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Unit 11
1
1
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These objectives are competent, accountable performance, continuing
professional development and personal support
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(Marrison, 1993)
In relation to my work experience Care Home Manager I observed and practiced the following
principles of supervision
ı to improve working practice in order to enhance the quality of care
ı To improve communication within staff members and with clients as well
ı To develop the potential of staff
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ı To boost morale and confidence
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ı To assist staff to achieve their personal professional objectives
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In combining our experience and
hereditary predispositions we develop strengths and growth areas
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Thus, it is typical to be continuously identifying new
areas of growth in a life-long learning process
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Studies revealed the behavior of supervisors changed
as supervisees gained experience, and the supervisory relationship also changed
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Integrated models
Because many workers/therapists view themselves as "eclectic," integrating several theories
into a consistent practice, some models of supervision were designed to be employed with
multiple therapeutic orientations
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g
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) often believe that the best "supervision" is analysis of practice for true
adherence to the "brand" of intervention
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1
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Law gives directions about how to supervise other, it
defines limits of supervisors and supervisees as well in order to prevent deviation
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4- Finding from research and critical review provides the basis for infrastructure of
professional supervision
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1
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Secondly
professional qualification is beneficial for supervisors also, for example when supervisors give
directions to their supervisee, they get reward in return and they feel sense of security and
sense of independence
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1- Performance management cycle is organization defined hierarchy, where all employees
are liable to manage their work according to their designation and position
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In
my organization, every profession was divided into different settings of work, in each setting
every employee was supposed to be supervised by immediate supervisor
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2- Professional supervision not only protects the position of supervisor and supervisee, but
also it supports the overall performance
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Each one is being supervised by another one, who is superior
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Secondly when someone is being supervised, his/her performance is measured by
supervisor and rectified in case of need
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2
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These points are said
to be performance indicator
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This indicator measures
the worth of supervisee
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These indicators highlight the weak
areas and lead to filling the gaps in individual employee
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1- During my course of job I have observed many factors which contribute in power
imbalance
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At my work place I have
observed that men seem to empower women, therefore misuse their power
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In many organizations racism is also a challenging issue in the matter of power imbalance
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2- In order to maintain a balance in power, supervisor needs to work diplomatically
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If mutual
discussion does not prove to be effective then an official step should be taken
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3
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Roles, accountability and boundaries of confidentiality will be discussed and agreed between
the supervisee and supervisor prior to commencement of the supervision in the form of a
written agreement
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4- The frequency of supervision will be based on the level of experience, skills and
knowledge of the supervisee, and take into account the role and nature of the work the
supervisee is undertaking
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More frequent supervision is
recommended for staff that are new to the work, or in circumstances where a manager or
team leader considers it is required
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5- Supervision records will be kept about cases discussed, key decisions, allocated tasks and
professional development and learning needs, using the Supervision record sheet
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The supervisor retains the supervision record
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3
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An agenda will be drawn up in advance of any supervision meeting
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Decisions made at the previous supervision meeting are
reviewed to ensure actions have been taken
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1- In order to accomplish task supervisee needs support from supervisor
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Some workers need reinforcement in order
to work efficiently
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2- For better and productive output supervisee demands reward and recognition
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I have experienced
many example of positive feedback during my supervisory job
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Many generous
supervisors give material shift to their supervisees in turn of their good contribution/effort
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3- When correctly given, feedback helps improve job performance while promoting
professional and personal growth in employees
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Positive feedback is
used to reinforce desired behavior
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4- Training and development is a right of each working in an organization
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So development is necessary for further growth of workers
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During my work

experience as shift supervisor I believed that one can identify his/her weakness and lacking in a
better way, so encouraged them to speak about their deficiencies, then I used to help them in
fulfilling their developmental needs
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5- Goal of my organization is to deliver a high standard of care
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For fulfillment
of our final goal supervisors are dedicated to measure performance of each supervisee
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4
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There are many challenging situation,
but these situation vary from person to person
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Everyone should be encouraged to express
his/her challenging situation, to get rid of that situation
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4
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As part of the supervision agreement discussion the supervisee and supervisor should agree
who will be responsible for keeping a record of the session and how this should be done
(handwritten, electronic, etc
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It may be better to pause to record at natural points
during the session or to make notes during and write them up afterwards
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1- I have faced many conflicting situation during my work experience
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I observed them for a week then asked them if
there was any reason behind it
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I tried to persuade them, but
initially I found it difficult
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For example I gave one
objective to one of team member to conduct the medication preparation at the beginning of
the shift
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It
means the person who will come late, will be penalize with extra hour duty without
compensation
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5
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Conflictual relationships in the workplace are always stressful and in the interest of healthy
functioning teams the supervisor, supervisee, and line managers should aim to resolve the
conflict as soon as possible
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The conflict was resolved at the end of the
supervision however I felt how unpleasant it can be and how a work relation can be affected
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1- In order to evaluate each employee in my organization Human Resources made a policy to
assess performance on annual basis
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Supervisor was supposed to assess each employee according to those assessment´s criteria
and report to HD
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I designed an assessment form which was intended to assess, how much a supervisor
facilitate his/her supervisee in meeting goal/objectives, how much supervisor facilitate in
training and development programs and how is supervisor’s behavior and attitude towards
his/her supervisee
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HR appreciated my effort and implemented that
assessment form
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beside this strategy I used to conduct monthly
meeting in which I asked freely about any issue related to my supervision style and strategies
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6
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I think
supervisors need to consider feedback and bring certain changes according to the demand of
feedback
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References
Bernard, J
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, Goodyear, R
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(1992)
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Boston, MA: Allyn
& Bacon
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Harlow
Longman
Bernard, J
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, Goodyear, R
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(1992)
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Boston, MA: Allyn
& Bacon
...
Harlow
Longman



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