Relationships With Supervisors

A good supervisor is firm and yet gentle with the employees. Providing continuous and constructive feedback to employees is a must for a person in any supervisory capacity. Supervisors who are helpful and appreciative of good work are much better in their capacity as

I interviewed Tonya Brown on the telephone on 10/26/16 at 2pm. Tonya is the Supervisor and Coach of the NC Wraparound Program. She has been in this position for one year and supervises four employees.

Effective supervisors gain respect without demanding it. Approachability, collaboration with colleagues, encouragement, and leading by example foster respect. Supervision relationships with mutual trust lead to supervisee's personal and professional growth.

The “Models of Supervision: Parallel Processes and Honest Relationships” by Dr. Lawrence Shulman was very helpful, informative and challenging. It was an important podcast that covers the importance of supervision in the social work profession. It was enlightening for me to pay attention to various aspects of the supervision process. Dr. Shulman stated the need for establishing a good relationship between the supervisor and the social worker or clients. This relationship should be built on trust, respect, honesty and caring to obtain successful result and outcome in the field of social work. Also, in the supervision process is very important to set clear and appropriate boundaries between the supervisor and social worker. The supervision is also about that the supervisor cares about the social worker as much as he/she cares about the clients. Dr. illustrated also in this

I must note that I am lucky to have an amazing supervisor and direct supervisor. I do not have to worry about organizational challenges with them. They always created positive working environment, enhancing employee well-being at work, and have great

A supervisor must remain approachable from their subordinates. With this approachability and accessibility the supervisor will be successful in building a better working relationship. The difficulty with some supervisors is the ability to draw the line between having a personal relationship with their subordinates and a professional relationship. With a close working relationship a supervisor should be able to confront the subordinate and be able to resolve the issue. The resolution may range from simply counseling the subordinate, all the way up to possible disciplinary action.

Supervision is important for continued growth as a professional school counselor (Hess, Magnuson, & Beeler, 2012). Throughout my internship my relationship with my supervisor has been educational and productive for my continued growth. A strength includes that my supervisor provides timely constructive feedback about my skills and about cases. This evaluation helps me to grow and deepen my skills in order to become more effective with students. Another strength is that she helps me to further my knowledge about specific programs or services that are offered in the community that our students can benefit from. With her sharing this knowledge, she truly is supporting me in becoming a better school counselor. One limitation with our relationship is that sometimes she does not have an answer to my questions, however, this is usually due to an administration question that has not been answered. For example, one question that I have asked is why we cannot have an army or air force representative come to do a presentation to our seniors similar to how colleges come to the campus and do presentations. We have several students that

I expect everyone to treat each other with respect no matter what the situation is. I am both fair and impartial when recommending rewards and punishment as needed and observed. The one thing that you will always see me do is encourage creativity, inspire to promote, and develop future leaders for tomorrow. I have an open door policy and encourage all to use it after exercising your attempts to mitigate through your immediate supervisor. I employ you to give it your all.

The Department’s sergeants and other supervisors have the most influence and impact on these front-line personnel. Many of DSD’s direct supervisors are dedicated and hardworking individuals who strive to treat their employees well and support them in their daily activities. Yet our assessment revealed a number of concerns that need to be addressed by the new Sheriff and members of the command staff. Command deputies need to be more consistent in their expectations of subordinates. This will help employees better understand the Department’s priorities and what actions and behaviors they need to adopt and demonstrate in order to advance DSD goals. Direct supervisors and DSD leaders have a critical role in building morale

We both had projects to finish and it was apparent to me she was falling behind on assignments that must be finished each day.  So I decided to help her finish some of her projects to help open the line of communication.  After I helped her a few times she started to confide in me she was going through some though times in her personal life and she appreciated my assistance with her projects.  When I made it safe for her to confide in me this improved our relationship 100%.  You must create an environment that if fair and open.  Her work starting improving because she realized I genuinely cares for her success and well being.  You must never make employees feel threatened.  You never know what employees may be faced with so you must always be willing to go the extra mile to assist them to get back on track.  Being an effective communicator is imperative to be a good supervisor.

Many organizations and establishments have philosophies in how an organization is to be functioning and which positions are necessary to execute the plan. One of the crucial positions that make the establishment function is that of a Supervisor. The term supervisor is a word with Latin roots which means “to look over,” however, a supervisor is viewed as a person who is an immediate overseer to an employee at a workplace. The supervisor is the person an employee would directly report to for any work related situation. A supervisor plays an essential part of the management team that gives an organization purpose and leadership by being responsible for employees’ progress and productivity (Bittel & Newstrom, 1992).

While many people have observed different work relationships and their effects on the individuals and the work environments, Omdahl has summarized and included many details about the relationships and how to avoid conflict within them. Friendships, managerial relationships and various other types of relationships within the workplace have been noted to have different approaches in handling or avoiding complications. Omdahl provides six principles for handling problems with workplace relationships. These principles range from how to set and hold expectations to seeking additional outside help when needed. The author includes several examples and research points from other

A good supervisor will inspire, challenge, and motivate their employees. In addition, a supervisor has the ability to stay focused and is able see the big picture. However, one could possibly argue that the best quality that a good supervisor must possess is the skill to recognize the potential in others. Nevertheless, the most important skill a supervisor must possess is the ability to help those around realize their own potential.

In earlier days, the supervisor was the person in charge of a group of towrope pullers or ditch diggers. That person was literally the “fore man,” since he was up forward of the work crew. His authority consisted mainly of chanting the “one, two, three, up” that set the pace for the rest of the workers. In Germany, the supervisor is still called a vorarbeiter (“fore worker”); in England, the term charge hand is used. Both terms suggest the lead-person origin. The term supervisor has its roots in Latin, where it means “looks over.” It was originally applied to the master of a group of artisans. Today, the supervisor’s job combines some of the talents of the “foreman” (or leader) and those of the “master” (skilled

Problem employees inevitably surface in most workplaces and sometimes employers need to counsel their employees and on occasions employers must discipline the employee. In an organization top-management often formulate the standards that supervisors must use when they have to deal with problem employees. A supervisor must have the skills required to organize, staff, lead, and control which includes the ability and talent required to deal with problem employees.