D. Set an example by bringing charges of insubordination

Answer: (C)

When a supervisor who has strong support among the staff disagrees with a management decision, the priority is to maintain orderly administration while reducing direct conflict. The best course is to reassign the subordinate to a position where he will not directly interfere with that specific point of administration. This preserves the integrity of the decision and the chain of command, minimizes ongoing disruption, and allows him to continue contributing in a role where his leadership can be effective without blocking the policy in question. It also avoids punitive or confrontational moves, which can harm morale and trust.

Trying to force agreement or win him over can backfire when he already has influence, potentially prolonging resistance and weakening authority. Bringing charges of insubordination is punitive and escalates conflict, harming the team and the operation. Reassignment provides a practical balance: it respects his abilities, reduces conflict over the contested point, and keeps the administrative process moving smoothly.