Supervisory Model

I am actuate or guided y a very specific run regarding microscope stageal, ethical and even cultural concerns and we will explore that force and how it would trifle out in my everyday interactions of supervision. I am horrendously communal but realize that professionalism must play a part when I work with and aid at a lower mark those in management and administration and I will talk close to those aspects also. Today, approach shotible role player roles argon tremendous and as a executive program in that respect is even more office to the social workers who work under you. jibe to Shadbush (2002), In addition to the efficient and effective administration of agency operate, the education and train f social workers fashions the three-legged stool of modern social work supervision (p. 2). L. Areas of engross & Disinterest superintendence is non very appealing to me in coitus to mental health and therapy due to the fact that nigh supervisors do not actu onlyy d o much true therapy with c livents like the clinicians that work under them. Actu alto growhery doing therapy with the clients is the work that finish ups me.My early perception of a social worker was negative and brought to mind Miss shish kebab, the nosy social worker who would chaffer celandine Price. Celandine was a character in the movie by the same name, Celandine (1974), played by Dianne Carroll, a single Afri bear American woman living in Black Harlem with six children on welf be. Whenever Miss Kebab would come calling, she would be snooping to see if Celandine was working a Job, had a man, or was receiving gifts from some champion. Celandine constantly had to lie to Miss Kebab beca intent this information would cause Celandines welf ar to be stripe considerably.The children were taught to hide any(prenominal)thing that appeared to be extra to their p all everyplacety stricken lifestyle. Miss Kebab would be a nightmare for Edward Divine and the Charity Organization fraternity idea of a lucky visitor. II. Three supervisory Roles In administrative Supervision, Hackett (2014) explains that in supervisory functions, existence administrative deals directly with delivering a message, reinforcement a cause for staff or acting as a protective barrier regarding administrative issues between upper management and remove up staff.This is the first leg of our three-legged stool of supervisory functions. Depending on the substance matter and my passion for the topic. I would hasten to ensure diplomacy and adroitness in communicating a professional delivery of my message. The second leg is educational and idea rough giving instruction in a one on one fashion does not necessarily excite me. Hackett (2014) discussed education in a supervisory role as being concerned with addressing ignorance barriers to effective services (p. L).I have a passion for go in the role of educator presenting subject matter in a broader fashion. Infusing and empowering staff members to post effective services. The last leg of the three study components of supervision is supportive, which, harmonize to Hackett (2014) is focused on addressing emotional barriers to effective services (p. 1). So line staff hat might be having a particular hassle connecting with a client or experiencing stress because one of their families is dealing with particularly traumatic events, support from the supervisor is available from this role.This support can also be for the staff member himself or herself if they are experiencing difficulty in hearing portions of a clients harrowing story severally week they come in. Support from the supervisor in this scenario could prevent a secondary trauma or something underlying that triggers the worker. There are umteen sources of stress for the social rocker and Hackett (2014) lists them in Supportive Supervision as the obeying Performance & Compliance Demands Learning Demands Clients Organization Relationship with their Su pervisor Vicarious Trauma (p. 3).Practicing self- fearfulness is something that social workers must apply regularly and l, as the supervisor, will need to ensure that my police squad gets the Abacas that Hackett (2014) refers to in Supportive Supervision as awareness, balance and connection. My team will need these in arse so that they can be emotionally healthy and continue to provide for our clients needs. Ill. My Style & Temperament I am a fun loving, open person by nature and I am very orderly. I tend to be communal, and do not meet any strangers and I suppose that is because I spent twenty- dickens historic period in the impart Force.I spent time with people from many walks of life and cultures and had to grow up quite a bit done many circumstances that took place right in the different departments that I worked in. Shadbush (2002) states that humor can constrain and relieve stress caused on a Job by providing much needed space in stressful scenarios. I do appreciate humo r as an icebreaker or to cause a tense atmosphere to dissipate. Even when things are not stressful I simply enjoy my ambiance better when humor and a plastered display of cheerfulness.My up-to-the-minute manager can be found transmit feelings very practically but sometimes it is inappropriate or appears unskilled because she is very loud. I am concerned about how people arrest me in stopping point spots but realize that I cannot please all people. This creates a conundrum because as a supervisor it is given that not everyone will be happy with my decisions. So, coming short of appearing to be a dictator, I do realize that it is something I need to arrive more comfortable with and would need to evolve in k flating that I have made the stovepipe decision for the whole of my programs.In the lecture on Educational Supervision, Hackett (2014) discussed situational leadership and the fact that leaders determine a situation and espouse the best style for a particular posture. My temperament depends on my situation and for the most part I am pleasant and do my best to keep an atmosphere fairly light but professional. except if I sense that somebody is mistreating my staff or desecrating our atmosphere with a negative mood because they are disgruntled, I can become someone very assertive.The lecture on Educational Supervision regarding situational leadership, Hackett (2014) determines that through alliance behavior is the extent to which the leader engages in two-way or spawn communication. Includes listening to, facilitating, and supporting employees (pig. 2). In these situations, my concern for my temperament is to preserve a very present disposition and be able to think through as things are being said. This allows me to cover all of the important points whether it is an employee or a client who has become upset because of something. V.My Use of Motivation & redress Techniques By nature I drive in being a team player because I enjoy people so much an d love to encourage others, cheering them on to their goals in life. In Strengthened, Rata (2007) describes the individual with the capital of New Hampshire theme as One who looks for areas of agreement. This theme suggests that this person believes that in that location is not much value in disharmony and I try out to extinguish anything like this in conversation because of that. This describes me and I am not afraid of healthy conflict but I find any conflict outside of that to be counterproductive.In my supervision style regarding titivation I would look for the benefits of my staff being team oriented and do my best to teach them the value in having a harmonious atmosphere. My desire would be to encourage them to see the benefit of their contribution to what we do in our program. According to Administrative Supervision, (according to Hackett, 2014 lecture, p. 1 1) most experts on motivation affirm that praise, respect, recognition, say-so and a sense of belonging are more la sting motivators than money. In Herrings Hygiene Motivation Theory, (according to Hackett, 2014 lecture, p. 0) she tastes that money already provides limited motivation, and then when it is thoughtless from the Hygiene Factors then denomination will automatically kick in. along the theme of motivation, in the intelligence (n. D. ), theology gave Noah the task of building the ark and pickings his family and specified numbers of each animal with him as God commanded according to Genesis chapter six, rhyme thirteen through chapter seven, write sixteen. According to the bible (n. D. ), in chapter seven, verse one God says, Come into the ark, you and all your household, because I have seen that you are righteous in the beginning Me in this generation.In verse seven of the same chapter it says, So Noah, with his sons, his wife, and his sons wives went into the ark. Noah was a servant leader that God used to replenish the earth and he had to determine how to motivate his family and a ll of those animals to get onto that boat. In verse nine of chapter seven, according the bible (n. D. ), it says, two by two they went into the ark to Noah, male and female, as God had commanded Noah. Pastor Diego tabular array (2014), taught the lesson All Aboard-The Life of Noah and stated, Noah had to live a certain way before his family in order for them to follow him.This is encouraging for me as a supervisor because as God has called me to walk in my destined position in life, as His servant leader, he will give me the grace and potentiality to carry out the tasks that I am supposed to do in my supervisory capacity. This is further confirmed according to Hackett (2014) in Models of Leadership, she discussed a servant leader setting a goal, visualizing it and taking the necessary steps to get to that goal. My disciplinary style and techniques have mirrored the military in years past but so ofttimes an airman or gob is Just doing what their superior is yelling at them to do.I am glad that I learned another way before I had children because my desire straightaway is to affect change in their hearts and not simply in their behavior. In the chapter on Principles & Problems in Implementing Educational Supervision Shadbush (2007) states, until now useful or significant the material is generally, the worker is not in all likelihood to be motivated unless one can show its usefulness and wideness for a problem or situation that is meaningful to him or her (p. 176). As an employee, I have not always been model in respect to the rules or policies.Especially when I was younger and did not understand the value of obedience, which now I understand truly is better than sacrifice In the lecture, liberal Discipline, Hackett (2014) asks the question, Whats behind the problem? (p. 2). This is a good question and maybe there really is something valid going on behind the noncompliance employee problem and I have to be balanced enough in my thinking to not Jump to co nclusions about it. Stress, conflict in casework demands, personal issues that are distracting work performance, etc.These are all potential issues that in the correct mickle could be legitimate. In Progressive Discipline, Hackett (2014) discussed missing the root cause of a problem. Common Disciplinary Error 5 says, Not well-educated the root cause operates it difficult to work with an employee to improve performance (p. 9). disregarding of the reasons, a Performance Improvement Plan (PIP) could be utilized and a valuable employee can be saved. V. How I Manage Legal, Ethical & heathenish Issues Years ago I worked in an older adult clinic and had large very fond of permiticia, my 70-year-old female Hispanic client of one year. Leticia would get down me fruits and nuts from her sons orchard for most of the time I worked with her and I did not have he heart to tell her I should not accept gifts from her. But I would share them all with my co-workers to try to balance it out. Le ticia really reminded me of my great Aunt Maggie who was in the beginning stages of dementia like Leticia and my relatives in Florida took care of her. In the later nineties, the Illegal Immigration Reform and Immigrant responsibleness Act (AIRIER) was created and it stopped allowing most public services to illegal immigrants.I had toiled over Leticia case and she had come a long way in her care and she was comfortable in the senior housing that her son and I got her into. I was tempted to continue providing Leticia services off the books because I did not want to cast away providing services to Leticia. Shadbush (2002) states in the chapter on Problems and Innovation that a pervasive, present ethical problem is how to resolve the disjunction between what we are ethically obligated to do for the client and the reality of what we can do, a plight exacerbated by practice in a managed care and increasing litigious environment (p. 70). Legally and ethically I knew that I was in a v ery precarious situation, so I sought the counsel of my supervisor and explained my dilemma. In order for me to avoid ethical prohibition against my supervisor and l, we agree to offer Leticia a referral for an assisted living facility that could better serve her. Then I was assured that Leticia would be safe. She was able to see a social worker that came around to see all of the seniors who lived there and this helped her place to her new surroundings. The bible (n. D. Is clear in Romans chapter thirteen, verse one and it says, Let every soul be subject to the governing authorities for there is no authority except from God and the authorities that exist are appointed by God. In the first art of verse seven it also says, render therefore to all their due. So as my Overseer in heaven has determined what I do in situations of a legal and ethical manner, so goes my National railroad tie of Social Workers (NASA) ethical principles speaking and they agree with Him regarding doing the r ight thing in any situation.Developing a relationship with Leticia was simple because I have always been around many people of different hues and races in the military and most of my grade indoctrinate years. I can remember distinctly having a cultural celebration every year at my grade school in Los Angels County. Currently I support our department Cultural commissioning and have key relationships with those on the African American sub delegacy and both of my brothers married white women, a cousin married a woman of Filipino decent, so all of this is my comfort level in any way and anywhere.NASA (2014) says, These activities seek to promote sensitivity to and knowledge about oppression and cultural and ethnic diversity. Social workers strive to ensure access to needed information, services, and resources equality of opportunity and meaningful participation in decision making for all people. So any interactions I have, as a supervisor regarding ultra awareness and being competent over this area would be simple for me. I may likely have to educate those that work under me and this subject would be discussed Just as any other policy that has zero tolerance but I would do it in a patient manner.VI. Working with Management & regime Because I am a secretary to a manager often I am carrying messages from my manager to the supervisors and vice versa. I additionally take messages from clerical staff to my manager so I am customary to diplomacy at my level. I do have concern about communicating with upper management and must ensure polish and tact. VI. Examples of My Experiences My current manager is a good example of what model you do not want to pattern yourself after. She is often found to be laughing very loudly she is somewhat argumentative in meetings and is an awful example of timeliness.So often for her it is do as I say and not as I do and in spite of the fact that she is very intelligent, it is difficult to follow and respect her because of the flaws tha t she has that cause her to lose credibility. It is not her having flaws but it is the sort of flaws that she has. I only worked for her for a few weeks before she lost it because I chose to use a particular ender after she said she told me not to use them. I did not remember this and received a written correction from her for it, stating that if I did it again there would be further consequences.She is immediately scary if you make her angry so I Just do my best to not do that. This paper has taken you through many examples of supervision from my range and many others. You learned that one-on-one training is not for me and who the worst friendly visitor is. We relearned our Abacas awareness, balance and connection, along with my temperament being determined by situation. I discussed what might be behind problems and the lesson that Leticia aught my supervisor and l. We additionally went up and down the ladder with management and administration and how I express myself if I do not take moments to gather myself.