Supervisor Role Play Analysis

In our firm, I am responsible for training and educating new staff members. I always first get an understanding of their knowledge and skill set. So, that my training to them can be based on that. As they come across new challenges while working on the files I will assist them on those challenges and educate them as well that why we are doing this way. I always demonstrate desirable professional conduct as required by our accounting professional standards and ethics when dealing with fellow employees in terms of training, educating and motivating new employees.

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

Some might have seen her as being a pest or an interruption to the other employees, while others

Throughout my co-op work terms, I was able to gain valuable skills that will be of use to your team. At Island Health Telehealth, I was able to calculate and report the Self Care of Heart Failure Index (SCHFI) statistics with no previous knowledge on how this data was calculated and then presented my findings to my co-workers. Being able to quickly adapt to changing conditions was vital in all of my previous positions. At Vancouver Coastal Health Authority, things were always changing as the Clinical and Systems Transformation (CST) project went through various phases. The ability to prioritize tasks and complete them in a timely manner was a well-received trait. Throughout my schooling career I learned about various testing methods including,

First I established rapport by greeting Ms. Early with a hi, how are you etc. Because I had a previous established relationship with her, approximately 10 years ago, and I knew that she was a friendly person I gave her a hug as well. She asked about my three children and how they were doing. We also talked about what has been going on in my life the past 10 years. Of course I did not go on and on about myself. I asked her about her promotion to the executive director position. SAFE also had a brand new building and I told her how nice it was. I explained to her the reason why I chose her for my project. At this point I felt very comfortable and I believed she did

Within your first two weeks as an Adult Protective and Community Supervisor (APCS) you held an informal meeting with your staff so that they could get to know you and you them. This first meeting established the relationship that you wanted to have with your workers. This meeting also identified that you had an open door policy and that you were willing to assist your workers in any way possible. You encourage your workers to work at their optimal performance level and you stress to them that the only way to achieve this is by discussing policies, shadowing them on home visits, reviewing their cases and giving them feedback, which ensures that they have a clear understanding of programs and office operation. Candice you keep detailed notes of concerns that you may have with a worker and you discuss those concerns with me. You had one employee that you thought we were going to have to recommend probationary dismissal on; however, after you had a heart to heart with the employee you identified some personal issues that the employee was

$90,000 and above. This variation is mainly dependent upon geographic location and employer. GNP’s in California, Hawaii, and New Jersey, for example, have the highest salaries compared to those in mid-western and southern states. Individual salaries are further influenced by, and increase with, additional education and experience. Being a GNP brings additional rewards. There is the satisfaction of rendering quality care to a large and growing population that is in dire need of specialized care at this particular time in their lives. For me, it is the feeling of gratification that comes with knowing, that after a person has lived many years, I can be of help in making their final years as healthy and comfortable as possible, even when the need for palliative care arises. Most important, is the relationship that develops with the client, and the opportunity to learn from the experience with each individual.

We did not see this side of the business that she was always under and after that I started developing respect for her little by little. If someone were to ask me what I would possibly think of her, then my thoughts would be that given the current stress load from upper management, I myself would behave possibly the same way. I agree with the judgements that she gave us which in turn helped us out in the long run in the office. My overall feeling is

After talking about a typical work day, I asked her what was the most important attribute for success in her current position and she said by putting

Role Playing: Part1 Male parent was brought to a social worker's office based on allegation of abuse. While at the social worker's office, I am feeling a little nervous based on the little to no information provided to why I am here. The room is warm but intimidating. As, I walk into the social workers office, I am still unsure why I have been brought here today.

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 &

Albdour and Altarawneh (2014) state that further research is needed to collaborate and to understand the existing gap as to whether a quality relationship between the supervisor and the subordinate will have an impact on organizational and employee performance. Researchers propose reasons as to whether supervisors have struggles motivating their subordinate in the workplace. Supervisors can only encourage what subordinates are inclined to do. However, a quality supervisor-subordinate relationship and many ways of communicating may be optimistic for the employee and increase performance. There are advantages for a supervisor-subordinate relationship, such as increased levels of performance, job satisfaction, and employee retention (Allen, Ericksen,

Supervision is a mechanism that allows the supervisor to support, discuss and develop the knowledge and skills of each employee. It is the process in which a supervisor is able to encourage and support the employee to complete their role effectively.

I am being supervised by Mrs. Jessie Bether she is the Area Social Worker Supervisor (ASWS) in the County of Service division of the Mississippi Department of Human Services (DHS). Upon meeting her I noticed that we shared similar work styles, such as being approachable, encouraging and ethical, to name a few. Approachability is extremely relevant to me and a trait I often groom. Mrs. Bether has an open door policy, making herself available to her employees to assist them if they need advice. She is never too busy to assist me with questions I may have associated with DHS or as a social worker.

After completing the self-assessment for module #2, I was a bit surprised to discover I scored 40% in directive supervision and 40% in nondirective supervision. Before completing this assessment I thought for sure I would score higher in collaborative supervision. However, after learning more about Glickman’s supervisory approaches, I quickly realized that my definition of collaborative supervision was not accurate. I thought collaborative supervision was one size fits all. I believed teachers needed and wanted reflective problem solving with the goal of working together to figure out a solution. What I didn’t take into consideration is where the teacher was in their personal and professional development. It makes sense to me now how collaborative