Supervision Policy Analysis

By giving direct support to my supervise and their performance, will help the worker to achieve in their role, create job satisfaction, maintain standards, increase positive outcomes and high levels of quality care being delivered to the young people.

The organizations where I work promote equality, diversity and inclusion in both policy and practice. Staffs should regularly be reminded the importance of equality, diversity and inclusion in day to day practice. Staff should respect the choice, preference, ethnicity, origin, rights, and wishes of service users. Care staff should be allocated to service user to make sure that

To identify and and explain at least 3 organisation benefits of attracting and retaining a diverse workforce

| Reflects a mastery level of ability to analyze issues and formulate sensible supervisory practices. The assignment addresses most elements of the task and addresses each component satisfactorily and completely. Main ideas are supported by relevant information and communicated adequately. The paper is well-developed and has relevant

From what I have learned in this class, five challenges that cooperate and executive level leadership may come across, as it relates to diversity policy and procedures in an organization include, obtaining proper information on incorporating these diversity policies and procedures in the business, effectively passing on this information to employees and colleagues to ensure proper execution, and figuring out ways in which these policies and procedures can be used to make the organisation more profitable and productive. Two more challenges that they may face include building methods to handle cases when there are issues relating to diversity in the organization and also employing methods to prevent reoccurrence of any form of anti-discriminatory

One of the main issues in need of remedy is senior managements lack of a goal to implement diversity (Colquitt, 2013). Since senior managers have

· Regular training such as online training and meeting about diversity will be held to make sure all employee know about diversity

The organization should assign this work to a senior manager. The organization should link concerns for diversity to human resource management decisions around recruitment, selection, placement, succession planning, performance management, and rewards.

The traditional model of employee supervision emphasizes overseeing tight controls within the departmental. “The traditional model of employee supervision stresses centralized authority, clear-cut rules and regulations, well-developed policies and procedures, and discernable lines of authority operationally through a chain of command—in short, high degrees of centralization, formalization, and complexity” (Stojkovic, Kalinich & Klofas 2012). The effectiveness and appropriateness of the traditional model of employee supervision, contemporary critics say is changing society’s expectations of the criminal justice system. The traditional model of employee supervision is used in most criminal justice organizations. “The traditional model is made

What challenges have you encounter in your supervisory relationships? As a supervisor in this role, being able to give constructive criticism and feedback to help professionally develop another person.

Quality and importance of the relationship between the supervisor and the supervisee is fundamental or the purpose of tapping into the conscious and unconscious of learning and identity (Saakvitne, 2002). Relational principles of supervision furnish the practitioners professional progress, critical self-reflection and over time develop self-management. To accomplish this, the dynamics of the supervisory relationship requires mutual respect and trust, which opens space for a safe and supportive environment. Furthermore, the supervisor and the supervisee have an ethical responsibility to contribute to the process. For instance, the willingness to listen, maximum openness, ongoing open dialogue and notable differing perspectives between both parties.

Managing diversity -Creating organizational changes that enable all people to perform up to their maximum potential.

Supervision models play an important role in navigating the course of learning about and becoming a licensed counselor. In the cognitive model of supervision it is assumed that the supervisee will affect the client through their thoughts about themselves and what lies in their expectations (Campbell, 2000). The supervisor should want to become familiar with the supervisee and get to know who they are and how they process ideas and thoughts. To be more clear how in general the supervisee views the world (i.e. in mostly positive or negative terms). Once the supervisor has become familiar with the trainee they can learn what negative ideas and thoughts that

For instance, organizations can continue to build a diverse workforce through the hiring of qualified people who come from different cultural backgrounds, by offering ethics and diversity training, practicing equal and fair opportunity, addressing discrimination and harassment acts, and focusing on employee health and wellness, and more. An excellent example of safeguarding equity and diversity in the workplace are initiatives to raise awareness about mental health disabilities in the workplace or healthy workplace strategies as Carol Kivler (2017) shared in her presentation titled “Starting the Dialogue: Depression in the Workplace”. In addition, establishing checks and balances to monitor progress, and to put accountability mechanisms in place may be good internal practices to adopt as well.

There are many approaches to managing diversity. According to Burgess, French, and Strachan (2010), there are two main approaches to managing diversity, namely ‘productive diversity’ which is based on business case for diversity management and ‘valuing diversity’ which is based on human resource or organisational development approach. However, O’Leary and Weathington (2006) believe that organisations must go beyond the business case for diversity management if they want to use the existing diversity effectively. In addition, according to Das (1998, cited in Panaccio and Waxin 2010), there are 4 steps in managing diversity. They are the identification of current and ideal future state, the analysis of present systems and procedures, the changing of policies, procedures, and