Supervision Essay

Supervision theories and practices began emerging as soon as counsellors started to train other counsellors (Bernard & Goodyear, 2009). Several different theoretical models have developed to clarify and support counselling supervision. The focus of early models of supervision had generally been based on counselling theories (such as Cognitive Behavioural Therapy, Adlerian or client-centred), but these orientation-specific models have begun to be challenged as supervision has many characteristics that are different to counselling. Competency as a counsellor does not automatically translate into competency as a supervisor, and when supervisee/supervisor orientations differ, conflicts may arise (Falender &

Relevant to Unit 511 in the Level 5 Diploma in Leadership in Health & Social Care Services

Organizations that are serious about making improvements are going to have to deal with the issue of job satisfaction. Job satisfaction can be best described as the positive feeling that an individual has about their job resulting from an evaluation of the job’s characteristics (Robbins & Judge, 2009, p.31). It would seem natural to think that job satisfaction would have a positive correlation with successful organizations. What impact does job satisfaction have on an organization? Research will show that there are not only internal effects from performance related issues, but also external effects that impact customer satisfaction.

Financial Advisor (2007) reported that one of the major reasons employees left their jobs was because of job dissatisfaction. Kreitner and Kinicki (2010) defined job satisfaction as “an affective or emotional

Barrick, M. R., Stewart, G. L., & Piotrowski, M. (2002). Personality and job performance: Test of the mediating effects of motivation among sales representatives. Journal of Applied Psychology, 87(1), 43-51.

The intensive supervision programs are very similar to those programs utilized within standard probation and parole (Latessa & Smith, 2011). The difference is mainly the amount of control, supervision, as well as the application of the programs. The use of intensive supervision programs began in the mid-1900s in California with an emphasis on the rehabilitation of the offenders. In the 1980’s the programs become widely used to reduce prison populations with a shift in the focus away from rehabilitation to deterrence, control, and supervision taking the forefront (Lowenkamp et. al., 2010).

Salesmen act as persuaders and have a knack to be able to convince others to their way of thinking. Salespeople have the ability to create trusting relationships with people and are great negotiators. They are charismatic and have the innate ability to make others just want to agree with

Chin, J. L. (2011). Women and Leadership; Transforming Visions and Current Contexts. Forum On Public Policy Online, 2. Retrieved from http://www.forumonpublicpolicy.com

This paper is to reflect on my process of developing a graduate course on clinical supervision. I will reflect on the process through responding to the questions provided by the instructor.

Describe how workforce diversity has affected supervisors ? Employees don’t set aside their cultural values and lifestyle preferences when they come to work. Supervisors must remake organizations to accommodate these different lifestyles, family needs, and work styles. They must be flexible enough in their supervisory style to seek the involvement of all employees and be aware of the fact that all employees are differently motivated in terms of what they want and need from work. Diversity of the employee pool requires a broad range of new policies and practices. Work schedules will need to be more flexible to accommodate single parents, working parents, and couples maintaining commuter relationships living in different locations.

The vast complexity of workplace laws causes front-line supervisors to know of, or at least know how to find, all kinds of pertinent law information. Applicable laws can originate from Acts, Amendments, Commissions, court cases, and statues. The similarities among each law is the requirement for front-line supervisors to know which are applicable and how to search for them. According to Steingold in The Employer’s Legal Handbook, “In doing legal research, there are several sources you may find useful, broadly categorized as primary and secondary sources” (345). Researchers need to be careful to ensure their sources are credible. Front-line supervisors who came about their position through years of line service may lack the base knowledge to

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).

The concept of job satisfaction is not new; the Bible says “There is nothing better for man than to eat, drink, and enjoy his work.” (Ecclesiastes 2:24a, Holman Christian Standard Bible) However, Job satisfaction in today’s workforce is more complicated than just enjoying your work. Being satisfied with your job quite simply implies that an employee feels positively about their job. Alternatively, job dissatisfaction is feeling negatively about one’s job. (Robbins, et al. 79) Job satisfaction and dissatisfaction is based on personal opinions, job tempo has a profound affect on those sentiments.

Personal characteristics of workers also has an impact on job satisfaction. Job satisfaction increases age. Whites have greater job satisfaction than non-whites. The level of education is slightly negatively related to job satisfaction. If personal skills and abilities are not required by a job, job satisfaction decreases. When a person is more adjusted personally, they will be more satisfied with work. Most of all having a job with decent and fair wage may be the most important variable to job satisfaction. High job satisfaction is associated with low turnover and low absenteeism and with high commitment. Although the evidence is not conclusive, high job satisfaction is associated with high performance and prosocial behaviors.

To understand the concept of job satisfaction the research has identified two aspects of it, they are, the facets satisfaction and overall satisfaction (Cherrington,1994; Fields, 2002). Individuals can be satisfied or dissatisfied with their overall job (Ironson, Smith, Brannick, Gibson, & Paul, 1989) and with specific job facets, such as the level of pay, promotion opportunities, co-workers, working conditions and supervision, contingent rewards, benefits, nature of work, or communication (Spector, 1997; Locke, 1976; Smith, Kendall & Hulin, 1969). The evidence shows that distinctive job facets such as pay satisfaction, opportunities for promotion, relationships with co-workers and supervisors have significant effects on job satisfaction (Ting, 1997; Ellickson & Logsdon, 2002; Pohlmann; 1999). The overall satisfaction is considered in terms of good salary, compassionate supervisors and co-operative co-workers. Conversely, the job dissatisfaction derives for instance form low pay or incompetent supervisors. Therefore, the feeling of overall satisfaction or dissatisfaction depends on the intensity and frequency of positive and negative experiences with job (Cherrington, 1994; Ironson, Smith, Brannick, Gibson, & Paul,